Onboard the New Hire

Flow · 7 controlled steps

1. 01

   Accept the onboarding handoff

   Create one controlled starting record from the accepted employment decision.

   • — Verify person, role and manager versions, start assumptions, commitments, work location, schedule, employment type, candidate needs, and unresolved contingencies.
   • — Name owners for employment records, payroll, benefits, immigration, access, equipment, site, safety, quality, training, and manager preparation.
   • — Separate confirmed commitments from assumptions and resolve conflicts with the offer owner.

   Responsible

   Onboarding-process owner

   Output

   Onboarding Control Record

   Decision

   Is the accepted offer complete enough to begin controlled onboarding?

2. 02

   Design role-specific readiness

   Translate the role into the practical conditions and evidence required for useful work.

   • — Define staged early outcomes, essential work, decision rights, relationships, knowledge, systems, equipment, records, and support.
   • — Identify qualified safety, quality, privacy, security, licensing, accessibility, and regulated-work gates.
   • — Set observable readiness evidence and review points appropriate to role and context.
   • — Assign the manager, buddy or peer, trainers, system owners, and receiving collaborators.

   Responsible

   Hiring manager

   Output

   Role Readiness Plan

   Decision

   Does the plan cover what this person must understand, access, practice, and demonstrate?

3. 03

   Prepare the person and operating environment

   Remove avoidable start failure before the first working period.

   • — Complete permitted pre-start communication and route employment contingencies and records to qualified owners.
   • — Prepare manager, team, schedule, workspace, equipment, identity, least-privilege access, required materials, and recovery contacts.
   • — Sequence information and learning around actual early work rather than delivering everything at once.
   • — Test critical day-one access and record unresolved items with workarounds, risk, and owners.

   Responsible

   Onboarding-process owner

   Output

   Start Readiness Record · New-hire and manager schedule

   Decision

   Can the person begin safely, respectfully, and productively under the approved plan?

4. 04

   Establish purpose, expectations, and connections

   Help the new hire locate their work inside the business and its operating system.

   • — Explain business purpose, customers, strategy, values in use, role outcomes, priorities, boundaries, and decision rights.
   • — Connect the person with their manager, team, collaborators, process owners, and support routes through purposeful working interactions.
   • — Review the processes, systems, controls, feedback paths, safety and quality expectations relevant to early work.
   • — Invite questions and check understanding rather than relying on information delivery.

   Responsible

   Hiring manager

   Output

   Shared role and operating context · Working connection map

5. 05

   Enable supported work and practice

   Build capability through real work, feedback, and progressively appropriate autonomy.

   • — Sequence observation, instruction, practice, feedback, and increasingly independent work around early outcomes.
   • — Provide current procedures, examples, data, tools, and access at the point of use.
   • — Require qualified demonstration before independent safety-, quality-, privacy-, security-, or regulated work.
   • — Capture blockers, unclear interfaces, missing knowledge, system defects, workload concerns, and needed support.

   Responsible

   Hiring manager

   Output

   Readiness Evidence · Blocker and Support Record

   Decision

   What level of autonomy is supported by current evidence?

6. 06

   Review progress and adjust the system

   Use frequent evidence and dialogue to remove barriers and refine the plan.

   • — Review outcomes, work quality, understanding, relationships, access, workload, confidence, support, and guardrails together.
   • — Distinguish person learning needs from unclear work, manager behavior, missing resources, system defects, and changed role conditions.
   • — Agree actions, owners, timing, and any revision to outcomes or support.
   • — Route material employment, performance, safety, quality, accessibility, or other concerns to qualified client processes.

   Responsible

   Hiring manager

   Output

   Onboarding Review Record · Adjusted Role Readiness Plan

   Decision

   What response does the combined evidence justify?

7. 07

   Transition to normal operation and improve

   Close onboarding without abandoning unresolved work or losing learning.

   • — Review demonstrated outcomes, remaining gaps, controls, relationships, support, and the manager’s continuing plan.
   • — Confirm normal role, performance, development, feedback, and process cadences.
   • — Transfer open actions with explicit owners and obtain manager and new-hire acknowledgement.
   • — Feed evidence into role design, sourcing, assessment, offer, onboarding, access, training, and connected process improvements.

   Responsible

   Hiring manager

   Output

   Onboarding Transition Record · Improvement Inputs

   Decision

   Is the person ready to leave onboarding as a special operating state?

Connections

Seams · 20 hops within 2 steps

Upstream and downstream neighbourhood over public reference processes only. Each hop shows the trigger, carried objects, and what the receiving process loses if the producing step is skipped.

Roles

Systems + Data

Measures

Evidence + judgment

Draft reference standard. The client remains the employer. Requires qualified employment, payroll, benefits, immigration, accessibility, privacy, security, safety, quality, licensing, labor, and jurisdiction-specific review before deployment.