# Onboard the New Hire

Status: draft · v0.1.0 · Hiring System
draft reference — not a fitted standard

Convert an accepted offer into role readiness, working relationships, safe system access, early contribution, and an owned transition to normal operation.

## Purpose
Deliver the conditions a new hire and their manager need to begin useful work without reducing onboarding to forms, orientation, or information overload.

## Steps
1. Accept the onboarding handoff — Create one controlled starting record from the accepted employment decision.
2. Design role-specific readiness — Translate the role into the practical conditions and evidence required for useful work.
3. Prepare the person and operating environment — Remove avoidable start failure before the first working period.
4. Establish purpose, expectations, and connections — Help the new hire locate their work inside the business and its operating system.
5. Enable supported work and practice — Build capability through real work, feedback, and progressively appropriate autonomy.
6. Review progress and adjust the system — Use frequent evidence and dialogue to remove barriers and refine the plan.
7. Transition to normal operation and improve — Close onboarding without abandoning unresolved work or losing learning.

## Connections
- upstream: Approve and Issue the Offer (/processes/approve-and-issue-offer) — trigger: The onboarding owner accepts the handoff.
- upstream: Define Role and Success Profile (/processes/define-role-success-profile) — trigger: Role-specific readiness planning begins.
- downstream: Operate and Improve a Process (/processes/operate-and-improve-process) — trigger: The manager accepts transition to normal operation.

## Measures
- Time to agreed role readiness: Elapsed time and evidence from start to the context-specific readiness state; not a universal productivity target.
- Readiness evidence completeness: Material readiness conditions with accepted evidence or controlled gaps divided by all material conditions.
- Critical-resource readiness time: Elapsed time from the agreed need point to verified usability, by critical resource and cause.
- Role-readiness plan use: Completed required plan events linked to the current version divided by due events.
- Onboarding blocker pattern: Blockers by type, role, system, owner, severity, cause status, and age per onboarding case.
- New-hire experience and operating guardrails: Context-specific review of new-hire feedback, workload, safety, quality, access, belonging, support, and retention signals; not a causal or legal conclusion.