First Week

Help the employee get acquainted with the university and their new role.

First Week Tasks

During the first week, the employee is most likely not yet confident but should be more familiar with their role and the university. Believe it or not, many new employees complain their first week is boring, so check in often with them.

Review what's occurred:

  • At the end of the first week, confirm the new employee has shadowed the designated colleague.


  • Check in often with the new employee, don't wait for a new employee to come to you. (They generally will not for fear of being perceived as incompetent.)
  • Begin inviting the new employee to appropriate meetings.
  • Create opportunities for the employee to interact with other employees and understand university culture.
  • Encourage other colleagues to invite the new employee to partake in campus activities.
  • If the new hire has direct reports, set up meetings with them and their support staff.
  • Schedule one-on-one meetings for the new hire to meet with departmental and other colleagues they will be working closely with. These meetings can occur throughout the first month.
  • Invite the new employee to join you for lunch. Invite other team members and reinforce the message that the new employee's contributions will be appreciated.


  • Conduct first week meeting with new employee.

Plan for Next Phase - Month One

  • Determine the job- and department-specific learning activities or training the new employee will complete during the first month.

Meeting with New Employee

Toward the end of their first week, meet with your new employee and ask about their perception of the workplace, including their experience shadowing another staff member, if applicable. This is also a good opportunity to offer some informal feedback on your new employee’s performance so far. Without feedback, they may feel uncertain of their actions.

Discussion topics include:

  • The training plan for your new employee, including dates for any required training or activities
  • Feedback on their direct reports
  • Your department’s staff meeting schedule
  • The process for requesting time off
  • The process for travel and expense reimbursement
  • Foreseeable challenges they may encounter and how to overcome them
  • Your communication style (whether you prefer email or phone, for example) and how your styles can work together
  • Your approach to time management and how they can optimize their time
  • Your schedule for the month and the best way to reach you
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