Skip to content

Latest commit

 

History

History
157 lines (115 loc) · 7.82 KB

new-joiner-procedure.md

File metadata and controls

157 lines (115 loc) · 7.82 KB
Raw

New Joiner Procedure

The new joiner procedure can be largely broken down into two phases:

Phase Notes
Onboarding Activities that occur before employment starts. Designed to begin engaging and motivating the new employee.
Induction Usually the first day and involves introducing the employee to company process/ways of working and the team.

Onboarding

On Acceptance/Signed-contract

Activity Responsible
Inform HR new joiners line manager and intended project Engineering Management
Send curriculum for Shed Academy (academy starters only) Shed Academy Lead
Grant access to EngineeringHandbook via GitHub Engineering Management
Give access to any relevant DataShed training platforms[^3] Engineering Management
Organise a "Shuddy" Engineering Management

For anyone attending the Academy this is an opportunity for us to make clear our expectations.

Thursday Prior to Start

Activity Responsible
Itinerary email sent to new-joiner HR
Agree potential informal chat with future line manager HR

Friday Prior to Start

Activity Responsible
Informal chat with line-manager, if agreed as per the above Line Manager

The informal chat needs to be nothing more than an introduction and a chance to answer any questions in regard to the itinerary.

Induction

First day

Activity Responsible
Structured first-chat with line-manager Engineering Manager
Agree onboarding timeline with project Project Manager/Tech Lead Engineering Manager, Project Manager, Tech Lead
Introduce "Shuddy" concept Engineering Manager
Book meeting with "Shuddy" Engineering Manager, Shuddy
Book 1-2-1 meeting to happen within first week Engineering Manager
Book end of probation meeting Engineering Manager
Organise shout out and inclusion in Diaspora Engineering Manager

Line Managers First Chat

The first chat should aim to cover the following:

  • Mavenlink and its role in recording time for billing clients. Explain the categories and what they should be logging time.
    • Until billable, all time should be billed to "onboarding".
  • Staff², covering:
    • Booking leave
    • Reporting sickness (including commination with line-managers)
    • How 1-2-1s are run, logged and where forms are posted afterwards
    • Objectives and how they are recorded in Staff²
  • Shed Values™: what these are and that they will form part of the probation period.
  • Introduction to company objectives.
  • Introduction to project they will be joining (if not academy)

Booking New Starter 1-2-1's

1-2-1's should be arranged weekly for a duration depending on the new-starter's level:

  • Associate Data Engineer (SFIA 2): for their entire probation period;
  • Data Engineer (SFIA 3): for the first 3 months;
  • Senior Data Engineer (SFIA 4): for the first 6 weeks;
  • Principal Data Engineer (SFIA 5): for the first 2 weeks.

Reducing to fortnightly thereafter.

Billing

The new-starter needs to be "billable" on project by:

  • Associate (SFIA 2): 12 weeks;
  • Data Engineer (SFIA 3): 6 weeks;
  • Senior Data Engineer (SFIA 4): 2 weeks;
  • Principal Data Engineer (SFIA 5): 1 week.

First 1-2-1

The initial 1-2-1 should be used as time to get to know each other better and how the manager can support the new engineer. A good method for running the first 1-2-1 is contracting.

Subsequent 1-2-1's

There are a number of important tasks to be completed over the next couple of 1-2-1's:

Tasks When
Set any objectives for probation period Ideally 2nd 1-2-1
Fill in the Onboarding and Induction Feedback form Ideally 2nd 1-2-1
Communicate timeline for being billable Ideally 2nd 1-2-1
Record Shed Values scores 2nd or 3rd 1-2-1
Record skills in the skills matrix 2nd or 2rd 1-2-1

Any objectives set should should be the recording in Staff² as probation objectives.

End of probation

The end of probation meeting should already have be booked on the first day. It include the following people (or feedback from them):

  • Engineering Manager
  • New line manager (if applicable)
  • Project Tech Lead (if not attending, then to gather than send feedback)
  • Delivery Lead (optional)
  • Any Senior/Principal engineers (optional, may offer feedback to Tech Lead)
Activity Responsible
Formal letter to be sent out HR
Shout out in Diaspora/Teams Engineering Manager
Provide Feedback on probation period Engineering Manager
Book first post probation 1-2-1 meeting as a three way with future line-manager (if relevant) Engineering Manager, New Line Manager

Post Probation Line Management

If the joiner has been given a new line manager at the end of probation, then the Line Management Handover process should be followed.

First Post Probation 1-2-1

Whether line management is changing or not, we would expect the following tasks around career development to take place:

Tasks
Objectives should be raised and discussed inline with the company objectives
Any professional or technical learning and development objectives raised

Second Post Probation 1-2-1

Whether line management is changing or not, we would expect the following tasks around career development to take place:

Tasks
All Objectives should be finalised and recorded in Staff²