a personal experience. a rewarding education....Credit Union Tax Sheltered Annuities Sick Leave Vacation Parking Permit Time Sheets (Part-Time Employees) Explanation of electronic

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a personal experience.

a rewarding education.

find it at Edison.

ENGAGING NEW EMPLOYEES

THROUGH ORIENTATION

Edison Community College Team Members:

Cris Valdez, Mona Walters, Maura Felts,

Natalie Rindler, Steve Whiteman and Lin Roberts

7/30/2012 Engaging Employees Through Orientation 2

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Our Story

• Chartered in 1973

• Campuses located in Piqua

and Greenville

• We currently offer more than

30 technical fields, a broad range

of baccalaureate transfer programs,

developmental course work, and

continuing education offerings.

• Student enrollment averaging

3,400 annually, just under 5,000

unduplicated headcount.


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History with CQIN • 2001- ENHANCING THE WORKPLACE

ENVIRONMENT

– Implement breakfast and social hour opportunities

for all staff and faculty to meet together for sharing

opportunities Development of working core values

for all staff and faculty.

• 2002–THE EXPERIENCE, ECONOMY, AND

CUSTOMER SERVICE

– Develop and implement off-campus retreats for all

faculty and staff on the topic of "The Engineered

Experience."


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History with CQIN

• 2003–INNOVATION

– Develop and implement faculty professional

development training for those teaching

online or web-enhanced courses.

• 2004–PREPARING FOR OUR FUTURE–

DEVELOPING A STUDENT-CENTERED

LEARNING SYSTEM

– Develop a college-wide learning system

model.


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History with CQIN

• 2005–BUILDING ORGANIZATIONAL LEARNING

SYSTEMS; ACCOMPLISHING OUR MISSION

THROUGH INTERNAL PARTNERSHIP AND

COLLABORATION

– Design, deploy, and monitor a multi-faceted web

site that would promote a better understanding of

campus initiatives and activities through a

broadened communication network.


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History with CQIN • 2006–BREAKTHROUGH LEARNING–CREATING

DRAMATIC IMPROVEMENTS THROUGH INNOVATION

– Review PSEO enrollment and communication.

• 2007–ORGANIZATIONAL SUSTAINABILITY

– To develop partnerships with community agencies that will support service programs for Edison's students and staff and for community stakeholders, individually and

through area agencies and organizations.


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History with CQIN • 2008–ORGANIZATIONAL SUSTAINABILITY

– To design and implement learning modules

for leadership development throughout all

employee categories.

• 2009–ORGANIZATIONAL SUSTAINABILITY

– To design and implement a centralized

data collection and storage point for

reporting materials including AQIP,

Dashboard, HEI, IPEDS, and the USO.


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History with CQIN • 2010–ACCOUNTABILITY, INTEGRATION AND ALIGNMENT

– Institutional Assessment Plan, the culminating plan for

all C.A.R.E. Strategic Plans that aligns the goals to AQIP

Categories, tracks progress, and captures measurements and

evidence of progress.

• 2011- STRENGTHENING AND SUSTAINING LEADERSHIP

EXCELLENCE AND ORGANIZATIONAL CREATIVITY

– PROJECT: Creating Edison's Culture—One "Link" at a Time

– "True Colors" Presentation


http://www.edisonohio.edu/uploads/AQIP/True Colors Edison.pdf

http://www.edisonohio.edu/uploads/AQIP/True Colors Edison.pdf

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Employee Orientation Modules

• Module 1: Human Resources

• Module 2: Getting Started

• Module 3: Campus Tour

• Module 4: ITS

• Module 5: Student Development

• Module 6: President’s Strategic Initiatives

• Module 7: Training

• Module: 8: Supervisor


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EMPLOYEE CHECK LIST

Module 1: Human Resources

W-4 Form

IT-4 Form

I-9 Form

New Hire Form (State of Ohio)

STRS/PERS/ARP Forms

Direct Deposit Authorization Form

Social Security (Medicare Contribution)

SSA Form

Health/Dental Insurance/American Group

Life Insurance

Employee Contract/Salary Notification

ESEA (Edison State Education Association)

Cobra Tuition Waiver Form/Tuition

Reimbursement


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NEW EMPLOYEE CHECK LIST • Module 1: Human Resources

Fitness Benefit

Credit Union

Tax Sheltered Annuities

Sick Leave

Vacation

Parking Permit

Time Sheets (Part-Time Employees)

Explanation of electronic account set up

DMA form (Homeland Security)

Policy Manual

Introduction to President

Emergency Notification sign up/Employee Resources link

Drug Free Campus/Workplace policy


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Module 1: Human Resources

Human Resources module under the direction of

the HR Specialist.

All employment forms and paperwork:

• Federal, State & College

• Completed to establish your employee file

• Enter this data into the payroll process.

• All of the benefits offered to employees


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Module 1: Human Resources Continued

• Supervisor will:

• Staff member to meet with HR for

completion of all paperwork.

• Completed ASAP after employment

decision is made.


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NEW EMPLOYEE CHECK LIST • Module 2: Getting Started

Job Duties

Your Role within the College

Basic Overview of Policies

Room Access/Keys

Office Supplies

Office Computer/Printers/Copiers

Introduction to Departmental Staff

Datatel Login (supervisor must request)

Purchasing/Travel Reimbursement

Liaison/Mentor Assigned


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Module 2: Getting Started

• Under direction new employee’s supervisor or his/her

designee.

• Intent is to ensure new employee has:

– Sufficient information, tools, access to begin his/her job

duties.

• Responsibility of supervisor to assign a liaison to provide:

– Information and support related to day-to-day work

responsibilities.


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Module 2: Getting Started Continued

Supervisor will:

• Define, clarify job responsibilities and

expectations.

• Arrange receipt of keys and access cards, and

work station assignment.

• Assign liaison to work with new employee and

forward liaison name to HR.

• Particulars dependent upon specific work

assignment and completed ASAP after initial

employment.


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NEW EMPLOYEE CHECK LIST • Module 3: Tour

Introduction to College Faculty and Staff

Learning Center

Library

Fitness Center

Bookstore

Copier/Mail Center

Food Service

Security

Business and Industry


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NEW EMPLOYEE CHECK LIST • Module 3: Tour

Development/Foundation Office

Institutional Research

Faculty Support/Staff Rooms

Maintenance

Student Affairs Suite (brief overview)

Business Office/ Cashier

Campus Nurse

Darke County


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Module 3: Tour

• Under direction of HR or area supervisor.

• Familiarize new employees with staff and

facilities of Piqua and Darke County

campuses.

• Become acquainted with basic functions of

departments during guided tour of facilities.


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Module 3: Tour Continued

Supervisor will:

• Conduct tour or designate a liaison.

• Should be completed within the first 2 days of

employment.

• A month is permitted to complete tour of

campus that is not an individual’s home

campus.


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NEW EMPLOYEE CHECK LIST

Module 4: ITS

Explanation of Department Structure

Public Folders

How-to Manuals

Phone

Website- Main and Employee

Email/Outlook

Webadvisor

**Blackboard

**NAS 6000/Z Drive/Share Folders


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• Module 4: ITS features available as deemed necessary by

supervisor

Ohio/E link

Smart Classrooms

Testing Center

Polycom

Reserving A/V equipment

Terminal Services

Computer Labs- Usage

PDA

Datatel Training

Reserving Rooms


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Module 4: ITS

• Ensure that new employees have sufficient IT

tools and training to do their jobs.

• New employees should:

call 711 to arrange for specific requests.

e-mail ITS (with a subject line of

“orientation”)

• Ensure that new employees have

sufficient IT tools and training to do their

jobs.


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Module 4: ITS Continued

Supervisor will:

• Identification and coordination of those

ITS module needs.

• Variable, dependent upon work

assignment.

• Working with ITS and or Ellucian support

required.

• Done at supervisor’s discretion.


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Module 5: Student Development

Admissions

Advising Resource Center

Athletics

Career Development

Disabilities

Enrollment Services

Financial Aid

Marketing

Recruiting

Student Activities


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Admissions

Advising Resource Center

Athletics

Career Development

Disabilities

Enrollment Services

Financial Aid

Marketing

Recruiting

Student Activities


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• Familiarize the participant with services offered.

• Provide overview of college's marketing goals and

procedures.

• Participants meet with individual coordinators/directors.

• Gain an overview of departments within the area

collaborates with each other and other parts of the college

to provide students with holistic experience at Edison.


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Module 5: Student Development Continued


• Verify intended participation after notification

from HR.

• Dates made available to supervisors prior to

the beginning of semester and to affected

staff early in semester.

• Scheduled mid-semester, but at time based

upon workload expectations within Student

Development Offices.


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Module 6: Introduction to the President’s Strategic Initiatives

College Mission and Goals

Organizational Structure

Working by Values


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Module 6: Introduction to the

President’s Strategic Initiatives

• President will explain how driven and permeated by

the Strategic Guide.

• These diagrams illustrate interrelationships and

complementary nature of Edison’s quality initiatives,

CQI, CQIN, and AQIP.

• President discuss initiatives that are embraced by

Employee Working Core Values, by Servant

Leadership, and by Policy Governance.


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Module 6: Introduction to the

President’s Strategic Initiatives


• Verify intended participation after notification

received from HR.

• Dates made available to supervisors before

each semester and to affected staff early

semester.

• Scheduled when possible, considering

President’s personal schedule.


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Module 7: Training

Engineered Experience

Behavioral Intervention Training (BIT)

Sexual Harassment Awareness Training

Active Shooter Awareness Training

Advising & ELP Training (if applicable)


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Module 7: Training

• Ensure employees receive training on campus-

wide awareness issues and concerns.

• Dean of Institutional Planning and Effectiveness

will introduce:

• Discussion of Strategic Plan

• Tying together all quality initiatives

• The ‘engineered experience’

• Edison’s mission and vision


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Module 7: Training Continued

• Human Resources will discuss

behavior expectations related sexual

harassment of colleagues and/or

students.

• Participants will view various scenarios

construed as harassment and discuss

alternative behaviors to reduce or

eliminate interpersonal concerns.


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• Video and employee professional development

sessions

• Behavioral Intervention

• Active Shooter Awareness training sessions.

• BIT training, participants have opportunity to attend

planned workshops held beginning of the semester

for all college personnel

• OR


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• View taped version, which will be available in HR.

• Active Shooter Awareness training, employees have

opportunity to attend training sessions conducted

before or early in semesters.


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• Director of Advising will lead training

session concerning:

– Advising, e-Advising, and the

Educational Learning Plan (ELP).

• Training will explain and enable participants

effectively to assist their assigned advisees.

• Several sessions are provided by Director of

Advising to meet needs of faculty and staff.


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• Verify intended participation after

notification is received from HR.

• Dates are made available to

supervisors and to affected staff

early in semester, fall and spring.


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• NEW EMPLOYEE CHECK LIST

• Module 8: Supervisor

Goals

Professional Development

Evaluation Procedures

Performance Appraisals

Other

Specialized Departmental Needs


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Module 8: Supervisor

• Identify specific needs unique to specific job or

department.

• Immediate supervisor responsible for identifying

training, information or resources required.

• Examples might be:

• Training on specialized software or

equipment.

• Procedure used to open/close your

department.


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Module 8: Supervisor Continued

• Steps required to request a textbook

change; or how to make a cash deposit.

• Supervisor or the supervisor’s designee for

the specific area will review:

• Goals

• Performance

• Evaluation procedures for employee and

department.


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• Professional development plans

• Other pertinent information for employee’s

specific position should be on regular basis:

• Outlined

• Discussed

• Reviewed


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Supervisor will:

• Identification and training for skill development unique

to individual assignments.

• Variable, dependent upon departmental need.

• Done at supervisor’s discretion.


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Module Completion:

• Upon completion module presenter will notify

HR Office.

• Modules scheduled before each semester so

supervisors and employees can work together

for adequate job coverage and/or

compensation.

• Expected all modules will be completed within

the first year of employment.


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How We Keep it Current

• Timeline

• Results

• Evaluation



Contact Information

http://www.edisonohio.edu/index.php?page=process-manual

Mona Walters [email protected]

Natalie Rindler [email protected]

Maura Felts [email protected] Steve Whiteman [email protected]

Lin Roberts [email protected]

mailto:[email protected]



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QUESTIONS

?????


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THANK YOU!


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Documents

a personal experience. a rewarding education....Credit Union Tax Sheltered Annuities Sick Leave Vacation Parking Permit Time Sheets (Part-Time Employees) Explanation of electronic