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1. What this Innovative Practice does and how it works.
The new employee orientation process is comprised of nine modules, some individual and some group, to be completed within the first semester of employment.
Topics covered are human resources-related paperwork including a review of benefits, discussions of day-to-day responsibilities and the assignment of a departmental liaison, tours of the campuses and satellite centers, technology training needed for success in a given position,
an introduction to student services and area office functions, introduction to the college’s mission, vision, values and college-wide initiatives, expectations for customer service, sexual harassment awareness training, and supervisor meetings that outline specific needs
unique to specific jobs or departments.
2. What motivated us to develop or adopt this Innovative Practice.
The orientation process development was a CQI process team initiative designed to provide new employees with the information needed to function effectively and to feel a part of the college community.
A specific issue giving rise to this project was a continuing concern that new employees struggled with understanding the college’s mission and how as individuals they contributed to fulfilling that mission, in addition to often lacking information and skills necessary to be successful in their jobs.
3. How long it took us to develop and implement this Innovative Practice.
The project was designed and deployed within one semester during the 2003-2004 academic year.
It is reviewed annually by CQI process team designing it and updates are approved by the CQI Steering Committee.
4. What it cost us to develop and implement this Innovative Practice.
Costs were the man hours necessary to research existing orientation processes and to meet for discussion and decision making.
5. What resistance we faced in developing and implementing this Innovative Practice, and how we reduced or overcome it.
The amount of time needed to complete the process is about 22.5 hours over the period of a semester.
Some supervisors and new employees resisted allocating that time to a process that doesn’t show immediate, measurable results.
With the approval of the CQI Steering Committee and the endorsement of the college president and senior leadership, it is mandatory.
Sometimes there is sickness or pressing professional responsibilities that make employee attendance impossible.
In those instances modules can be re-scheduled or attended during the next presentation.
Over time the value of a thorough orientation process has been recognized in employee understanding and efficiency.
6. What it costs us to maintain and operate this Innovative Practice, and what it saves us.
Some handout materials are provided to support sessions such as customer service and introduction to college-wide initiatives.
Some food costs are incurred in the customer service module because that is a seven-hour activity.
Other costs are personnel time.
7. How we measure or check whether this Innovative Practice performs the way we intend it to.
Each group module is evaluated with a seven question satisfaction survey.
Those surveys reflect that employees appreciate the opportunity to hear about college initiatives and expectations and to meet new employees working in other departments.
A sense of developing camaraderie is apparent among those attending group modules.
The effectiveness of individual modules is measured anecdotally by the reduced number of questions asked and mistakes made by new employees during the course of their work responsibilities.
8. Print or web documents available that provide more detail and explanation about this Innovative Practice.
http://www.edisonohio.edu/cqi/ProcessManual/Orientation%20Team%20Module%20Explanation%202009.pdf
9. How our organization currently uses this Innovative Practice.
All new full-time and permanent part-time employees are required to complete the nine-module orientation program.
10. Whom one should contact at our institution for more information or help about this Innovative Practice.
Dr. Jane Salisbury
Dean, Institutional Planning and Effectiveness
jsalisbury@edisonohio.edu
937-778-7926
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Multi-faceted orientation program supports new employee satisfaction and success.
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