1. ON-BOARDING PROCESS STEP 1: Setting Expected Performance Standards
STEP 2: Application Screening
STEP 3: Peer Interview
STEP 4: Offer of Employment
STEP 5: New Hire Orientation
STEP 6: 30 Day Retention Meeting
STEP 7: 90 Day Evaluation and Recap
STEP 8: Establish a Mentor(s) of Choice
STEP 9: 1st Year Service Anniversary Graduation

2. TURNOVER BY TENURE FY 2003

3. THE PHILOSOPHY OF ON-BOARDING
To help new employees feel that they are part
of a larger organization and that they are both
welcome in organization and in the department.

4. ON BOARDING: BUILDING PRODUCTIVITY AND PROMOTING RETENTION
The On-boarding process is a step process that
helps assimilate new employees into the organization.
It begins with communicating BHE’s mission, vision,
values, and the expected standards of performance during the application process.
It ends with the employee celebrating their first year of employment with BHE.

5. ON BOARDING: BUILDING PRODUCTIVITY AND PROMOTING RETENTION
Helps convey the culture of the organization, so that work performance and work related decisions are made that are in line with accepted practices, that contributes to the organization functions smoothly.
Expedites in getting the new employee up to speed and productive.
Aligns expected work related behaviors with the standards of performance.

6. GOALS OF ON BOARDING
Assimilation of new employees into the organization/department
Smoother operating functions and processes
Lower turnover/increased retention
Increased employee satisfaction
Support the standard of performance; Ownership/Stewardship

7. GOALS OF ON BOADING Cultivate BHE’s image as “The Best Place to Work”
Solidify a competitive advantage and supports P.R.I.D.E.
Build teamwork and input into the hiring process by the employees.
Provide a safe, belonging and acceptance culture

8. STEP 1: SETTING EXPECTED PREFORMANCE STANDARDS
Applicants are provided with a
copy of BHE’s Standards of
Performane prior to formally
applying for a position at
BHE.
The applicant is provided the
opportunity to review and sign
the form as agreement to
abide by and for understanding
of the standards to be
performed as expected of all
BHE employees.

9. STEP 2: SCREENING TO SELECT CANDIDATES
Every applicant is greeted by a HR staff member.
All applications are reviewed
immediately. If qualified, the
applicant is interviewed
immediately by a recruiter or
hiring manager for all critical positions.

10. STEP 2: SCREENING TO SELECT CANDIDATES
A Realistic Job Preview for a candidate will include, tour of the respective department, a peer interview, introduction to staff, behavioral based interview, job shadowing, review of the job description, and performance standards.

11. STEP 2: SCREENING TO SELECT CANDIDATES
Hiring manager completes initial interview with screened candidate.
Hiring manager forwards candidate to peer interviewers when assessed as a good fit.
Hiring manager selects 2-4 peers to interview the candidate.

12. STEP 3: PEER INTERVIEW Definition of a Peer: Peers are those who
will be working most
closely with the person
or receiving service
from the position.

13. STEP 3: PEER INTERVIEW Hiring Manager
Completes initial interview with applicants
Selects peers to interview
Forwards candidate to peer to shadow
Candidate to shadow for minutes.

14. STEP 3: PEER INTERVIEWING
Consists of 2-4 peers
Will use the defined behavioral based questions
Each interviewer will ask a predetermined number of questions
The goal of the peer interview will be to listen to the candidates responses
Each peer will rate the candidate
The designated team leader will be responsible for returning completed rating forms to the manager.

15. STEP 4: OFFER OF EMPLOYMENT
The hiring manager to complete a contingent offer letter for candidates who are to be considered for hire
HR to mail formal welcome and hiring letter to selected candidates for hire
Hiring manager call new hire prior to orientation

16. STEP 4: NEW HIRE ORIENTATION
Goal: To provide a safe welcoming environment
Manager greeting on the morning of new hire orientation
Continental breakfast
Welcome from Human Resources
Welcome from CEO or VP
Lunch with Manager or designee

17. STEP 6: 30 DAY RETENTION MEETING
Between the manager and new hire.
Goals:
1. To find out how the new employee is adjusting to their new job
2. To ascertain valuable information from the new employee to continually improve processes.
3. To solidify the relationship between the manager and new employee.
4. To provide a safe avenue of communication for the new employee.
5. To reinforce question asked by the manager to the new hire.

18. STEP 6: 30 DAY RETENTION MEETING
Questions to be asked by the Manager in the 30 day
meeting:
1. How do we compare with what we said in your interview process?
2. Based on your past experience, what systems or ideas do you feel could improve our operations?
3. Have any individuals been really helpful to you?
4. Are there any reasons/situations that are occurring that would make you think about leaving?

19. STEP 6: 30 DAY RETENTION MEETING
Manager to document new employee’s responses on 30 Day Retention Questionnaire
Manager to follow-up with new hire as appropriate and formally with the 90 day evaluation.
Manager to close by stating: “We realize that having the right people is the key to having the best place to work and providing the best care to our patients. I want to make sure that we are doing everything we can to assist you in being successful here at BHE. We want this to be the best place you ever worked.”

20. STEP 7: 90 DAY EVALUATION
Manager to provide answers to question or suggestions made at the 30 Day Retention Meeting

21. STEP 9: FIRST YEAR GRADUATION
First year graduation held 1 time per quarter.

22. ON-BOARDING FOCUS GROUP SERIES
Series one at the 3-4 months of employment
Series two at 6-8 months of employment
Final focus group at one year of employment
See BHE On-Boarding Sample Series Program