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Orientation and Onboarding

Welcome to the W. P. Carey School of Business. Knowing your way around and learning who does what can be challenging as a new employee. That's particularly true here: W. P. Carey is a large school of more than 700 employees who are a part of the largest public university in the country.

Our employees’ contributions reflect the School’s reputation and success. It’s your knowledge, curiosity, and helpful behaviors that are pivotal as part of the W. P. Carey School of Business community where Business is personal. 

Orientation

By now, you have received an email with instructions on what required paperwork is to be completed as a new hire with the W. P. Carey School of Business at Arizona State University.

All new benefits-eligible ASU employees must take part in an ASU orientation. Within W. P. Carey, each department and/or unit has its own customized orientation. Work with your business manager and supervisor to ensure you are getting the information you need.

Onboarding

Onboarding is more than showing up on your first day, getting an office key, and being part of a new team — it requires quite a few to-dos, both big and small. Here is some helpful information that continues your engagement in order to create a smooth and beneficial introduction to the school and your department.

Supervisor:

  • Show office location, phone voice message, computer sign in, desk supplies
  • Introduce coworkers and/or assigns a department/unit buddy
  • Set up a quick building tour (elevators, emergency exits, bathrooms, break rooms)
  • Go over job description/duties
  • Give W. P. Carey swag
  • Make time to get parking permit

Employee:

  • Get business cards and name badge
  • Get Sun Card, if not received at ASU Orientation
  • Complete benefit enrollment
  • Review department directory and/or organizational chart
  • Replace temporary parking; obtain permit parking
  • Schedule directory photo

Supervisor:

  • Set up and review time reporting policies and procedures (per department - TAS/Paper)
  • Assign time to take all ASU-required trainings
  • Communicate job expectations and any assignments
  • Schedule one-to-one meetings
  • Have your new employee visit with our Employee Engagement & Services Counselor to help build a broader connection to our WPC culture and engagement opportunities.
  • Find out if your new employee has taken a directory photo

Employee:

Supervisor:

  • Verify progress of ASU-mandated training
  • Communicate required computer system access, e.g. Advantage, PeopleSoft, other systems – refer to the Human Resources & Operations tab

Employee:

  • Revisit the W. P. Carey employees website
  • Complete fire safety training
  • Complete information security training
  • Complete workplace behavior training
  • Complete Sun Devil Service training
  • Complete Title IX Training
  • Complete code of business conduct and ethics training
  • Complete sustainability training
  • Complete safety awareness training
  • Request computer system-specific access from supervisor
  • Complete additional job-specific training

Supervisor:

  • Conduct a three-month performance and feedback review
  • Verify all necessary job specific training has been completed
  • Continue one-to-one meetings
  • Schedule a six-month performance review meeting

Employee:

Supervisor:

  • Touch base on progress and if all resources and necessary information has been provided.

Employee:

  • Continue to ‘check in’ with your supervisor to build your working relationship.
  • Complete a short survey from our Employee Engagement & Services Counselor. It’s a great way to get your feedback as you continue to accustom yourself to our WPC culture and community.

Supervisor:

  • Conduct a six-month performance and feedback review
  • Answer any questions

Employee:

Supervisor:

  • Online Annual Evaluation completed:
    • Touch base to see if there are any additional needs
    • Answer any questions

Employee:

  • Self-evaluation completed:
    • Ask any questions
    • Prepare for performance evaluation discussion

Supervisor:

  • Ask yourself if you are building a strong working relationship through continuing dialogue. This includes open and candid feedback which begins an understanding of individual skills, knowledge and abilities in reaching job expectations.

Employee:

  • Continue to ‘check in’ with your supervisor to help create a consistent understanding of your job expectations and your working relationship.
  • Complete a short survey from our Employee Engagement & Services Counselor. It’s a great way to give feedback and really shows how much you care about our WPC culture and community.

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