1. All-Aboard! How to Successfully Onboard a New Manager
Presented by:
Brenda Schumann, Associate Registrar
Bethany Bell, Assistant Registrar
The University of Texas at Austin

2. Your Trip Itinerary Onboarding Overview 30-60-90-120 plan
Putting plan into ACTION
Follow up and Follow through
The importance of the Supporting Cast
Communication

3. What is Onboarding?
The action or process of integrating a new employee into an organization
Why Onboard?
Foster open dialogue
Conscientiousness
Curiosity
Enjoyable work experience
Build engagement
Job satisfaction
Improve ramp-up time

4. Onboarding Isn’t… Routine on-the-job-training Spontaneous
Learning one thing at a time
Catch-as-catch-can
Made up as you go
Thrown into the “deep end”
It isn’t how I was trained!

5. What is this?

7. What is a 30-60-90-120 day plan? Why use it?
A strategic outline which serves as a learning guide to facilitate learning, assessing and application of new job responsibilities.
Benefits of Day Plan
Understanding
Critical time to learn expectations, job responsibilities, and office culture
Assessment
Check point on goals, expectations, Q&As
Knowledge of organizational system
Progress/ Competency
Milestones
Direct leadership/contact roles

8. Here’s the Outline – 30-60-90-120 Day Plan
Front load on policies and procedures
Have to understand policies and procedures first
Supervising staff and process improvement later in the process
Establishes expectations
Development of measurable outcomes (metrics)
Demonstration of application and understanding

9. Putting the Plan into Action: 30-60-90-120 Day Plan
30 Day starting point
Learn the policies
Meet teams, i.e. portfolio/area teams, senior staff
Gain understanding of the office, responsibilities, mission, vision, and values
Review office documents - i.e. Strategic Plan, Annual Report, catalogs
Learn your area, i.e. policies, business process map, risk footprint
Learn expectations of supervisor

12. Putting the Plan into Action: 30-60-90-120 Day Plan
60 Day Mid-point
Application of policies and processes
Demonstrate knowledge
Regularly scheduled check-ins
Assistant Registrar Lunch & Learn
Opportunity to take on some tasks
Seek clarification and “sphere of decision making”

15. Putting the Plan into Action: 30-60-90-120 Day Plan
Process improvement and the “parking lot”
Determine staff knowledge and three-deep depth
Point of contact responsibilities
Active participation in production projects, i.e. registration
Feel more comfortable in role

18. Putting the Plan into Action: 30-60-90-120 Day Plan
Identifying process improvement opportunities
Supervise staff
Create development plans
Identify areas for growth in area

21. Onboarding: The Follow-up
The day plan is designed to help one learn the job, responsibilities, goals, and acclimate to the office and university culture.
Provide guidance on how to “tackle” the job
Allows for “wins” for the new employee
Assess objectives and measuring metrics
Present knowledge of policies and related procedures
Continued standing meetings
Professional development opportunities

22. Onboarding- Supporting Cast
Team members
Leadership team members
Campus contacts
Direct supervisor
Registrar

23. Must be Mindful of When Onboarding
Buy-in from across the office
SMART goals defined
Natural inclination vs what is outlined
Mindful of what you’re doing and WHY
Individual contributor vs manager
Obtaining sense of accomplishment

24. All Aboard to Bon Voyage !
The process of strategic onboarding
A day plan
Allows a new manager to smoothly sail into the new role
Embrace the new office culture
Providing a roadmap to success

25. Questions? Brenda Schumann Associate Registrar
The University of Texas at Austin
Phone:
Bethany Bell
Assistant Registrar
Phone: