New Employee Orientation
Initial Employment Date
In general, an employee's initial employment date is the first day he or she performs work for
the University. For information concerning the initial employment date for a person moving from
a temporary to a regular status or for an individual returning to employment at the University,
please consult the Employee Benefits Administration Division.
New Employee Orientation
The Division of Human Resources (DHR) schedules an orientation session for all new
employees in regular staff positions when they are hired. It is essential that all new employees
attend an orientation session, and it is the supervisor's responsibility to ensure that each new
employee has the opportunity to attend. Orientation for all new employees takes place on Monday.
If Monday is a holiday, the orientation takes place on Tuesday.
The orientation session includes a brief review of the University's history; information about
policies, safety and security, and a brief introduction to the University's customer service
philosophy. The Employee Benefits Administration Division presents a detailed briefing on employee benefits and
provides new staff members with other important information. For new Medical Center employees,
there is an extended orientation that covers topics specific to the Medical Center, including
hazard communication, blood-borne pathogens, lab safety, emergency management, and fire safety.
Departmental orientation will provide staff members with the best opportunity for successfully
completing their initial employment period. The University expects supervisors to prepare a
formal departmental orientation for each newly hired employee. This orientation creates an
important opportunity for initiating a continuing dialogue between the supervisor and the new
University Identification Card
The GWorld Office will issue a photo ID card, the "GWorld Card," to all regular full-time and
regular part-time employees. In buildings with electronic card access, the department must notify
the GWorld Office to activate access for new employees. Since the GWorld Card identifies
University employees and may be required to access facilities or available services, the
University expects all employees to carry this ID card while they are at work. The GWorld
Card is University property and employees must return it upon termination of their employment.
If an employee loses the GWorld Card, he or she may obtain a replacement from the GWorld Office.
There may be a replacement charge for the card. The supervisor may contact the GWorld Office at
(202) 994-1795 or access the GWorld web site.
If the supervisor's department has additional
requirements regarding identification, including procedures for access to various buildings,
please share this information with employees at the beginning of their employment during the
departmental orientation session.
Emphasis on Service
Supervisors should be familiar with the
Strategic Plan for Academic Excellence
and its articulation of the University's academic vision and
mission. The Strategic Plan sets as an objective the creation of top performing service
operations to support academic excellence. It notes that the University seeks to foster a
culture of learning and excellence characterized by customer service, teamwork, and accountability.
The Strategic Plan web site
and University publications such as By George!
provide up to date information on the Strategic Plan and
other activities in the University community. Supervisors should keep themselves and their
employees up to date on progress toward meeting the goals and objectives of the Plan.
Continuous improvement is an important component of this approach. Supervisors have an additional
responsibility to continually examine their roles and the roles of employees who report to them
and to explore new ways to help support the University's mission. Whether departments work
directly or indirectly with students, faculty, parents, or alumni, the primary goal is to provide
the best support and service. Supervisory responsibilities include setting specific expectations
for quality service and communicating these expectations in their hiring and orientation process,
training sessions, performance evaluations, and employee recognition activities.
A sense of the academic community in which we work assists staff members in understanding the
type of service that is necessary to support the University's mission. Taking advantage of
University activities helps employees to acquire and maintain that sense of community. A range
of activities is available to suit varying interests, ranging from lectures to athletic events.