Classified Staff – 4 Onboarding Strategies for ALL New Hires
For nearly a decade, Battelle for Kids has facilitated national cohorts of in-depth Human Capital Leaders in Education training. During training, practitioners are asked about their local onboarding practices, and often they have very different answers for classified staff and certified/instructional staff. A common response is inconsistency across the district in the support provided to classified staff, or a lack of awareness from central office of how each department/hiring manager approaches onboarding.
While it makes sense for training aspects to vary, given the different Knowledge, Skills, and Abilities for positions, many districts cite classified staff onboarding as an area for improvement. A suggestion for districts is to clarify what essential learning and consistent experiences should occur for all staff across the district and support those delivering onboarding efforts.
Why focus on onboarding for ALL staff?
88% of employees feel their employers don’t do a great job of onboarding employees (The Gallup Organization).
Strong onboarding programs increase employee retention by 80% (The Brand Hall Group).
Most onboarding programs focus on paperwork and processes rather than people, performance, and culture (The Human Capital Institute).
A negative onboarding experience results in employees being twice as likely to look for other opportunities (Digitate).
Having studied both school systems and non-education companies recognized for onboarding practices, here are four emerging themes that can inform a district’s approach for all staff:
Onboarding efforts begin with a candidate’s first impression of the organization and extend at least through the first year of employment, allowing for a variety of learning experiences.
Mentors, buddy programs and/or peer shadowing is essential. Simply put, it works.
Resources and training should be provided to hiring managers/onboarding team to address consistency of foundational learning in areas such as:
Compliance – ensuring new employees understand workplace policies and procedures; completing paperwork and training required by law.
Clarification – ensuring new employees understand the requirements of their job and other performance expectations; providing employees with the tools and resources needed for their work.
Culture – helping new employees understand workplace norms, unwritten rules, and how people work together.
Connection – fostering a sense of belonging by cultivating relationships and connecting new employees to formal and informal networks.
For an Onboarding Design Guide and Checklist in these areas, visit the HCRC.
Onboarding should be a combination of self-paced learning and connection opportunities, whether it be virtual or in-person, that provide a deeper understanding of organizational culture.
For tools and resources to enhance your onboarding program, visit the Onboarding section of the Human Capital Resource Center.