370.405.1 - New Employee Orientation
OPR: Admin/Office of Personnel
1. Purpose. This chapter establishes the policies and prescribes the procedures and responsibilities for the orientation of new employees.
2. Policy. New employees, both permanent and temporary, will receive an orientation conducted by the servicing personnel office or the division's administrative office, and the immediate supervisor as specified in 370.405.3, B. and C. below. The content and scope of the orientation will depend on the employee's geographic location (headquarters, region, or field) and type of appointment. The orientation will:
A. Welcome the employee to the USGS.
B. Provide the employee with the pertinent information concerning his or her appointment, duties and responsibilities, and work schedule.
C. Help the employee to adjust to the job and work environment.
D. Provide the employee with his or her performance standards and explain what is required for satisfactory performance.
E. Provide information on the organizational structure and mission of the USGS.
3. Procedures and Responsibilities.
A. Preappointment Package. Before entrance on duty, the servicing personnel office should send the employee the appointment documents and other information as indicated in FPM Supplement 296-33, S5-3.3, with a cover letter explaining the contents of the package. If time limitations preclude providing this information in advance of the employee's entrance on duty, it must be provided when the employee enters on duty.
B. Initial Induction. This phase of the orientation may be accomplished in mixed groups (including all types of appointments and transfers), groups separated by type of appointment, or individually whichever is most appropriate. However, when employees are oriented in mixed groups, care should be taken to clarify the applicability of the information to each of the various types of appointments. Whenever possible, the servicing personnel office carries out this initial phase of the orientation. If the new employee is geographically removed from the personnel office, a representative from the division's administrative office, or the employee's supervisor, will receive a Summary Listing Of Appointment Papers, Appendix A, and will conduct the initial phase. The person conducting the initial phase will:
(1) Provide instructions and assist the employee in completing the necessary appointment documents.
(2) Provide information and publications pertinent to the employee's appointment, pay, responsibilities, and benefits. (Appendix B)
(3) Prepare Form 9-1309, Orientation Checklist, Part A (Appendix C), check items that have been completed, and forward the form to the supervisor or an appropriate operating official for completion of Part B.
C. On-the-Job Induction. The most important responsibility for the orientation of the new employee rests with the supervisor who serves as the key facilitator in the employee's transition to the new work situation. If the supervisor is not available, a knowledgeable operating official should be designated to conduct the on-the job orientation. Specifically, the person conducting the on-the-job induction will:
(1) Complete the items contained in Appendix C, Part B.
(2) Within the first 2 weeks on duty, schedule the employee to view the bureau's New Employee Orientation Videotape by calling the servicing personnel office. Ideally, the employee should be scheduled no later than the second week after entrance-on-duty.
(3) Complete all remaining items on Form 9-1309, Orientation Checklist (Appendix C), Parts A and B and return the form to the servicing personnel office within 2 weeks of the employee's entrance on duty.
D. Follow-up Evaluation. Each new employee will be given an evaluation form to complete so that the servicing personnel office may determine the quality and completeness of the orientation effort (See Appendix D, Page 2). This form should be completed by the new employee and returned to the servicing personnel office after receiving the orientation, including the viewing of the videotape.