Prior to the arrival of the new employee:

A department can prepare for a new employee’s first day of work by completing the following activities.

Set up a computer, telephone, and voice mail. Submit a Service Hub request at https://servicehub.uni.edu.
The employee will have standard system access (Email/Google Apps, Blackboard, Active Directory) after the new hire’s record is created in UNI Works. Contact the IT Service Desk at 3-5555 for questions.
Make time early the day the employee starts work to allow them to complete their UNI Works onboarding tasks if they are not already complete. Assist them in logging into UNI Works and navigating to their inbox. To determine what they have completed, managers can run the “Onboarding Status Summary” report by typing the report name in the status bar to see the new hire’s progress with their onboarding items. Federal regulations require that the employee section of Form I-9 is completed by the employee no later than their first day of employment. Then they must present documentation in person to verify their identity and eligibility to work in the United States, no later than their third day of employment, to the Human Resource Services office located at 027 Gilchrist between 8:00 a.m. and 4:30 p.m. Monday through Friday. Federal regulations do not allow copies to be accepted. If the new employee will be fully remote and unable to present their documents by their third day, contact a HRS Employment team member at (319)273-2422 or hrs-employment@uni.edu.
Prepare a workspace and provide the necessary office supplies.
Inform the staff of the new employee’s arrival date and encourage them to provide a warm welcome.
Contact the employee prior to their first day of work to confirm start date and time, location, parking, dress code and answer any questions.
Make arrangements for the new employee to have lunch with their supervisor and/or coworkers on the first day. University funds cannot be used to cover this expense.
Order business cards (or have proof copy ready) and a name badge, if appropriate. For more information, please visit the Office of University Relations.
Request necessary desk and/or office keys (including any necessary electronic access) from Facilities Management. For more information, please visit the Building Access Procedures and Guidelines web page. Please note than a UNI ID card must be issued before electronic access can be added to it.
Prepare a first day and first week orientation agenda.

First day of employment:

The following activities will help ensure that the new employee feels welcomed and comfortable on the first day on the job.

Give the employee a tour of the office or work area and make staff introductions. Inquire if the employee is interested in a campus tour if they are new to campus.
Direct or accompany the employee to the Housing & Dining office (Redeker 010) to obtain their UNI ID card. A UNI ID card must be obtained before electronic access to a building will be granted. To expedite requested electronic building access, once the UNI ID card has been obtained call 3-4400 and notify them that the new employee has obtained their card and needs electronic access added.
Direct or accompany the employee to Public Safety to obtain their parking permit. Explain the available parking lots near your location.
Provide department orientation agenda you developed to employee.
Direct or accompany the new employee to the Facilities Management Office to pick up keys. Review procedures for entering or locking the work area, if appropriate.
Show employee location of restrooms, equipment (fax, copier), break areas/vending, emergency shelters/evacuation plans.
Review employee’s position description, obtain signatures, and provide a copy to the employee.
Confirm the date, time, and location of the employee’s orientation session.
Provide computer and equipment overview, introduction to departmental software applications, an overview of 3-5555 service as well as other computer support topics.
To request access to various systems, administrative functions, and other applications, use the Security Request System (SRS). For example, many employees will need VPN access, which can be requested through the SRS. Visit Starting an SRS role request web page to learn more.
Discuss safety policies, procedures and contacts.
Explain incoming and outgoing mail procedures, campus mail codes and not sending personal mail through the UNI mail.
Explain phone and voice mail features, online campus directory, and on- and off-campus calls.

During the first week:

One of the long lasting impressions employees have of their department and the University is how they are treated during their first several weeks on the job. Following are a few more items to help acclimate the new employee to your department.

Provide or arrange for a campus tour by completing the special tours form.
Ensure the employee understands the relationship between their position, the department and the institution. Review the university and department’s mission statement.
Confirm payroll dates, pay distribution procedures (including direct deposit), time and absence reporting, call-in procedures for unscheduled absences, overtime policies (for non-exempt employees) on the Office of Business Operations Payroll supporting website.
Review the departmental policies & procedures and the departmental organizational chart.
Ensure the employee completes various required and suggested online training courses such as Title IX, Free Speech, Data Security and FERPA Basics.
Review information regarding student employees and support staff. Have the employee log into MyUniverse and review the different tabs on how to customize their portal.
Encourage the employee to add their contact information to the UNI Alert system and their emergency contact information to the Emergency Contact section of e-Business Suite. The UNI Alert system notifies the campus community of emergencies and threats to physical safety in emergency situations such as tornadoes, acts of violence, canceled classes, university closure, etc. To add contact information, the employee needs to log in to MyUniverse and click on "Manage My UNI Alert Contacts" in the Emergency Preparedness section.

During the first month and beyond:

Department orientation does not end after the first week of employment; it’s an ongoing process that can last from three months up to a year. To achieve success, departments must use strategies that focus on long term assimilation of an employee.

Meet regularly with the employee to answer questions and ensure the employee is becoming acclimated to the department, position, responsibilities, and projects.
Meet with employee after the HRS new hire orientation to be sure all questions have been answered and cover any concerns.
Encourage employee to attend Violent Incident Defense Strategies (VIDS) training offered by the Department of Public Safety. VIDS is a specific training that provides strategies or "tools" to help in the event an employee is confronted with an armed violent encounter. Instructors will teach strategies introduced from the A.L.I.C.E program to empower employees by creating options; including escape routes, countering techniques and additional plans to increase chances of survival in the event of an active shooter.
Access LinkedIn Learning for additional online learning and development resources that may be beneficial for the new employee.
Schedule times for regular performance feedback and career development discussions.
Schedule annual written performance appraisals. See General Information section for more information.
Encourage employee feedback.

General Information for Supervisors of New Employees:

• Professional and Scientific staff provide advisory and consultant services, direct a wide range of activities within functional departments and render general assistance with planning, scheduling, and coordination of programs offered by the University. Refer to the P&S Policies and Procedures for additional information regarding Professional & Scientific staff.
• For P&S employees with less than 12 month appointments, refer to the P&S Service Schedule for additional information related to work schedule, vacation and compensation. After the employee starts, develop a calendar of work days that coincides with the scheduled number of work days for their specific appointment length.
• The American Federation of State, County and Municipal Employees (AFSCME) represents Merit employees in the Blue Collar, Clerical, Public Safety, Security and Technical work groups.
• The Regents Merit System Rules apply to all Merit employees. Additionally, AFSCME covered employees have a collective bargaining agreement that can be found in the Guides & Contracts section.
• All hourly employees must be paid for all hours worked; allowing an hourly paid employee to work off the clock is strictly prohibited. Hourly employees earn overtime or compensatory time for hours worked in excess of forty (40) hours per work period. Salaried employees are not eligible for overtime or compensatory time. For more information, refer to university policy 4.15 FLSA, Overtime & Compensatory Time.
• Hourly employees complete weekly electronic timecards to record all hours worked, including overtime and comp time. Salaried P&S employees do not record time worked, but instead submit an absence request to record time away from work such as sick, vacation, unpaid time off, jury duty, holidays, etc. For more information, access the UNI Time Reporting web page.
• New Hire Orientation sessions are provided to assist and welcome Merit and P&S staff to the university. The first half day orientation session is scheduled each month on the 2nd Wednesday and provides the opportunity for staff to learn about the university, its history and mission, and UNI’s policies and procedures. The second half day orientation session is scheduled 1-2 times a month and provides information regarding the employee benefits. In addition to the monthly session, new hires will be invited to attend the Thrive at UNI: First Year Staff Lunch and Learn that are scheduled three times a year. Support staff in attending both of these orientation sessions.
• New, non-temporary P&S staff will complete a Two-Week Performance Review Discussion, Three-Month Performance Review, and Six-Month Performance Review. Annual reviews are then generally due each May. If a P&S staff member has received a two-week performance review, a three-month performance review, and/or a six-month performance review in the same calendar year as the annual P&S performance evaluation period in May, supervisors do not need to complete an annual performance review until the following evaluation period. Merit staff, during their six month probationary period, will receive a two week discussion followed by a three month and six month performance appraisal. Following the six month appraisal, performance appraisals are completed annually, twelve months from the previous performance appraisal. There is annual training offered, along with several documents to assist supervisors in this process. The performance appraisal is a dedicated opportunity to comment on an employee’s performance; however, it should be a continual process. Managing an employee’s performance is a critical supervisory responsibility. Refer to the Performance Appraisal web page for additional information and resources.
• Recognition of employees' years of service and accomplishments are part of the University of Northern Iowa’s history and culture. There are multiple programs available that serve as opportunities to recognize accomplishments. Although there are annual division recognition events, it is important to recognize for accomplishments throughout the year. Refer to the Employee Recognition web page for additional resources and informal ways to recognize employees.
• The Staff Tuition Reimbursement Program encourages continual learning and educational development by providing tuition assistance to eligible Merit and Professional & Scientific staff for coursework taken from an accredited post-secondary Iowa Regents Institution. Subject to funding availability, the program is open to Merit and Professional & Scientific staff holding a non-temporary position appointment of at least 20 hours per week and having at least one year of continuous non-temporary University service. Refer to the Staff Tuition Reimbursement Policy to learn more.
• Collect a signed resignation or retirement letter from the exiting staff member that includes the date of the last day of work. The effective date should be the employee’s actual last day of work. Pursuant to the Terminations and Terminal Vacation Pay policy, any unused vacation or personal holiday accruals will be paid out, but cannot be used to extend the employee’s termination effective date. For athletic staff with a Contract appointment, refer to policy above. The employee will be provided the link to the Checklist for Employees Leaving UNI and encouraged to schedule an exit interview. The supervisor will be provided the link to the Supervisor’s Checklist for Employees Leaving UNI.

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