Create a World-Class Onboarding Experience

As a leader, you have many systems and programs to support your daily work. This resource guide provides an overview of clinical, financial, and general systems available at Wellstar.

Leader Resource Guide

Onboarding anyone to your team can be a lot – we get it! That’s why we’ve set up this landing page to ensure you have all the resources you need to start your new hire off right and position you both for success in those critical first 90 days. Review the video below, check out the tools and templates you see here, and reach out to the team with any questions. Thank you in advance for thoughtfully planning the start of our newest teammates’ journeys at Wellstar.

Hiring Leader 

The Hiring Leader owns the onboarding process to ensure the new team member has the time, support, and resources to be successful from day one. It is critical that the Hiring Leader schedules time with the new team member to provide guidance, feedback and check in on the new team member’s experience.

• New Hire’s Progress in Workday: You can follow your New Hires in Workday via the “Onboarding Status Summary”.  This shows your New Hire’s progression in the Preboarding process.
• Pre-Hire: Ensure required technology, resources, and system access are requested – Review Page 2 of the Onboarding Toolkit for a checklist. Complete Detailed Onboarding Schedule & share with New Hire. Review Onboarding Plan and Schedule with New Hire before their first day.
• Week 1: Review New Hire’s onboarding schedule and be familiar with when the New Hire will join your team onsite. Begin to introduce New Hire to team members, buddy, preceptor and other key contacts.
• Week 2: Schedule meetings with any key stakeholders and review expectations for success in the New Hire’s role.
• 30 Days: Support New Hire to accelerate their learning, help them develop key relationships and educate them on Wellstar’s culture and Mission, Vision and Values. Begin introducing Development Item(s) and talking through their aligned, tailored Performance Goals for the current Fiscal Year*.
• 60 Days: Ensure the New Hire has their aligned, tailored Performance Goals entered in Workday*. Continue to promote ways for New Hire to learn Wellstar’s culture, including building relationships across teams.
• 90 Days: Support the New Hire as they gain confidence and begin moving to full productivity. Continue to focus on the new hire’s development in their role and education about Wellstar as an organization.

*if hired before 4/1 of the present FY.

New Team Member 

The new team member’s first 90 days is focused on assimilation to the new role, team, and Wellstar. This includes learning about Wellstar’s culture and in preparation to be successful and productive. The onboarding process is all about creating an world-class experience: questions, feedback and ideas are welcome.

• Pre-Hire: Complete all required Preboarding steps.
• Week 1: Attend Team Member and Caregiver Virtual Orientation  and complete the online TMCO module (Day 1) and follow any additional Workday Learning assignments for the remainder of the week to be completed by their required due date.
• 30 Days: Focus on learning about the role, team and key stakeholders, as well as learn about Wellstar’s culture, systems and processes. Begin thinking through where you would like to develop.
• 60 Days: Work with your Hiring Leader to enter your aligned, tailored performance goals for the current Fiscal Year* in Workday and understand what success looks like in your role. Continue to learn about Wellstar’s culture and how the system operates.
• 90 Days: Confidence: Become fully productive in your new role.

*if hired before 4/1 of the present FY.

Onboarding Buddy

The Onboarding Buddy is assigned by the Hiring Leader to provide help and support as the new team member gets acquainted with the department and role. Select an individual that is seen as an informal leader and displays our values in all they do. This is a different person than the new team member’s Preceptor or Trainer. Key actions or activities may include: getting lunch or coffee with the new team member, introducing new team member to peers, sharing the ‘inside track’ on equipment, processes, benefits, etc.

As a Wellstar Leader, you play a crucial role in fostering the growth and development of your team members.

Our structured Performance and Development Cycle provides an overall framework for growth, with the expectation that Performance and Development discussions are a part of your recurring interactions.

Key Information

• Our performance cycle aligns with our Fiscal Year (July 1 – June 30).
• Have continuous discussion of progress toward team performance goals during weekly huddles.
• Encourage Team Members to create their Development Items, and enter them into Workday, to help guide their development efforts.
  • Your role is to help support your Team Members in their development.

Helpful Resources

Our eSource page has numerous resources to assist you during each portion of the performance & development cycle, including:

• A Know-Share-Do that sets expectations of what Leaders should Know, Share, and Do
• Instructions on navigating Workday
• Goal-Setting Guides
• Recorded Webinars highlighting key information for Goal Setting, Mid-Years, and Performance Reviews.
• Development Tools & Resources, including our page for additional Team Member Tools & Resources
• LinkedIn Learning – Development Courses/Webinars

The resources below can be leveraged for any new hire – use these to get to know your incoming teammate, plan for their arrival and prepare for development conversations at key milestones. Got questions? Let us know! We want to make sure you feel great about welcoming – and leading – your new teammates.

• Hiring Leader Onboarding Guide
• New Hire Onboarding Toolkit
• New Hire Information Form
• 30-60-90 Day Check Ins
• Onboarding Meet and Greet Template
• 2024 Orientation and Payroll Calendar
• Learning Development Catalogs
• Department and Unit Orientation Checklist for Leaders
• Department and Unit Orientation Checklist for Team Members
• Workday Managers – View My Team’s Learning Report (Tip Sheet)
• Know, Share, Do – Week 1 Required Learning in Workday

See below for templated onboarding and engagement plans to help you kick off your new Officer’s welcome journey. These are intended to be customized to best meet the needs of the new Officer and your team. Please reach out for specific guidance, best practices or additional support – we’re here to help!

• • Officers: Strategic Onboarding Template

Nurse preceptors – find your supporting materials below! You play a critical role in ensuring our frontline caregivers have the Wellstar expertise and clinical expertise they need to deliver world-class care and experiences from the moment they join our teams. The linked PDF has a ton of resources, definitions, process overviews and more to help guide your leadership of our newest nurses. Please reach out with any questions once you’ve reviewed – we’d love to connect you to whomever or whatever you need!

• Resource Guide for Preceptors, Educators and Nurse Leaders
• Onboarding Resource Training Guide

• Transfer Week 1 Schedule
• Onboarding Internal Transfers – FAQs