Working Start something skill
Onboard a new employee
Build a role-specific onboarding path from safe access and context to independently verified work.
Sequence access, relationships, knowledge, and real work. Completion means demonstrated capability and belonging, not attendance at orientation.
Procedure
- Confirm role, manager, start terms, location, schedule, accessibility needs, employment process, and authorized data.
- Define first-day safety and access, first-week relationships and context, and first-month outcomes.
- Inventory accounts, equipment, permissions, training, policies, systems, and named owners; grant least privilege just in time.
- Prepare a role map covering purpose, users, team, decisions, workflows, terminology, risks, and escalation.
- Assign a supported real task with clear evidence, review, and safe rollback.
- Schedule manager, buddy, stakeholder, feedback, and workload checkpoints without filling every hour.
- Track access failures, unclear documentation, training gaps, and conflicting expectations as system defects.
- Increase scope and authority only after observed readiness.
- Reconcile agreed outcomes, feedback, support needs, and next-stage goals with the employee.
Failure plan
- Do not require personal devices, accounts, identity disclosure, or out-of-hours work without authorization.
- Never expose production, customer, financial, or personnel data before need and training.
- If employment terms or accessibility commitments are unresolved, route them promptly rather than asking the employee to absorb the gap.
- Avoid using social participation as a proxy for performance or belonging.
--- name: onboard-a-new-employee category: start description: Build a role-specific onboarding path from safe access and context to independently verified work. Use when welcoming an employee into a new team or responsibility. --- # onboard-a-new-employee Sequence access, relationships, knowledge, and real work. Completion means demonstrated capability and belonging, not attendance at orientation. ## Procedure 1. Confirm role, manager, start terms, location, schedule, accessibility needs, employment process, and authorized data. 2. Define first-day safety and access, first-week relationships and context, and first-month outcomes. 3. Inventory accounts, equipment, permissions, training, policies, systems, and named owners; grant least privilege just in time. 4. Prepare a role map covering purpose, users, team, decisions, workflows, terminology, risks, and escalation. 5. Assign a supported real task with clear evidence, review, and safe rollback. 6. Schedule manager, buddy, stakeholder, feedback, and workload checkpoints without filling every hour. 7. Track access failures, unclear documentation, training gaps, and conflicting expectations as system defects. 8. Increase scope and authority only after observed readiness. 9. Reconcile agreed outcomes, feedback, support needs, and next-stage goals with the employee. ## Failure plan - Do not require personal devices, accounts, identity disclosure, or out-of-hours work without authorization. - Never expose production, customer, financial, or personnel data before need and training. - If employment terms or accessibility commitments are unresolved, route them promptly rather than asking the employee to absorb the gap. - Avoid using social participation as a proxy for performance or belonging. ## Done - Required access, equipment, training, relationships, and role context are verified - The employee completes a representative task with evidence and appropriate support - Remaining gaps, next outcomes, permissions, and owners are recorded