Arts Onboarding Checklist

Arts Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Arts starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Creative onboarding experience or just need an onboarding checklist for your new Arts, you’re in the right place. We’ve put together a sample Arts onboarding checklist below and have created onboarding templates & resources to help.

Arts Onboarding Checklist

1. Introduction to the company: The new employee should be given a comprehensive introduction to the company, including its history, mission, values, and organizational structure. This task is typically performed by the HR department or a designated onboarding specialist.

2. Orientation to the workspace: The new employee should be provided with a tour of the workspace, including their designated area, common areas, and facilities such as restrooms, kitchen, and meeting rooms. This task is usually performed by a designated employee from the facilities or administration department.

3. Introduction to team members: The new employee should be introduced to their immediate team members and key stakeholders within the company. This can be done through formal introductions or informal meet-and-greet sessions. The team lead or manager typically performs this task.

4. Review of company policies and procedures: The new employee should be provided with an overview of the company’s policies and procedures, including those related to attendance, leave, code of conduct, and safety. This task is usually performed by the HR department or a designated onboarding specialist.

5. Training on company tools and software: The new employee should receive training on the tools and software used within the company, such as project management software, design tools, or communication platforms. This training can be conducted by the IT department or a designated employee from the relevant department.

6. Familiarization with company projects and clients: The new employee should be given an overview of the current projects the company is working on and the clients they serve. This can be done through presentations, project documentation, or shadowing experienced team members. The team lead or manager typically performs this task.

7. Review of creative processes and workflows: The new employee should be familiarized with the creative processes and workflows followed within the company. This includes understanding how ideas are generated, how projects are executed, and how feedback and revisions are incorporated. This task is typically performed by the team lead or manager.

8. Introduction to company culture and values: The new employee should be provided with an understanding of the company’s culture and values, including its approach to creativity, collaboration, and innovation. This can be done through presentations, workshops, or team-building activities. The HR department or a designated employee from the culture and engagement team typically performs this task.

9. Review of performance expectations and goals: The new employee should have a clear understanding of the performance expectations and goals set by the company. This includes discussing key performance indicators, targets, and evaluation processes. The team lead or manager typically performs this task.

10. Introduction to professional development opportunities: The new employee should be informed about the professional development opportunities available within the company, such as training programs, workshops, conferences, or mentorship programs. This task is usually performed by the HR department or a designated employee from the learning and development team.

11. Review of company benefits and perks: The new employee should be provided with information about the company’s benefits and perks, such as health insurance, retirement plans, vacation policies, and employee discounts. This task is typically performed by the HR department or a designated employee from the benefits administration team.

12. Introduction to company communication channels: The new employee should be familiarized with the various communication channels used within the company, such as email, instant messaging platforms, project management tools, or internal social networks. This can be done through training sessions or providing written guidelines. The IT department or a designated employee from the communication team typically performs this task.

13. Introduction to company branding and style guidelines: The new employee should be provided with an understanding of the company’s branding and style guidelines, including logo usage, color schemes, typography, and tone of voice. This task is typically performed by the marketing or creative department.

14. Review of company performance metrics and reporting: The new employee should be informed about the company’s performance metrics and reporting processes. This includes understanding how data is collected, analyzed, and reported to track the company’s progress. The team lead or manager typically performs this task.

15. Introduction to company social events and initiatives: The new employee should be informed about the company’s social events and initiatives, such as team-building activities, volunteer programs, or employee recognition events. This can be done through presentations or providing written materials. The HR department or a designated employee from the culture and engagement team typically performs this task.

16. Review of company policies on intellectual property and confidentiality: The new employee should be made aware of the company’s policies regarding intellectual property rights and confidentiality. This includes understanding the importance of protecting sensitive information and adhering to copyright laws. The HR department or a designated employee from the legal team typically performs this task.

17. Introduction to company performance management systems: The new employee should be familiarized with the company’s performance management systems, including how feedback is given, performance evaluations are conducted, and career progression is facilitated. The team lead or manager typically performs this task.

18. Review of company health and safety protocols: The new employee should be provided with information about the company’s health and safety protocols, including emergency procedures, evacuation plans, and any specific safety measures related to the creative industry. This task is usually performed by the HR department or a designated employee from the health and safety team.

19. Introduction to company sustainability initiatives: The new employee should be informed about the company’s sustainability initiatives, such as recycling programs, energy-saving measures, or eco-friendly practices. This can be done through presentations or providing written materials. The HR department or a designated employee from the sustainability team typically performs this task.

20. Review of company performance expectations and feedback mechanisms: The new employee should be given an understanding of the company’s performance expectations and the feedback mechanisms in place to provide constructive feedback and support their professional growth. The team lead or manager typically performs this task

Setting Up Your Employee Onboarding Process

From reading through the items in the example Arts checklist above, you’ll now have an idea of how you can apply best practices to getting your new Arts up to speed and working well in your Creative team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.