Cultural Historian Onboarding Checklist

Cultural Historian Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Cultural Historian 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 Education onboarding experience or just need an onboarding checklist for your new Cultural Historian, you’re in the right place. We’ve put together a sample Cultural Historian onboarding checklist below and have created onboarding templates & resources to help.

Cultural Historian Onboarding Checklist

1. Introduction to the company: The new Cultural Historian should be provided with a comprehensive introduction to the company, including its mission, values, and organizational structure. This task is typically performed by the Human Resources department or a designated onboarding specialist.

2. Familiarization with company policies and procedures: The Cultural Historian should be given a thorough overview of the company’s policies and procedures, including those related to ethics, confidentiality, and data protection. This task is usually performed by the Human Resources department or a designated compliance officer.

3. Introduction to colleagues and key stakeholders: The new Cultural Historian should be introduced to their colleagues, supervisors, and key stakeholders within the company. This will help them establish relationships and understand the dynamics of the organization. The task of introducing the new hire is typically performed by the supervisor or a designated team member.

4. Access to necessary tools and resources: The Cultural Historian should be provided with the necessary tools and resources to perform their job effectively. This may include access to databases, research materials, software, and equipment. The IT department or a designated technology specialist typically handles this task.

5. Training on company-specific systems and processes: The new Cultural Historian should receive training on any company-specific systems and processes they will be using in their role. This may include training on content management systems, research methodologies, or archival practices. The training is usually conducted by a designated trainer or a senior team member.

6. Introduction to ongoing projects and research initiatives: The Cultural Historian should be briefed on any ongoing projects or research initiatives within the company that they may be involved in or contribute to. This task is typically performed by the supervisor or a designated project manager.

7. Review of relevant historical and cultural materials: The new Cultural Historian should be provided with relevant historical and cultural materials to familiarize themselves with the subject matter they will be working on. This may include books, articles, documentaries, or archival materials. The task of curating and providing these materials is typically performed by the supervisor or a designated librarian or researcher.

8. Mentoring and guidance: The Cultural Historian should be assigned a mentor or a senior team member who can provide guidance and support as they navigate their new role. The mentor can help answer questions, provide feedback, and offer insights based on their own experience. This task is typically coordinated by the supervisor or Human Resources department.

9. Introduction to the company’s code of conduct: The Cultural Historian should be familiarized with the company’s code of conduct, which outlines expected behavior, professional standards, and guidelines for interacting with colleagues, clients, and the public. This task is typically performed by the Human Resources department or a designated compliance officer.

10. Attendance at team meetings and cultural events: The new Cultural Historian should be encouraged to attend team meetings and cultural events within the company to foster a sense of belonging and to gain a deeper understanding of the company’s culture. This task is typically coordinated by the supervisor or a designated team member responsible for organizing such events.

11. Performance expectations and goal setting: The Cultural Historian should have a clear understanding of their performance expectations and be involved in setting goals for their role. This task is typically performed by the supervisor or a designated performance management specialist.

12. Ongoing professional development opportunities: The Cultural Historian should be made aware of any ongoing professional development opportunities, such as conferences, workshops, or training programs, that can enhance their skills and knowledge in the field. This task is typically communicated by the supervisor or Human Resources department.

13. Introduction to the company’s research and publication processes: If the company engages in research and publication activities, the Cultural Historian should be introduced to the processes and guidelines for conducting research, writing papers, and publishing work. This task is typically performed by the supervisor or a designated research coordinator.

14. Performance evaluation and feedback: The Cultural Historian should receive regular performance evaluations and feedback to assess their progress, identify areas for improvement, and recognize their achievements. This task is typically performed by the supervisor or a designated performance management specialist.

15. Integration into the company’s culture: The Cultural Historian should be encouraged to actively participate in the company’s culture, whether it be through attending social events, joining employee resource groups, or contributing to company-wide initiatives. This task is typically supported by the supervisor and the Human Resources department

Setting Up Your Employee Onboarding Process

From reading through the items in the example Cultural Historian checklist above, you’ll now have an idea of how you can apply best practices to getting your new Cultural Historian up to speed and working well in your Education 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.