Economic Analyst Onboarding Checklist

Economic Analyst Onboarding Process

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

Economic Analyst Onboarding Checklist

1. Introduction to the company: The new economic analyst should be provided with 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 finance industry: Since the economic analyst will be working in the finance industry, it is crucial to provide them with an orientation to the industry. This can include an overview of key financial concepts, industry trends, and regulatory frameworks. This task can be performed by a senior economic analyst or a finance department representative.

3. Familiarization with company policies and procedures: The economic analyst should be given a detailed overview of the company’s policies and procedures, including those related to data privacy, information security, and ethical guidelines. This task is typically performed by the HR department or a compliance officer.

4. Introduction to the team: The new economic analyst should be introduced to their immediate team members, including their supervisor and colleagues. This can be done through a formal introduction meeting or informal team-building activities. The supervisor or team lead usually performs this task.

5. Training on data analysis tools and software: As an economic analyst, proficiency in data analysis tools and software is essential. The new hire should receive training on the specific tools and software used by the company, such as Excel, statistical software, or data visualization tools. This training can be conducted by a senior economic analyst or the IT department.

6. Access to data sources and databases: The economic analyst should be granted access to relevant data sources and databases required for their analysis. This can include financial databases, economic indicators, or industry-specific data sources. The IT department or data management team typically handles this task.

7. Review of past reports and analyses: To familiarize the new hire with the company’s analytical approach, they should be provided with past reports and analyses conducted by the team. This will help them understand the company’s research methodologies and reporting standards. A senior economic analyst or the team lead can guide the new hire through this process.

8. Shadowing experienced analysts: To gain practical insights into the role, the new economic analyst should have the opportunity to shadow experienced analysts. This can involve observing their day-to-day tasks, attending client meetings, or participating in ongoing projects. Senior economic analysts or project leads can facilitate this task.

9. Introduction to key stakeholders: The economic analyst should be introduced to key stakeholders within the company, such as senior management, finance department heads, or other teams they will collaborate with regularly. This introduction can be facilitated by the supervisor or team lead.

10. Setting performance expectations: Clear performance expectations should be set for the new economic analyst, including goals, targets, and key performance indicators. This task is typically performed by the supervisor or team lead, in consultation with HR and senior management.

11. Ongoing professional development opportunities: To support the growth and development of the economic analyst, they should be informed about ongoing professional development opportunities, such as training programs, conferences, or industry certifications. The HR department or a designated learning and development team can handle this task.

12. Regular check-ins and feedback sessions: To ensure the new hire’s progress and address any concerns, regular check-ins and feedback sessions should be scheduled. This allows for open communication and provides an opportunity to address any challenges or provide additional support. The supervisor or team lead is responsible for conducting these sessions.

13. Integration into company culture: The economic analyst should be integrated into the company culture, which can involve participation in team-building activities, social events, or company-wide initiatives. This task can be facilitated by the HR department or a designated culture and engagement team.

14. Introduction to company resources and support services: The new hire should be made aware of the various resources and support services available within the company, such as IT support, HR services, or employee assistance programs. This information can be provided by the HR department or through an employee handbook.

15. Performance evaluation and career progression discussions: At regular intervals, performance evaluations should be conducted to assess the economic analyst’s progress and discuss career progression opportunities. This task is typically performed by the supervisor or team lead, in consultation with HR and senior management

Setting Up Your Employee Onboarding Process

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