Flexographic Printing Machinist Onboarding Checklist

Flexographic Printing Machinist Onboarding Process

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

Flexographic Printing Machinist Onboarding Checklist

1. Orientation: The HR department conducts an orientation session to introduce the new Flexographic Printing Machinist to the company’s policies, procedures, and safety guidelines. This task ensures that the employee understands the company’s expectations and can navigate the workplace effectively.

2. Job Training: A senior Flexographic Printing Machinist or a designated trainer provides comprehensive training on operating the specific flexographic printing machinery used in the company. This task includes hands-on training, safety protocols, troubleshooting techniques, and understanding the printing process.

3. Equipment Familiarization: The maintenance team or a designated technician familiarizes the new employee with the various components of the flexographic printing machine, including the printing plates, inking system, drying system, and other auxiliary equipment. This task ensures that the employee understands the machine’s functionality and can perform routine maintenance tasks.

4. Material Handling: The warehouse or logistics team provides training on proper material handling techniques, including receiving, storing, and retrieving printing materials such as ink, substrates, and printing plates. This task ensures that the employee can efficiently manage the inventory and prevent any damage or wastage.

5. Quality Control Procedures: The quality control department or a designated quality control specialist trains the new employee on the company’s quality control procedures, including inspecting printed materials for defects, measuring color accuracy, and ensuring adherence to customer specifications. This task ensures that the employee can maintain high-quality standards throughout the printing process.

6. Safety Training: The safety officer or a designated safety trainer conducts safety training sessions to educate the new employee about potential hazards in the manufacturing environment and the necessary precautions to prevent accidents. This task includes training on the proper use of personal protective equipment, emergency procedures, and safe handling of chemicals.

7. Standard Operating Procedures (SOPs): The production manager or a designated supervisor provides the new employee with a comprehensive understanding of the company’s standard operating procedures. This task includes explaining the step-by-step processes involved in setting up the printing machine, adjusting print settings, troubleshooting common issues, and performing routine maintenance tasks.

8. Team Introduction: The supervisor or team leader introduces the new Flexographic Printing Machinist to the rest of the team, fostering a sense of camaraderie and collaboration. This task helps the employee feel welcomed and encourages effective communication and teamwork.

9. Shift Scheduling: The production manager or HR department provides the new employee with their shift schedule, ensuring they are aware of their working hours, breaks, and any shift rotation policies. This task helps the employee plan their personal life accordingly and ensures smooth operations within the manufacturing facility.

10. Continuous Improvement Programs: The production manager or a designated continuous improvement specialist informs the new employee about any ongoing programs or initiatives aimed at improving efficiency, reducing waste, or enhancing quality. This task encourages the employee to actively participate in process improvement activities and contribute to the company’s overall success.

11. Performance Evaluation: The HR department or the employee’s supervisor explains the company’s performance evaluation process, including the criteria used, frequency of evaluations, and any associated rewards or recognition programs. This task helps the employee understand how their performance will be assessed and provides clarity on career advancement opportunities within the company.

12. Mentorship Program: The HR department or a designated mentor assigns an experienced Flexographic Printing Machinist as a mentor to the new employee. This task allows the employee to have a trusted resource for guidance, support, and knowledge sharing, facilitating their integration into the company and accelerating their learning curve.

13. Ongoing Training and Development: The HR department or the production manager ensures that the new employee has access to ongoing training and development opportunities, such as workshops, seminars, or online courses related to flexographic printing technology, industry trends, or personal skill enhancement. This task promotes continuous learning and professional growth within the occupation.

14. Cross-Training Opportunities: The production manager or HR department identifies cross-training opportunities for the new employee, allowing them to gain exposure to different aspects of the manufacturing process, such as prepress operations, plate making, or post-printing finishing. This task broadens the employee’s skill set and increases their versatility within the company.

15. Performance Feedback: The employee’s supervisor or team leader provides regular feedback on the employee’s performance, highlighting areas of improvement and acknowledging their achievements. This task fosters a culture of continuous improvement and ensures that the employee remains aligned with the company’s goals and expectations.

16. Employee Benefits and Policies: The HR department explains the company’s employee benefits package, including healthcare, retirement plans, vacation policies, and any other relevant policies or perks. This task ensures that the employee is aware of the benefits they are entitled to and can make informed decisions regarding their employment.

17. Company Culture and Values: The HR department or a designated representative familiarizes the new employee with the company’s culture, values, and mission. This task helps the employee understand the company’s vision and fosters a sense of belonging and alignment with the organization’s goals.

18. Communication Channels: The HR department or the employee’s supervisor explains the various communication channels within the company, such as email, intranet, or team collaboration tools. This task ensures that the employee can effectively communicate with colleagues, supervisors, and other departments, promoting efficient workflow and information sharing.

19. Performance Expectations: The employee’s supervisor or team leader sets clear performance expectations, outlining key performance indicators, productivity targets, and quality standards. This task ensures that the employee understands what is expected of them and can work towards meeting or exceeding those expectations.

20. Company Policies and Procedures: The HR department provides the new employee with a comprehensive overview of the company’s policies and procedures, including those related to attendance, leave, code of conduct, and disciplinary actions. This task ensures that the employee is aware of their rights and responsibilities within the company and can adhere to the established guidelines

Setting Up Your Employee Onboarding Process

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