Justice Onboarding Checklist

Justice Onboarding Process

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

Justice Onboarding Checklist

1. Introduction to the company: The new employee 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 legal department: The new employee should receive an orientation specific to the legal department, including an overview of its functions, key personnel, and ongoing projects. This task is usually performed by the head of the legal department or a senior attorney.

3. Introduction to colleagues: The new employee should be introduced to their colleagues within the legal department and other relevant departments. This can be done through formal introductions or informal meet-and-greet sessions. The responsibility for this task lies with the HR department or the employee’s immediate supervisor.

4. Review of company policies and procedures: The new employee should be provided with a thorough review of the company’s policies and procedures, including those specific to the legal department. This task is typically performed by the HR department or the legal department’s compliance officer.

5. Familiarization with legal software and tools: The new employee should receive training on the legal software and tools used within the company, such as case management systems, research databases, and document management platforms. This training is usually conducted by the IT department or a designated software trainer.

6. Introduction to key clients and stakeholders: The new employee should be introduced to the company’s key clients and stakeholders, including external legal counsel, regulatory bodies, and industry associations. This task is typically performed by the head of the legal department or a senior attorney.

7. Review of ongoing cases and projects: The new employee should be provided with an overview of the ongoing cases and projects within the legal department, including their status, key issues, and deadlines. This task is usually performed by the employee’s immediate supervisor or a senior attorney.

8. Training on legal research and writing: The new employee should receive training on legal research techniques and effective legal writing skills. This training can be conducted by the legal department’s research team or senior attorneys.

9. Introduction to internal processes and workflows: The new employee should be familiarized with the internal processes and workflows specific to the legal department, such as document review procedures, contract management protocols, and litigation support systems. This task is typically performed by the employee’s immediate supervisor or a designated process specialist.

10. Compliance training: The new employee should undergo compliance training to ensure they understand and adhere to legal and ethical standards, including anti-corruption laws, data privacy regulations, and conflict of interest policies. This training is usually conducted by the legal department’s compliance officer or a designated compliance trainer.

11. Mentoring and shadowing opportunities: The new employee should be provided with mentoring and shadowing opportunities to learn from experienced attorneys within the company. This can involve pairing the new employee with a mentor or allowing them to observe and assist senior attorneys on their cases. The responsibility for this task lies with the HR department or the employee’s immediate supervisor.

12. Performance expectations and goal setting: The new employee should have a clear understanding of their performance expectations and be involved in setting their goals and objectives. This task is typically performed by the employee’s immediate supervisor or the head of the legal department.

13. Introduction to professional development opportunities: The new employee should be informed about the professional development opportunities available within the company, such as continuing legal education programs, industry conferences, and networking events. This task is usually performed by the HR department or the legal department’s professional development coordinator.

14. Provision of necessary resources and materials: The new employee should be provided with the necessary resources and materials to perform their job effectively, such as legal reference books, subscriptions to legal journals, and access to relevant online databases. This task is typically coordinated by the HR department in collaboration with the legal department.

15. Ongoing support and check-ins: The new employee should receive ongoing support and regular check-ins to ensure their smooth integration into the company and address any questions or concerns they may have. This task is usually performed by the employee’s immediate supervisor or a designated onboarding coordinator

Setting Up Your Employee Onboarding Process

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