Kinesiology Professor Onboarding Checklist

Kinesiology Professor Onboarding Process

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

Kinesiology Professor Onboarding Checklist

1. Orientation: The new Kinesiology Professor attends an orientation session organized by the Human Resources department. This session provides an overview of the company’s policies, procedures, and culture. It is typically conducted by HR personnel or a designated orientation coordinator.

2. Introduction to Department: The new professor is introduced to the Kinesiology department head or chairperson, who provides an overview of the department’s goals, expectations, and organizational structure. This task is performed by the department head or chairperson.

3. Campus Tour: A campus tour is arranged for the new professor to familiarize them with the various facilities, classrooms, laboratories, and other relevant areas. This task is typically performed by a designated campus tour guide or a member of the HR department.

4. Introduction to Colleagues: The new professor is introduced to their colleagues within the Kinesiology department. This may involve a formal introduction during a department meeting or informal introductions during breaks or social events. Colleagues within the department perform this task.

5. Review of Curriculum: The new professor meets with a senior faculty member or the department head to review the curriculum for the courses they will be teaching. This includes discussing course objectives, content, and any specific requirements. The senior faculty member or department head performs this task.

6. Classroom Setup: The new professor is provided with a designated classroom or laboratory space and is assisted in setting up the necessary equipment, technology, and teaching materials. This task is typically performed by the department’s administrative staff or a designated IT support person.

7. Introduction to Support Staff: The new professor is introduced to the administrative support staff who will assist them with various tasks such as scheduling, grading, and other administrative duties. This task is performed by the department’s administrative staff.

8. Access to Systems and Resources: The new professor is provided with access to the university’s online systems, such as the learning management system, email, and other relevant platforms. They are also given information about library resources, research databases, and other academic resources. This task is typically performed by the IT department or a designated system administrator.

9. Faculty Handbook Review: The new professor is given a copy of the faculty handbook and is encouraged to review it thoroughly. The handbook contains important information about university policies, procedures, and guidelines specific to faculty members. This task is performed by the HR department or the department head.

10. Mentoring Program: The new professor is assigned a mentor, typically a senior faculty member, who will provide guidance, support, and advice during their initial period at the university. The mentor helps the new professor navigate the department, understand university culture, and provides assistance with any questions or concerns. This task is coordinated by the department head or a designated mentoring coordinator.

11. Teaching Observation: The new professor is observed while teaching a class by a senior faculty member or the department head. This observation provides feedback and constructive criticism to help the new professor improve their teaching skills. The observation is typically conducted by a designated faculty member or a teaching and learning center staff member.

12. Faculty Development Programs: The new professor is informed about faculty development programs and workshops offered by the university. These programs aim to enhance teaching skills, research capabilities, and professional development. The new professor is encouraged to participate in these programs to further their growth and success. The information about these programs is typically provided by the department head or a designated faculty development coordinator.

13. Research Support: The new professor is introduced to the university’s research support services, including grant opportunities, research facilities, and collaborations. They are provided with information on how to access funding, navigate the research approval process, and utilize available resources. This task is performed by the department’s research support staff or a designated research coordinator.

14. Student Advising: The new professor is trained on the university’s student advising process and expectations. They are provided with information on how to assist students with course selection, academic planning, and career guidance. This task is typically performed by the department head or a designated academic advisor.

15. Faculty Meetings: The new professor is invited to attend regular faculty meetings where departmental updates, policies, and other relevant information are discussed. These meetings provide an opportunity for the new professor to engage with colleagues, contribute to departmental decisions, and stay informed about university matters. The department head or a designated meeting coordinator organizes these meetings.

16. Professional Development Plan: The new professor collaborates with their department head or mentor to create a personalized professional development plan. This plan outlines the professor’s goals, areas for improvement, and strategies for ongoing growth and advancement. The department head or mentor assists in creating and reviewing this plan.

17. Introduction to Institutional Committees: The new professor is introduced to various institutional committees, such as curriculum development committees, faculty senate, or accreditation committees. This introduction helps the professor understand the university’s governance structure and provides opportunities for involvement in decision-making processes. The department head or a designated committee coordinator performs this task.

18. Evaluation and Feedback: The new professor receives regular evaluations and feedback from students, colleagues, and supervisors. These evaluations help identify areas of strength and areas for improvement, ensuring continuous professional growth. The evaluation process is typically coordinated by the department head or a designated evaluation coordinator.

19. Community Engagement: The new professor is encouraged to engage with the local community through outreach programs, partnerships, or collaborations. This involvement helps foster positive relationships, enhances the professor’s professional reputation, and contributes to the university’s community engagement initiatives. The department head or a designated community engagement coordinator provides information and support in this regard.

20. Ongoing Support: The new professor receives ongoing support from the department head, mentor, and colleagues throughout their tenure at the university. This support includes regular check-ins, opportunities for professional development, and assistance with any challenges or concerns that may arise. The department head, mentor, and colleagues collectively provide this ongoing support

Setting Up Your Employee Onboarding Process

From reading through the items in the example Kinesiology Professor checklist above, you’ll now have an idea of how you can apply best practices to getting your new Kinesiology Professor 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.