Prop And Scenery Maker Onboarding Checklist

Prop And Scenery Maker Onboarding Process

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

Prop And Scenery Maker Onboarding Checklist

1. Introduction to the company: The new prop and scenery maker should be given 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 company representative.

2. Familiarization with the workshop: The new hire should be given a tour of the workshop, including an overview of the tools, equipment, and materials used in prop and scenery making. This task is usually performed by a senior prop and scenery maker or a workshop supervisor.

3. Safety training: Safety is paramount in prop and scenery making, so the new hire should receive thorough safety training. This includes instruction on how to properly handle tools, use protective equipment, and follow safety protocols. Safety training is typically conducted by a designated safety officer or a senior prop and scenery maker.

4. Introduction to colleagues: The new prop and scenery maker should be introduced to their colleagues, including other prop and scenery makers, designers, and production staff. This helps foster a sense of belonging and encourages collaboration. Colleague introductions can be facilitated by the HR department or a supervisor.

5. Review of company policies and procedures: The new hire should be provided with a comprehensive review of company policies and procedures, including those related to attendance, timekeeping, leave, and workplace conduct. This task is typically performed by the HR department or a designated company representative.

6. Training on specific techniques: Depending on the company’s specific prop and scenery making techniques, the new hire may need training on specialized skills such as carpentry, painting, sculpting, or welding. This training is usually conducted by experienced prop and scenery makers or designated trainers.

7. Familiarization with project management systems: Many prop and scenery making companies use project management systems to track progress, assign tasks, and communicate with team members. The new hire should receive training on how to use these systems effectively. This training can be provided by the IT department or a designated project manager.

8. Introduction to design software: If the company utilizes design software for creating prop and scenery concepts, the new hire should receive training on how to use these tools. This may include software such as AutoCAD, SketchUp, or Adobe Creative Suite. Training on design software is typically conducted by experienced prop and scenery makers or designated trainers.

9. Shadowing experienced prop and scenery makers: To gain practical experience and learn company-specific techniques, the new hire should have the opportunity to shadow experienced prop and scenery makers. This allows them to observe and learn from seasoned professionals. Shadowing can be arranged by a supervisor or mentor.

10. Review of past projects: The new hire should be given the opportunity to review past prop and scenery projects completed by the company. This helps them understand the company’s style, quality standards, and previous successes. Reviewing past projects can be facilitated by a supervisor or senior prop and scenery maker.

11. Introduction to company resources: The new hire should be made aware of the various resources available within the company, such as reference books, online databases, and supplier contacts. This ensures they have access to the necessary information and materials for their work. Introduction to company resources can be done by a supervisor or designated resource coordinator.

12. Ongoing performance feedback: To ensure continuous improvement, the new prop and scenery maker should receive regular performance feedback. This can be in the form of one-on-one meetings with a supervisor or periodic performance evaluations conducted by the HR department.

13. Integration into team projects: As the new hire becomes more comfortable and proficient, they should be gradually integrated into team projects. This allows them to contribute to the company’s work and collaborate with colleagues. Integration into team projects is typically facilitated by a supervisor or project manager.

14. Continued professional development: To stay up-to-date with industry trends and enhance their skills, the new prop and scenery maker should be encouraged to participate in workshops, conferences, or training programs. The company may provide financial support or guidance in identifying relevant professional development opportunities.

15. Celebration of milestones: As the new prop and scenery maker reaches significant milestones, such as completing their first project or achieving a specific skill level, the company should celebrate their achievements. This recognition helps boost morale and reinforces their sense of accomplishment. Milestone celebrations can be organized by the HR department or a supervisor

Setting Up Your Employee Onboarding Process

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