Refuge Worker Onboarding Checklist

Refuge Worker Onboarding Process

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

Refuge Worker Onboarding Checklist

1. Orientation: The new refuge worker attends an orientation session to familiarize themselves with the organization’s mission, values, policies, and procedures. This task is typically performed by the human resources department or a designated orientation coordinator.

2. Introduction to the Team: The new refuge worker is introduced to their immediate team members, including supervisors, colleagues, and support staff. This task is usually facilitated by the team leader or supervisor.

3. Training on Refugee Issues: The new refuge worker undergoes comprehensive training on refugee issues, including understanding the refugee crisis, cultural sensitivity, trauma-informed care, and legal frameworks. This training is typically conducted by experienced refuge workers or trainers specialized in refugee matters.

4. Familiarization with Programs and Services: The new refuge worker is provided with detailed information about the organization’s programs and services, including the specific assistance provided to refugees. This task is usually performed by a program manager or a designated staff member responsible for program coordination.

5. Introduction to Case Management Systems: The new refuge worker is trained on the organization’s case management systems, including software, databases, and documentation procedures. This training is typically conducted by the IT department or a designated staff member responsible for managing the case management systems.

6. Shadowing Experienced Refuge Workers: The new refuge worker shadows experienced refuge workers to observe and learn how they interact with clients, conduct assessments, provide counseling, and offer support. This task is usually coordinated by the team leader or supervisor, who pairs the new worker with experienced colleagues.

7. Review of Policies and Procedures: The new refuge worker reviews the organization’s policies and procedures, including confidentiality, reporting protocols, safety measures, and ethical guidelines. This task is typically performed independently by the new worker, with support and clarification provided by the supervisor or HR department.

8. Introduction to Community Partners: The new refuge worker is introduced to key community partners, such as local government agencies, non-profit organizations, healthcare providers, and educational institutions. This task is usually facilitated by the team leader or a designated staff member responsible for community engagement.

9. Training on Crisis Intervention: The new refuge worker undergoes training on crisis intervention techniques, including de-escalation strategies, suicide prevention, and responding to emergencies. This training is typically conducted by experienced refuge workers or external trainers specialized in crisis intervention.

10. Review of Documentation Requirements: The new refuge worker familiarizes themselves with the documentation requirements for refugees, including identification documents, legal paperwork, and eligibility criteria for various services. This task is usually performed independently by the new worker, with support and guidance from the supervisor or a designated staff member responsible for documentation.

11. Introduction to Reporting and Evaluation: The new refuge worker learns about the organization’s reporting and evaluation processes, including data collection, outcome measurement, and reporting deadlines. This task is typically performed by the program manager or a designated staff member responsible for monitoring and evaluation.

12. Introduction to Self-Care Practices: The new refuge worker receives information and training on self-care practices to prevent burnout and compassion fatigue. This task is usually facilitated by the organization’s wellness or employee assistance program coordinator.

13. Review of Health and Safety Policies: The new refuge worker reviews the organization’s health and safety policies, including protocols for handling hazardous materials, emergency evacuation procedures, and workplace safety guidelines. This task is typically performed independently by the new worker, with support and clarification provided by the supervisor or HR department.

14. Introduction to Administrative Tasks: The new refuge worker is trained on administrative tasks, such as maintaining client records, scheduling appointments, and managing paperwork. This training is typically conducted by the administrative staff or a designated staff member responsible for administrative support.

15. Introduction to Professional Development Opportunities: The new refuge worker is informed about professional development opportunities, such as workshops, conferences, and training programs, to enhance their skills and knowledge in the field. This task is typically performed by the supervisor or a designated staff member responsible for professional development coordination.

16. Introduction to Supervision and Performance Evaluation: The new refuge worker learns about the organization’s supervision and performance evaluation processes, including regular check-ins, goal setting, and performance feedback. This task is typically performed by the supervisor or a designated staff member responsible for staff supervision.

17. Introduction to Ethical Considerations: The new refuge worker receives training on ethical considerations in social services, including maintaining boundaries, confidentiality, and avoiding conflicts of interest. This training is typically conducted by the organization’s ethics committee or a designated staff member responsible for ethical guidance.

18. Introduction to Funding and Grant Requirements: The new refuge worker is provided with information on the organization’s funding sources, grant requirements, and reporting obligations. This task is typically performed by the finance department or a designated staff member responsible for grant management.

19. Introduction to Advocacy and Policy Work: The new refuge worker learns about the organization’s advocacy and policy work, including engaging with policymakers, participating in advocacy campaigns, and staying updated on relevant legislation. This task is typically facilitated by the advocacy team or a designated staff member responsible for policy engagement.

20. Introduction to Cultural Competency: The new refuge worker undergoes training on cultural competency, including understanding diverse cultural backgrounds, religious practices, and communication styles. This training is typically conducted by experienced refuge workers or trainers specialized in cultural competency

Setting Up Your Employee Onboarding Process

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