Ruby On Rails Developer Onboarding Checklist

Ruby On Rails Developer Onboarding Process

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

Ruby On Rails Developer Onboarding Checklist

1. Introduction to the company: The new Ruby on Rails developer should be introduced to the company’s mission, values, and culture. This task is typically performed by the HR department or a designated company representative.

2. Orientation to the development team: The developer should be introduced to their immediate team members, including other developers, project managers, and team leads. This helps foster collaboration and establishes a sense of belonging within the team. The team lead or project manager usually performs this task.

3. Familiarization with the development environment: The developer should be provided with access to the necessary tools, software, and development environment required for Ruby on Rails development. This includes setting up their development machine, installing relevant software, and configuring development environments. The IT department or a designated technical lead typically assists with this task.

4. Review of existing codebase: The new developer should be given an overview of the existing codebase, including the project structure, coding conventions, and any relevant documentation. This helps them understand the project’s architecture and coding standards. A senior developer or team lead usually guides the new developer through this task.

5. Training on company-specific frameworks and libraries: If the company has developed its own frameworks or libraries on top of Ruby on Rails, the new developer should receive training on how to use them effectively. This training can be conducted by senior developers or the developers who created the frameworks.

6. Introduction to project management tools: The developer should be familiarized with the project management tools used by the company, such as Jira or Trello. This includes understanding how to create and track tasks, assign them to team members, and update their status. The project manager or a designated team member typically provides this training.

7. Code review process: The new developer should be introduced to the company’s code review process, including how to submit code for review, how to provide feedback on others’ code, and how to address feedback received. This helps maintain code quality and ensures adherence to coding standards. A senior developer or team lead usually guides the new developer through this process.

8. Collaboration tools and communication channels: The developer should be familiarized with the collaboration tools and communication channels used by the company, such as Slack or Microsoft Teams. This includes understanding how to join relevant channels, communicate with team members, and participate in discussions. The team lead or a designated team member typically provides this training.

9. Introduction to version control system: The new developer should be trained on how to use the company’s chosen version control system, such as Git, including how to clone repositories, create branches, commit changes, and merge code. A senior developer or team lead usually guides the new developer through this training.

10. Onboarding to specific projects: The developer should be onboarded to the specific projects they will be working on, including understanding the project requirements, goals, and timelines. This task is typically performed by the project manager or team lead, who provides an overview of the project and assigns tasks to the new developer.

11. Ongoing mentorship and support: The new developer should be assigned a mentor or a senior developer who can provide ongoing guidance, answer questions, and help them navigate the company’s development processes. This mentorship can be formal or informal, depending on the company’s structure.

12. Continuous learning and professional development: The developer should be encouraged to engage in continuous learning and professional development activities, such as attending conferences, participating in online courses, or joining relevant communities. The company can provide resources or allocate a budget for these activities, and the developer can discuss their learning goals with their mentor or team lead.

13. Performance evaluation and feedback: The developer should be informed about the company’s performance evaluation process, including how feedback is collected and how performance is assessed. This helps set expectations and provides a framework for ongoing feedback and improvement. The HR department or a designated manager typically handles performance evaluations.

14. Introduction to company policies and procedures: The new developer should be familiarized with the company’s policies and procedures, such as code of conduct, data security protocols, and intellectual property rights. This ensures compliance with company guidelines and protects sensitive information. The HR department or a designated representative typically provides this information.

15. Integration with other teams: Depending on the company’s structure, the new developer may need to integrate with other teams, such as QA or DevOps. This includes understanding their roles, responsibilities, and workflows to ensure smooth collaboration. The team lead or project manager can facilitate introductions and provide an overview of these teams.

16. Knowledge transfer and documentation: The new developer should be encouraged to document their learnings, code snippets, and any project-specific knowledge they acquire. This helps create a knowledge base for future reference and facilitates knowledge sharing within the team. The developer can collaborate with their mentor or team lead to identify the best documentation practices and tools.

17. Social integration and team-building activities: To foster a sense of camaraderie and team spirit, the new developer should be invited to participate in social integration and team-building activities. This can include team lunches, happy hours, or team outings. The HR department or a designated social committee typically organizes these activities.

18. Introduction to company benefits and perks: The new developer should be provided with information about the company’s benefits and perks, such as health insurance, retirement plans, vacation policies, and any additional perks offered. The HR department typically provides this information and assists with any necessary paperwork.

19. Introduction to company-wide initiatives: The new developer should be informed about any ongoing company-wide initiatives, such as diversity and inclusion programs, sustainability efforts, or community engagement activities. This helps the developer understand the company’s broader impact and values. The HR department or a designated representative typically provides this information.

20. Exit process: Although not directly related to onboarding, it is important to inform the new developer about the company’s exit process, including how to handle code handover, knowledge transfer, and any necessary documentation. This ensures a smooth transition if the developer decides to leave the company in the future. The HR department or a designated representative typically provides this information

Setting Up Your Employee Onboarding Process

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