Scenic Designer Onboarding Checklist

Scenic Designer Onboarding Process

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

Scenic Designer Onboarding Checklist

1. Introduction to the company: The task involves providing a comprehensive overview of the company, its mission, values, and organizational structure. This task is typically performed by the HR department or a designated onboarding specialist.

2. Familiarization with the team: The scenic designer should be introduced to their immediate team members, including colleagues, supervisors, and any other relevant stakeholders. This task is usually coordinated by the supervisor or team lead.

3. Review of company policies and procedures: The scenic designer should be provided with a detailed explanation of the company’s policies and procedures, including those related to safety, communication, and project management. The HR department or a designated representative typically handles this task.

4. Workspace setup: The scenic designer should be assigned a suitable workspace, equipped with the necessary tools, software, and resources required for their role. This task is typically coordinated by the facilities or IT department.

5. Introduction to ongoing projects: The scenic designer should be briefed on the current projects they will be working on, including their scope, deadlines, and any specific requirements. This task is usually performed by the project manager or supervisor.

6. Review of past projects: The scenic designer should be provided with an overview of the company’s previous projects, including their successes, challenges, and lessons learned. This task can be performed by the supervisor or a senior team member.

7. Training on company-specific software and tools: If the company utilizes specific software or tools for scenic design, the scenic designer should receive training on how to effectively use them. This task is typically performed by the IT department or a designated trainer.

8. Introduction to relevant departments: The scenic designer should be introduced to other departments that they may need to collaborate with, such as the production team, lighting department, or costume department. This task can be coordinated by the supervisor or a designated liaison.

9. Familiarization with company resources: The scenic designer should be provided with information on available resources, such as libraries, archives, or online databases, that can aid in their research and design process. This task can be performed by the supervisor or a designated resource coordinator.

10. Review of budgeting and financial processes: The scenic designer should be familiarized with the company’s budgeting and financial processes, including how to request funds, track expenses, and adhere to budgetary constraints. This task is typically handled by the finance department or a designated financial advisor.

11. Introduction to safety protocols: The scenic designer should receive training on the company’s safety protocols, including proper handling of equipment, emergency procedures, and any specific safety measures related to their role. This task is usually performed by the HR department or a designated safety officer.

12. Networking opportunities: The scenic designer should be provided with opportunities to network with colleagues, industry professionals, and potential collaborators. This can include attending industry events, joining professional organizations, or participating in company-sponsored networking activities. This task can be coordinated by the HR department or a designated networking coordinator.

13. Performance expectations and evaluation: The scenic designer should have a clear understanding of the company’s performance expectations, including key performance indicators, evaluation processes, and any performance improvement plans. This task is typically discussed by the supervisor or HR department.

14. Introduction to company culture: The scenic designer should be immersed in the company’s culture, including its values, traditions, and work environment. This can involve team-building activities, social events, or cultural orientation sessions. The HR department or a designated culture ambassador typically handles this task.

15. Ongoing support and mentorship: The scenic designer should be provided with ongoing support and mentorship to ensure their successful integration into the company. This can involve assigning a mentor, scheduling regular check-ins, or providing access to professional development opportunities. The supervisor or HR department typically handles this task

Setting Up Your Employee Onboarding Process

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