Security Door Installer Onboarding Checklist

Security Door Installer Onboarding Process

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

Security Door Installer Onboarding Checklist

1. Orientation: The new security door installer should attend a comprehensive orientation session to familiarize themselves with the company’s policies, procedures, and safety protocols. This task is typically performed by the HR department or a designated onboarding specialist.

2. Introduction to the Team: The new hire should be introduced to their immediate team members, including supervisors, colleagues, and any support staff they may interact with regularly. This task is usually performed by the supervisor or team lead.

3. Equipment and Tools Training: The security door installer should receive training on the specific equipment, tools, and machinery they will be using on the job. This training may be conducted by a senior installer or a designated trainer within the company.

4. Safety Training: Given the nature of the construction industry, safety is of utmost importance. The new hire should undergo comprehensive safety training, including instruction on proper handling of tools, personal protective equipment (PPE), and emergency procedures. This training is typically conducted by the company’s safety officer or a designated safety trainer.

5. Product Knowledge: The security door installer should receive training on the various types of security doors the company offers, including their features, installation techniques, and maintenance requirements. This training may be provided by a product specialist or a senior installer.

6. Site Visits: To familiarize the new hire with the company’s ongoing projects, they should be taken on site visits to observe and learn from experienced installers. This task is usually performed by a senior installer or a designated mentor.

7. Documentation and Paperwork: The new hire should complete all necessary paperwork, such as employment contracts, tax forms, and safety waivers. This task is typically handled by the HR department or an administrative staff member.

8. Licensing and Certification: If required by local regulations, the security door installer should obtain any necessary licenses or certifications. The company may assist in facilitating this process by providing guidance or covering associated costs.

9. Company Policies and Procedures: The new hire should be provided with a comprehensive overview of the company’s policies and procedures, including those related to timekeeping, leave requests, and reporting structures. This task is typically performed by the HR department or a designated onboarding specialist.

10. Job Shadowing: To gain practical experience and learn from experienced installers, the new hire should be given opportunities to shadow and assist on actual installations. This task is usually coordinated by the supervisor or team lead.

11. Communication Channels: The new hire should be informed about the various communication channels within the company, such as email, phone systems, and project management software. They should also be introduced to any relevant team communication platforms, such as Slack or Microsoft Teams. This task is typically performed by the IT department or a designated IT support staff.

12. Performance Expectations: The new hire should have a clear understanding of the company’s performance expectations, including productivity targets, quality standards, and customer service requirements. This task is usually discussed and communicated by the supervisor or team lead.

13. Ongoing Training and Development: The security door installer should be informed about any ongoing training and development opportunities provided by the company, such as workshops, seminars, or online courses. This task is typically communicated by the HR department or a designated training coordinator.

14. Introduction to Support Departments: The new hire should be introduced to support departments within the company, such as the procurement team, warehouse staff, or administrative personnel, who may play a role in their day-to-day work. This task is usually coordinated by the supervisor or team lead.

15. Performance Reviews: The new hire should be informed about the company’s performance review process, including the frequency, criteria, and who will be conducting the reviews. This task is typically communicated by the HR department or the supervisor.

16. Company Culture and Values: The new hire should be provided with an overview of the company’s culture, values, and mission statement to help them align with the organization’s ethos. This task is typically performed by the HR department or a designated culture ambassador.

17. Benefits and Perks: The new hire should receive information about the company’s benefits package, including health insurance, retirement plans, and any additional perks or employee assistance programs. This task is typically handled by the HR department or a designated benefits coordinator.

18. Feedback and Open Door Policy: The new hire should be made aware of the company’s feedback mechanisms and open-door policy, encouraging them to share ideas, concerns, or suggestions with their supervisors or higher management. This task is typically communicated by the HR department or the supervisor.

19. Introduction to Company Policies: The new hire should be provided with a copy of the company’s employee handbook or policy manual, which outlines important policies such as anti-harassment, code of conduct, and confidentiality. This task is typically performed by the HR department or a designated onboarding specialist.

20. Introduction to Company Resources: The new hire should be informed about the various resources available to them within the company, such as training materials, technical documentation, and employee assistance programs. This task is typically communicated by the HR department or a designated resource coordinator

Setting Up Your Employee Onboarding Process

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