Special Needs Onboarding Checklist

Special Needs Onboarding Process

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

Special Needs Onboarding Checklist

1. Introduction to the company: The HR department or a designated representative should provide a comprehensive introduction to the company, its mission, values, and organizational structure. This will help the new employee understand the overall context in which they will be working and foster a sense of belonging.

2. Familiarization with policies and procedures: The HR department should provide an overview of the company’s policies and procedures, including those related to special needs education. This will ensure that the new employee understands the guidelines they need to follow and the resources available to them.

3. Review of job description and expectations: The immediate supervisor or manager should review the new employee’s job description, clarifying their roles, responsibilities, and performance expectations. This will help the employee understand their specific duties and how they contribute to the overall goals of the organization.

4. Introduction to colleagues and key stakeholders: The HR department or the immediate supervisor should facilitate introductions to colleagues, including other special needs educators, administrators, and support staff. This will help the new employee build relationships and establish a network of support within the organization.

5. Training on special needs education techniques: The company’s special education department or a designated trainer should provide training on various special needs education techniques, such as differentiated instruction, behavior management strategies, and individualized education plans (IEPs). This will equip the new employee with the necessary skills to effectively support students with special needs.

6. Orientation to the school facilities: The facilities management team should provide a tour of the school facilities, including classrooms, therapy rooms, sensory rooms, and any other relevant spaces. This will help the new employee become familiar with the physical environment and locate essential resources.

7. Introduction to assistive technology and resources: The school’s technology department or a designated specialist should provide an overview of the assistive technology and resources available to support students with special needs. This may include communication devices, adaptive equipment, and software programs. The new employee should be trained on how to use these tools effectively.

8. Review of student profiles and IEPs: The special education department or the immediate supervisor should provide access to student profiles and individualized education plans (IEPs). The new employee should review these documents to gain an understanding of each student’s unique needs, goals, and accommodations.

9. Shadowing experienced special needs educators: The new employee should have the opportunity to shadow experienced special needs educators to observe their teaching techniques, classroom management strategies, and interactions with students. This will provide valuable insights and practical examples to enhance their own teaching practices.

10. Collaboration with other educators: The school’s collaborative team or special education department should facilitate opportunities for the new employee to collaborate with other educators, such as general education teachers, therapists, and counselors. This will promote a multidisciplinary approach to supporting students with special needs.

11. Introduction to support services: The new employee should be introduced to the various support services available within the school, such as speech therapists, occupational therapists, and psychologists. This will help them understand the resources they can leverage to provide comprehensive support to students.

12. Review of safety protocols: The school’s safety officer or designated personnel should review safety protocols specific to special needs education, including emergency evacuation procedures, crisis intervention strategies, and protocols for handling medical emergencies. This will ensure the new employee is prepared to respond appropriately in various situations.

13. Ongoing professional development opportunities: The HR department or the special education department should provide information on ongoing professional development opportunities, such as workshops, conferences, and webinars. This will encourage the new employee to continue learning and stay updated on best practices in special needs education.

14. Performance evaluation and feedback: The immediate supervisor or manager should establish a system for regular performance evaluations and feedback sessions. This will provide the new employee with constructive feedback, identify areas for improvement, and recognize their achievements.

15. Mentoring and support: The company should assign a mentor or a buddy to the new employee, preferably an experienced special needs educator. This mentor will provide guidance, support, and answer any questions the new employee may have during their initial period with the company

Setting Up Your Employee Onboarding Process

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