Structural Engineering Technologist Onboarding Checklist

Structural Engineering Technologist Onboarding Process

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

Structural Engineering Technologist Onboarding Checklist

1. Introduction to company policies and procedures: The new structural engineering technologist should be provided with a comprehensive overview of the company’s policies and procedures. This includes information on safety protocols, quality control measures, project management processes, and any other relevant guidelines. Typically, the human resources department or a designated supervisor would be responsible for conducting this task.

2. Familiarization with company culture and values: It is crucial for the new employee to understand the company’s culture and values to align their work accordingly. This task involves introducing the structural engineering technologist to the company’s mission, vision, and core values. It may be performed by the human resources department, a senior manager, or a designated mentor.

3. Introduction to the organizational structure: The new hire should be provided with an overview of the company’s organizational structure, including the different departments, teams, and reporting lines. This task helps the structural engineering technologist understand how their role fits into the larger organizational framework. Typically, a supervisor or a senior team member would be responsible for explaining the organizational structure.

4. Orientation to the engineering team: The new employee should be introduced to their immediate engineering team, including their colleagues and supervisors. This task allows the structural engineering technologist to establish relationships, understand team dynamics, and learn about their specific roles and responsibilities within the team. The team lead or supervisor would typically perform this task.

5. Review of ongoing projects: The new hire should be provided with an overview of the ongoing projects within the company. This includes understanding the scope, objectives, and timelines of each project. It helps the structural engineering technologist gain insights into the company’s current workload and priorities. The project manager or a senior engineer would typically be responsible for conducting this task.

6. Training on software and tools: As a structural engineering technologist, it is essential to be proficient in various software and tools used in the industry. The new employee should receive training on the specific software and tools utilized by the company, such as AutoCAD, Revit, or structural analysis software. This training may be conducted by an in-house expert, a designated trainer, or through external training resources.

7. Familiarization with company templates and standards: Each company may have its own set of templates, standards, and guidelines for engineering drawings, reports, and calculations. The new hire should be provided with these templates and standards and be trained on how to use them effectively. This task ensures consistency and adherence to company-specific requirements. Typically, a senior engineer or a designated mentor would perform this task.

8. Introduction to project documentation and filing systems: The structural engineering technologist should be familiarized with the company’s project documentation and filing systems. This includes understanding how to organize and store project-related documents, drawings, and correspondence. The responsible party for this task could be the project manager, a senior engineer, or the company’s document control personnel.

9. Review of relevant codes and regulations: The new employee should be provided with an overview of the relevant building codes, regulations, and industry standards that apply to their work. This task ensures compliance with legal requirements and helps the structural engineering technologist understand the parameters within which they must operate. Typically, a senior engineer or a designated mentor would perform this task.

10. Introduction to health and safety protocols: Safety is of utmost importance in the engineering industry. The new hire should receive comprehensive training on the company’s health and safety protocols, including emergency procedures, hazard identification, and risk mitigation strategies. This task is typically performed by the company’s health and safety officer or a designated safety trainer.

11. Introduction to quality control processes: The structural engineering technologist should be familiarized with the company’s quality control processes and procedures. This includes understanding how quality is monitored, assessed, and maintained throughout the project lifecycle. The responsible party for this task could be the quality control manager, a senior engineer, or a designated mentor.

12. Introduction to client communication and relationship management: Building strong client relationships is crucial in the engineering industry. The new hire should be introduced to the company’s client communication protocols, including how to effectively communicate with clients, manage expectations, and address any concerns or issues. This task may be performed by a senior engineer, a project manager, or a designated mentor.

13. Introduction to professional development opportunities: To excel in their role, the structural engineering technologist should be aware of the professional development opportunities available within the company. This includes training programs, certifications, conferences, and workshops that can enhance their skills and knowledge. The human resources department or a designated mentor would typically be responsible for providing information on professional development opportunities.

14. Introduction to company resources and support systems: The new employee should be made aware of the various resources and support systems available within the company. This includes access to technical libraries, online databases, engineering standards, and any other tools or resources that can aid their work. The responsible party for this task could be the company’s librarian, a senior engineer, or the human resources department.

15. Performance expectations and goal setting: The structural engineering technologist should have a clear understanding of their performance expectations and how their work will be evaluated. This includes setting goals, discussing key performance indicators, and establishing a performance review schedule. Typically, the supervisor or the human resources department would be responsible for discussing performance expectations and goal setting with the new hire.

16. Introduction to company benefits and policies: The new employee should be provided with information on the company’s benefits package, including health insurance, retirement plans, vacation policies, and any other relevant policies. This task is typically performed by the human resources department, who can explain the details and answer any questions the structural engineering technologist may have.

17. Introduction to company social events and team-building activities: To foster a positive work environment and team cohesion, the new hire should be informed about any company social events or team-building activities. This includes activities such as team lunches, annual retreats, or volunteer opportunities. The human resources department or a designated social committee may organize and communicate these events.

18. Introduction to company communication channels: The structural engineering technologist should be familiarized with the company’s communication channels, including email systems, project management software, and any other platforms used for internal communication. This task ensures effective communication within the company. The responsible party for this task could be the IT department or a designated trainer.

19. Introduction to company ethics and professional conduct: The new hire should be provided with information on the company’s code of ethics and professional conduct. This includes understanding the expectations for professional behavior, confidentiality, and conflict of interest. Typically, the human resources department or a designated ethics officer would be responsible for discussing these topics with the structural engineering technologist.

20. Introduction to company sustainability initiatives: Many companies have sustainability initiatives in place to reduce their environmental impact. The new employee should be introduced to these initiatives and educated on how they can contribute to the company’s sustainability goals. This task may be performed by the sustainability officer, a senior engineer, or the human resources department.

By completing these onboarding tasks, the new structural engineering technologist will be equipped with the necessary knowledge, skills, and resources to start their journey with the new company confidently

Setting Up Your Employee Onboarding Process

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