Theme Park Manager Onboarding Checklist

Theme Park Manager Onboarding Process

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

Theme Park Manager Onboarding Checklist

1. Orientation: The new Theme Park Manager should undergo a comprehensive orientation program to familiarize themselves with the company’s mission, values, policies, and procedures. This task is typically performed by the Human Resources department, who will provide an overview of the organization and its culture.

2. Facility Tour: It is essential for the new manager to become acquainted with the theme park’s layout, attractions, and facilities. A guided tour led by a senior manager or operations team member will help the new manager understand the park’s infrastructure, key areas, and operational aspects.

3. Introduction to Team: The new manager should be introduced to their direct reports and other team members. This task is typically performed by the immediate supervisor or department head, who will facilitate introductions and provide an overview of each team member’s role and responsibilities.

4. Review of Standard Operating Procedures: The new manager should receive a detailed review of the theme park’s standard operating procedures (SOPs). This task is usually performed by the operations or training department, who will explain the park’s safety protocols, guest service standards, and operational guidelines.

5. Training on Theme Park Systems: The new manager should receive training on the various systems used within the theme park, such as ticketing, point-of-sale, scheduling, and inventory management systems. This task is typically performed by the IT or operations department, who will provide hands-on training and guidance on using these systems effectively.

6. Familiarization with Safety and Emergency Procedures: Given the nature of the hospitality industry, it is crucial for the new manager to be well-versed in safety and emergency procedures. The park’s safety officer or operations department will conduct training sessions to ensure the manager understands evacuation plans, first aid protocols, and emergency response procedures.

7. Review of Financial and Budgeting Processes: The new manager should receive an overview of the theme park’s financial and budgeting processes. This task is typically performed by the finance or accounting department, who will explain the budgeting cycle, financial reporting requirements, and expense control measures.

8. Understanding Guest Experience: The new manager should gain a deep understanding of the guest experience and the park’s customer service philosophy. This task is typically performed by the guest services or operations department, who will provide insights into guest expectations, complaint handling procedures, and strategies for enhancing the overall guest experience.

9. Review of Marketing and Promotional Strategies: The new manager should be briefed on the theme park’s marketing and promotional strategies. This task is typically performed by the marketing or sales department, who will explain the park’s target market, advertising campaigns, social media presence, and partnership initiatives.

10. Shadowing and Mentoring: The new manager should have the opportunity to shadow and learn from an experienced manager within the organization. This task is typically facilitated by the human resources department, who will pair the new manager with a mentor to provide guidance, support, and insights into the role.

11. Performance Expectations and Goal Setting: The new manager should have a clear understanding of their performance expectations and be involved in setting goals for their role. This task is typically performed by the immediate supervisor or department head, who will discuss performance metrics, key performance indicators, and establish goals aligned with the park’s objectives.

12. Ongoing Training and Development: The new manager should have access to ongoing training and development opportunities to enhance their skills and knowledge. This task is typically coordinated by the human resources department, who will provide information on available training programs, conferences, and workshops relevant to the theme park industry.

13. Introduction to Key Stakeholders: The new manager should be introduced to key stakeholders, such as vendors, suppliers, local authorities, and community partners. This task is typically performed by the operations or business development department, who will facilitate meetings and provide background information on each stakeholder.

14. Performance Reviews and Feedback: The new manager should participate in regular performance reviews and receive constructive feedback to support their professional growth. This task is typically performed by the immediate supervisor or department head, who will conduct performance evaluations and provide feedback on areas of improvement.

15. Team Building Activities: The new manager should participate in team building activities to foster camaraderie and collaboration within the department. This task is typically organized by the human resources department or team leaders, who will plan activities such as team lunches, off-site retreats, or team-building exercises to strengthen relationships among team members.

16. Continuous Improvement Initiatives: The new manager should be encouraged to contribute to continuous improvement initiatives within the theme park. This task is typically facilitated by the operations or quality assurance department, who will involve the manager in brainstorming sessions, process improvement projects, and innovation initiatives.

17. Networking Opportunities: The new manager should be provided with networking opportunities to connect with industry professionals and stay updated on industry trends. This task is typically coordinated by the human resources or marketing department, who will inform the manager about relevant industry events, conferences, and associations to join.

18. Performance Recognition and Rewards: The new manager should be recognized and rewarded for their achievements and contributions to the theme park’s success. This task is typically performed by the human resources department or senior management, who will implement recognition programs, performance-based incentives, and employee appreciation initiatives.

19. Cross-Departmental Collaboration: The new manager should be encouraged to collaborate with other departments within the theme park to foster a cohesive and integrated approach to operations. This task is typically facilitated by the operations or executive management team, who will encourage cross-departmental meetings, joint projects, and knowledge sharing sessions.

20. Review of Legal and Compliance Requirements: The new manager should receive a review of legal and compliance requirements specific to the theme park industry. This task is typically performed by the legal or compliance department, who will provide information on labor laws, health and safety regulations, licensing requirements, and any other legal obligations the manager needs to be aware of

Setting Up Your Employee Onboarding Process

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