It’s important to make your new employee feel welcome and to ensure they receive the best chance for success. Here are some ideas with this in mind.

First of all, we’d like to remind you of the process and timing of evaluations. 

For classified employees’ evaluation process, click here.

For exempt/professionals employees' evaluation process, click here.

Welcome and Orient Them Well!

One of the best things you can do for your new employee is to be sure they attend the next "Thriving at Highline" new employee orientation. To find out when the next session will be, contact either Human Resources or the Center for Extended Learning. These sessions are offered four times a year and cover a wide variety of information including hands-on opportunity to navigate the HCC website, meet other staff and learn about other departments and resources available within the campus community. Don't let them miss it!

Before They Arrive

Prepare their work area by cleaning out drawers, providing basic supplies, check that furniture and equipment are in safe, working order.

First Day

• Bring in some treats or have balloons or a small flower arrangement on their desk when they arrive.
• Show them where to place their belongings, location of office supplies/equipment.
• Introduce them to everyone you can, of course to other staff in the department initially.
• Location of restrooms, cafeteria, espresso cart, cash machine, key contacts, etc.
• Keys and computer (if not done so already).
• Work hours, any flexibility if offered, process for calling in sick/emergencies, leave requests.
• Provide the employee with the updated home phone tree list for your department.
• Phone system for the department - does central person take calls? Do they take calls for others?
• What is the alarm code for your building?
• Where is the closest smoking area to your building?

Within The First Week

• Mentor/guide – possibly you could appoint or ask for another staff member to act as a mentor/guide.
• Be sure they have been scheduled to attend PASSPORT desktop training @ Highline Passport
• Job standards and expectations
• Purpose of job and how it fits into the department and HCC’s mission. Also, department mission/goals.
• Training and development - who can provide training of processes within your department?
• What resources are there in assisting them perform the work?
• How will they receive assignments and projects?
• Organization chart.
• Mail, how is it processed within the department and campus-wide?

Within The First Month – ensure that your new employee has been briefed on:

• All-campus events (Opening Week, Professional Development Day, Diversity Week, MLK Week, etc.) Encourage employee to participate in campus wide activities, workshops or lectures.
• Bookstore charge card
• Budget/Travel/Expenses
• Celebrations (birthdays, holidays, etc.)
• Emergencies – Building Coordinator
• Facilities requests
• Library
• Overtime (frequency, process)
• Staff meetings
• Unwritten customs, culture
• Vacations (how to request, scheduling system

Follow Up

Above all, don’t forget to follow up with them, especially within those first months. Be sure they know they can come to you, and that you will make time for them!

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PDP (Performance and Development Plan)

The first six months* of employment classified staff are working within their probationary period.  It is important that you are able to assess their ability to work at a satisfactory level at minimal within the classification and scope of duties of the position.  

Supervisors will meet with employees at the start of their review period (within the first week or two) to discuss performance expectations.  Employees will receive copies of their performance expectations as well as notifications of any modifications made during the review period.  

To ensure your employee achieves a successful probation, they need to be given at least one written evaluation by the end of their fourth month of employment.  HR will send you reminders about this.   

Should you observe their work to be unsatisfactory, they need to be notified in writing of the area(s) in which their work is deficient.  Unless the deficiency is extreme, they need to be given ample opportunity to demonstrate satisfactory improvement.  

*For employees with a 12 month probationary period, you need to complete an evaluation by the end of their sixth month of employment, and again by the end of their probation.   

For more information on the PDP process, please review the User’s Guide which resides on the Human Resources website, which we’ve provided a link to here: Employee Evaluation.  Should you have questions or need further guidance you can contact Human Resources.

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EAPAS (The Exempt and Administrative Performance Appraisal System)

The EAPAS evaluation cycle spans a three-year period, mirroring the college’s highly successful post-tenure review process for faculty. This timeframe provides opportunity for more substantive development initiatives and ensures that the process is sustainable within employee workloads.

The process occurs in four phases:

• Job Description and Goals: the start of the process, in which employees and supervisors clarify the position and the goals for the employee.

• Development Initiatives: the employee and supervisor define professional and organizational development goals for themselves and their area.

• Mid-term Review: an 18 month checkup, to assess progress toward goals and development initiatives, and to include changes in the work environment or job needs.

• Full Evaluation: a complete evaluation of the employee’s performance on the job, goals, and development initiatives, followed by establishing an updated job description, goals, and initiatives.

For more information on the EAPAS process, please review the EAPAS website which resides on the Human Resources website, which we’ve provided a link to here: EAPAS.  Should you have questions or need further guidance you can contact Human Resources.

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Department of Human Resources | Highline Community College
 2400 S. 240th Street | P.O. Box 98000, M.S. 99-200
 Des Moines, WA  98198-9800
 Phone:   (206) 878-3710, ext. 3812 | Jobline: (206) 870-3751
 Fax: (206) 870-3773 | TTY:  (206) 870-4853