Hiring Process
Step 1
Let Regional Manager know that you have hiring needs
Step 2
When you get leads set up interviews as soon as possible
Step 3
Do an interview (See Interview Questions)
Step 4
You decided that you want to extend an offer. Fill out an offer letter for Angie to review. Call them to offer a position. Email an official offer letter.
Step 5
Once they accept the offer set up a time for training and paperwork
Step 6
DHS Paperwork
Management To-do
Step 7
Before they step foot in a classroom make sure that they have complete paperwork, cleared background check and completely understand their job description.
Step 8
Keep an eye on performance and correct any issues in the moment and quickly. The sooner we correct a new staff member the better chance they have at success in the position.
Step 9
About 1-2 weeks into employment either 1. Go through the on-boarding checklist with them again or 2. Set up a training/mentoring session with Brenda for the new employee to give them the best start as possible.
Step 10
If you have corrected behavior and don't see what you would like to see in a Compass employee terminate before 90 days.
Step 11
At 90 days give a simple performance review. If they are full time please give them insurance application, even if they do not want insurance.
Let Regional Manager know that you have hiring needs
Step 2
When you get leads set up interviews as soon as possible
Step 3
Do an interview (See Interview Questions)
Step 4
You decided that you want to extend an offer. Fill out an offer letter for Angie to review. Call them to offer a position. Email an official offer letter.
Step 5
Once they accept the offer set up a time for training and paperwork
Step 6
- They arrive for training
- Set up the Orientation Videos and Training Manual
- Start this list:
DHS Paperwork
- Orientation Record
- DHS Yearly In-Service Training Record
- DHS PIF
- Background Study Release (Send to Regional Manager ASAP)
- Collect Employees Transcripts
- Collect Employees Resume or Application
- Collect First Aid/CPR Card - If not, get them signed up
- Federal W-4
- Minnesota W-4
- New Hire Form
- Alerus Employee Direct Deposit Authorization
- I9
- Sign Off on SUID & AHT Video Training
- Employee Emergency Card
- Compass Employee Code of Conduct
- ICCPPs -go to book and have them sign off
- Member of Develop? If, not let's do it now.
- Employee Handbook
Management To-do
- Set up in Compass App
- Key Fob (Set up card in Brivo.com)
- Training Lanyard and Badge (Send staff photo to Amy)
- Training Path Schedule
- T-shirt
- On-Boarding Checklist (Do this list with your new staff)
- Payroll access information
- Exchange Phone numbers
Step 7
Before they step foot in a classroom make sure that they have complete paperwork, cleared background check and completely understand their job description.
Step 8
Keep an eye on performance and correct any issues in the moment and quickly. The sooner we correct a new staff member the better chance they have at success in the position.
Step 9
About 1-2 weeks into employment either 1. Go through the on-boarding checklist with them again or 2. Set up a training/mentoring session with Brenda for the new employee to give them the best start as possible.
Step 10
If you have corrected behavior and don't see what you would like to see in a Compass employee terminate before 90 days.
Step 11
At 90 days give a simple performance review. If they are full time please give them insurance application, even if they do not want insurance.
So you want to let them go...
You are here reading this because someone has got you on the edge! Here are some tips you should read before actually letting someone go.
Within 90 days
If it is, you need to move quickly. Use the first 90 days as probation appropriately. Meaning if we see something we don't like in the first 90 days we do not extend a further offer. See customized offer letter below.
Beyond 90 days
Exception
If someone has put children in danger or become physically or verbally abusive to anyone you may let them go on the spot. Other exceptions may include: Leave children unsupervised, Fall asleep in classroom...
Hiring strategies
Never hire out of desperation. Always look for the best candidate!
Within 90 days
If it is, you need to move quickly. Use the first 90 days as probation appropriately. Meaning if we see something we don't like in the first 90 days we do not extend a further offer. See customized offer letter below.
Beyond 90 days
- Have you talked with this employee about this issue in the past? (Must have had a minimum of 2 official, documented, meetings with staff.)
- Have you clearly laid out discipline if behavior continues?
- Have you documented any reprimands? (Must have a minimum of 3 documented conversations, 2 of those must be formal sit downs.)
Exception
If someone has put children in danger or become physically or verbally abusive to anyone you may let them go on the spot. Other exceptions may include: Leave children unsupervised, Fall asleep in classroom...
Hiring strategies
Never hire out of desperation. Always look for the best candidate!
- Confidence
- Flexibility
- Relatable/easy to get along with
- Length of previous positions
- How do they talk about past employers?
- How do they deal with conflict?
- Ask scenario type questions, something that might happen in a classroom.
- Good communication skills.