2.2 Policy. It is the policy of the Service to provide a comprehensive orientation to all new permanent employees during their initial periods of employment for the purpose of instilling in them a sense of direction, purpose, and commitment.

2.3 Goals. The Service's New Employee Orientation Program has, as its goal, the rapid and effective introduction and adjustment of new employees within the Service.

2.4 Responsibilities.

A. Assistant Director, Policy, Budget and Administration and Regional Directors are responsible for carrying out an effective New Employee Orientation Program.

B. The Chief, Division of Personnel Management and the Regional Personnel Officers are responsible for overseeing the administrative aspects of the entire orientation process within their servicing areas and for conducting the Washington and Regional Office orientation components according to the guidance found in 2.6 B.

C. Supervisors ensure that all new permanent employees under their supervision participate in all the component parts of the program in a timely manner. Supervisors are primarily responsible for the orientation of their employees in the first component of the program.

D. The Chief, Office of Training and Education (OTE), who reports to the Deputy Director - Staff, oversees the formulation of the New Employee Orientation Program guidelines, supervises the preparation of the New Employee Handbook, and serves as key advisor to the Service Directorate in the administration of the program.

2.5 Program Objectives. Through the proper implementation of the program, new employees will learn:

A. What is expected of them in their jobs in terms of their duties, responsibilities, and performance requirements;

B. About their rights, benefits, and conditions of employment;

C. How their work efforts contribute to the overall program responsibility of their offices;

D. How the work of their offices contribute to the achievement of the Service's mission;

E. About Service operations, organizations, programs, and current key issues;

F. About the Service's culture and history, its work force, its values and ethics, its vision for the future; and

G. What it takes to pursue a career with the Service.

2.6 Program Structure. The New Employee Orientation Program consists of two components:

A. First Component. The work site orientation (1st to 30th day on-the-job) of the new employee constitutes the major portion of the first component. After the confirmation of employment letter has been sent to the new employee by the servicing personnel office and prior to the new employee reporting to the duty station, the supervisor should contact the new employee to welcome him/her to the Service. At this time, the supervisor can answer any questions which the new employee might have, offer assistance and, generally, reassure the new employee that he/she has made the right decision in working for the Service.

(1) Upon written confirmation of the new employee's selection and prior to his/her arrival at the duty station, the servicing personnel office will supply the supervisor with a package of appointment and orientation material. The package includes a copy of the employee's position description; other necessary appointment documents; and the New Employee Handbook.

(2) The new employee's first day on the job will make a lasting impression and should be conducted in such a way as to make him/her feel genuinely welcome as part of the Service team.

If the new employee's duty station is in close proximity to a Regional Office or the Washington Office, respective personnel offices will help the employee complete the necessary appointment documents and, if appropriate, arrange for personal and motor vehicle operator's identification cards. Otherwise, this function is performed by the new employee's supervisor or his/her designee. Once the appointment documents have been completed, the supervisor should refer to Exhibit 1, Checklist for Employee Orientation, of this chapter and discuss or complete all of the items listed under the heading of "First day on duty."

(3) The activities to be conducted during the remaining 29 days of the first component are also listed in Exhibit 1. The items listed should be systematically reviewed with the new employee. Orientation sessions of about 1-2 hours should be held each week until coverage is complete. It is preferable, if work schedule allows, to meet on Fridays. This will allow for a discussion and review of the week's work accomplishments with the new employee.

(4) Upon completion of the first 30 day portions of the New Employee Orientation, the employee completes the New Employee Orientation Feedback questionnaire (Exhibit 2). It is countersigned by the supervisor and forwarded to the servicing personnel office. The supervisor signs the Checklist For Employee Orientation (countersigned by the new employee) and submits it to the servicing personnel office. Upon its receipt, the servicing personnel office will call the new employee to ensure that the initial orientation needs have been met and answer any questions.

B. Second Component. Regional and Washington Office orientations will be held at least annually. The employee's Regional or Washington Office operating office staff, with the assistance of his/her respective personnel office, will design and conduct the second and final part of the orientation. This orientation component should be 3 full days in length and be developed to provide new employees with an overview of Service activities from both Washington and Regional Office perspectives. It will provide an opportunity to:

(1) Meet members of the Service Directorate;

(2) Learn about all of the activities and functions of the Service;

(3) Meet with their respective managers and their staff and/or personnel office staff to discuss and resolve operational or personnel issues.

2.7 Aids for Developing Regional/Washington Office Orientation Programs. General guidelines and other aids to assist in developing this orientation component are provided in Appendix 1.

2.8 Evaluation of Orientations. Upon completion of the Regional/Washington Office orientation, the employee should complete the Regional/Washington Office orientation evaluation (Exhibit 3). The evaluations will be reviewed by the employee's servicing personnel office to determine the effectiveness of the orientation and identify any needed changes.

2.9 New Employee Handbook. The Deputy Director - Staff is authorized to approve and promulgate a New Employee Handbook for use in orienting new employees.