IV. 4. Orientation

Orientation is the process of introducing a new employee to an institution, its services, and the community. It is the beginning step in becoming a full-fledged agency/worker. Although an applicant is given some introduction to an institution by filing an application and having a personal interview, a more formal introduction is ordinarily advantageous. This may be made by the director of the institution or the supervisor under whom the new employee will work. It is best if the new worker is helped by both in addition to being given assistance by other workers. Sometimes films, tapes, or written materials are valuable.

When a new employee arrives, it is best if the director shares his or her personal philosophy, discusses and describes the institution, and allows the person to ask questions. Getting answers from the person at the top is meaningful for an employee. The interview should be warm and personal. The administrator may take the new employee around the building and point out working quarters and relevant physical facilities.

The administrator should explain the basic policies of the institution, its organization, its services, its board, its community relationships, and all other pertinent factors. The new worker should be given a copy of the policies and procedures manual.

Whatever the introductory method, the following are usually described in orientation:

1. Institution history and services.
   
   
2. Basic policies, regulations, and procedures. 
   
   
3. Institution organizational structure, including the level and position of the new employee in the institution.
   
   
4. Basic information regarding such items as salary, working ours, vacation, sick leave, and parking.
   
   
5. Office arrangements for the employee.
   
   
6. Fringe benefits, including health and life insurance, retirement plans, and recreational facilities.
   
   
7. Opportunities and challenges, including data regarding promotion, salary increases, and opportunity for creativity.

A friendly introduction to the staff is significant. Although this depends somewhat on the size of the institution, it certainly should include personal introductions to those on the staff who will be working closely with the appointee. An opportunity should be provided for an interview with each key person. Again, these introductions should be positive and warm. In addition to personal interviews with key personnel, new employees might be invited to talk for a few minutes at a staff meeting, to share with the group some of their experiences, ideas, and feelings.

New employees need to be introduced to the community also. This can be done at a luncheon meeting with one or more key persons. Also, the first time new workers attend a community function, they should be introduced to the community leaders. Sometimes a special meeting, luncheon, or dinner is held to introduce a new worker to the community. In addition to personal introductions, it is imperative that the new worker receive information about the key community agencies related to the work, including data about their services and personnel, so the worker is not altogether a novice when contact is made with them.