Our onboarding programme aims to prepare you for your new role, taking into consideration past experiences with Scouting and similar roles.
The process will cover the development of theoretical and practical skills, setting and reviewing goals, and getting to know the organization by interacting with staff and volunteers.
General onboarding will last for three months, with additional elements continuing into subsequent months. You will start working in your new role and with your new tasks in parallel with the onboarding programmes, helping you become increasingly confident at the WSB.
The boarding stages
Our onboarding programme is divided into four stages. The pre-induction is designed to ensure that you have the information you need before starting your new role.
Your first week is called the welcoming stage, where you will be gradually learning more about your new role and meeting your new colleagues.
During the encounter stage, you will get to know the organization better before completing your third month and be on your way to becoming fully integrated at the WSB. Even after this, there might be some things that still feel new to you.
Building blocks
Our onboarding programme consists of the following blocks to help you get started.
Your line manager will guide you through the various phases and there is an onboarding checklist to assist with planning.
If you think that what has been planned for you is not meeting your needs, let your line manager know so that you can adjust the induction together.
Induction
Your line manager will have carefully considered your needs and scheduled relevant individual and group inductions. Some meetings will require your help to schedule. If there are areas of work that you are interested in learning more about, then feel free to reach out to colleagues in-person or by using our communication tool, Slack.
Self-learnings though the Staff support centre
Our Staff support centre contains information about our policies, guidelines, and other practical information, including video recordings, e-learnings, and reading material for you to view at your leisure. Please note some trainings are mandatory.
OneWSB Welcome Patrol
You will be invited to join a group on Slack with other newcomers to the WSB from the same period. You can also use the OneWSB-welcome-patrol channel on Slack to ask questions or reach out to others. The group will be invited to join monthly Welcome-sessions over the first months to discuss topics that will help you to get to know the organization better and participate in learning opportunities with a diversity of global colleagues. We hope that the OneWSB Welcome Patrol will help you to get to know colleagues across the different regions and create a supportive environment for you to ask questions.
Buddy
You will be assigned a buddy who will provide support, advice, guidance, and understanding on general aspects of working at the WSB. Your buddy is there to help you and be a reliable, motivated, single point-of-contact for basic questions.
Your buddy is there to:
- Create space for you to express any thoughts, questions, and reflections.
- Be a friendly face to new staff.
- Encourage the sharing of information.
- Create links between you and different departments and colleagues.
- Guide your understanding of the ways of working at the WSB, in your department or team.
- Help navigate different tools and digital technologies.
A clear, structured induction helps guide the onboarding of any new starter. When considering various key elements of an induction process – such as role essentials, the “nice to haves”, and learning opportunities – managers must remember to view this process holistically. The different phases of onboarding typically look like this:
- Pre-induction – New starter feels excited about their new job and has the information they need to relocate or prepare for their new role.
- Welcoming stage - New starter feels welcome and excited about the new job and has all the information they need to understand their role.
- Encounter stage - New starter experiences what it is like to work in the organization.
- Integration stage - New employees integrates in the organization as they get to know the job, the team, and the organization.
The onboarding stages
At each stage of the induction period, you should consider several key elements:
- Getting to know the organization and Scouting
- Developing an understanding of the new role
- Settling in and getting to know colleagues and volunteers
- Understanding the WSB operations and how things work
When planning your new staff member’s schedule for their first months, it is important to ensure an appropriate mix of job-related experiences, interaction with others, and formal learning. The learning and development model 70:20:10 can be a useful guide:
- 70% - Their knowledge from job-related experiences / challenging experiences and assignments
20%- Interactions with others / developmental relationships
10%- Formal educational events / training
A new starter’s first week provides a great opportunity to share our organisational values and structure, create a sense of ease and set the pace. It can help provide a clear narrative on how and why we do what we do. To support them to be effective and efficient within their role, having context is key: the onboarding overview and checklist therefore can help see what’s coming up and what it is working towards.
Building blocks
The onboarding programme was created to support each stage of the process. As a line manager, it is your role to guide and support new staff through the onboarding programme and stages.
One important thing to note when planning, is your capacity to support this induction process during their first week or first month. Remember to dedicate time to this process. Should it coincide with external events or a holiday, then hand over the responsibilities to another member of your team. Make sure this is clear with the new starter and that holistic support is maintained.
Checklist for line managers and new staff members
To help you, we have created an induction checklist. Review and update the checklist to make sure it is meeting the needs of the staff member. Shared the list with the new staff member and use it during the full onboarding programme.
Inductions
Carefully consider the needs of the new staff member and scheduled relevant individual and group inductions.
Self-learnings through the Staff Support Center
Our Staff Support Centre contains information about our policies, guidelines, and other practical information, including video recordings, e-learnings, and reading material for the staff member to view at their leisure. Introduce this to the new member. Please note some trainings are mandatory.
OneWSB Welcome Patrol
The new staff member will be invited to join a group on Slack with other newcomers to the WSB from the same period. This group will be invited to join monthly Welcome-sessions over their first six months with the WSB to discuss topics that will help them to get to know the organization better and participate in learning opportunities with a diversity of global colleagues.
Buddy System
Please identify a relevant buddy for your new staff member and ensure to assigned them in their first week. The buddy is a person who will provide support, advice, guidance, and understanding on general aspects of working at the WSB. Please review the guidance about the Buddy system in the document provided on this topic.
Induction review
As a line manager you have access to guidelines on conducting a review of the induction, including the necessary review forms for each of the first 3 months. This includes initial short-term objective setting, to facilitate the integration phase and professional development after the induction. Introduce this to the new member as part of their induction process.