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You found the right talent and they’ve accepted your offer. Now what? Learn how you can help your new employees feel welcomed, valued, and prepared for their new role. On-boarding new talent correctly will help these new players transition quickly to your company and become immediate contributors. It may also help in retaining top talent and growing your organization from within. Failure to onboard new hires correctly may create a poor impression of your business and affect their engagement in company success.Improve your company’s new hire experience. This webinar outlines strategies from company culture immersion, to federal government regulations that will make your on-boarding processes best in class.
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Employee Retention: It Starts With Effective On-boarding
Presented by:
Nancy Saperstone Senior HR Consultant, Insight Performance
Yvette LaGonterieChief, Outreach, Verification Division at U.S. Citizenship and Immigration Services (USCIS), Department of Homeland Security (DHS)
October 14, 2010
If you cannot hear the presentation
through your speakers please
dial 800-584-2088 to listen through your
phone line.
Orientation
VS
Onboarding
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Are you “Onboard Ready”?
Who
What
WhenWhere
How
3
Levels of Engagement
Conform
Perform
Transform
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Conform
Welcome to the Company
Paperwork – Payroll and Benefits
Policies and Procedures
Administrative Procedures
Tour of the Office
Required Training – Respectful Workplace, Industry Specific Trainings
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Employment Eligibility Verification
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What is E-Verify?
No-cost Internet based system
Fast & easy to use
Electronically verifies the employment eligibility of> Newly hired employees> Existing employees assigned to work on a qualifying > Federal contract
Partnership between the U.S. Department of Homeland Security and the Social Security Administration
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What is E-Verify?
E-Verify is not…
…a system that provides immigration status
…used for prescreening
…a safe harbor from worksite enforcement
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What is E-Verify?
Program Goals
>Reduce unauthorized employment
>Minimize verification-related discrimination
>Be quick and non-burdensome to employers
>Protect civil liberties and employee privacy
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Why use E-Verify?
Helps employers maintain a legal workforce
Eliminates guesswork during the verification process
Protects jobs for authorized workers
Deters document and identity fraud
Works seamlessly with Form I-9
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Statistics
More than 226,000 employers are enrolled in E-Verify; E-Verify is used at over 801,000 hiring sites.
E-Verify use is growing:
> More than 8.70 million cases created in FY 2009
> More than 15.80 million cases created in FY 2010
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Statistics
96.9 percent of all cases run through the E-Verify program are verified automatically with no further action required by the employer or the employee
The remaining 3.1 percent of employees receive a Tentative Nonconfirmation (TNC)
> Of this 3.1 percent, 2.8 percent eventually receive a Final Nonconformation (FNC) and are consequently not verified as authorized to work through the program
> .3 percent of these TNCs eventually result in employment authorization
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How to enroll
Go to www.dhs.gov/E-Verify
Under Start Here click Enroll in E-Verify
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Form I-9
How to create an E-Verify case
It’s easy and quick!
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September 2010 E-Verify 15
There is an information mismatch
The employee is authorized to work
SSA Tentative Nonconfirmation
DHS Verification in Process
Employment Authorized
DHS will usually respond within 24 hours
with either:
Employment Authorized
or DHS Tentative
Nonconfirmation
An E-Verify case
Initial verification results will be
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Handling a TNC
Inform the employee of the TNCPrint the TNC Notice and review it with the employee
CONTESTNOT
CONTEST
Refer employee to appropriate agency
You may terminate the employee and close the case in E-Verify
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Handling a TNC
The employee has 8 Federal Government workdays from the referral date to visit or call the appropriate agency and resolve the discrepancy
The employee continues to work in full status during the TNC resolution process
DO NOT take any adverse action based on the TNC against the employee during the resolution process
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Photo Matching
Allows you to match the photo on an employee’s Form I-766 (Employment Authorization Document) or Form I-551 (Permanent Resident Card or “green card”) to the photo that USCIS has on file for that employee
Helps detect instances of document fraud
Was added to E-Verify in September 2007
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Federal Contractors
As of September 8, 2009, the FAR final rule requires many Federal Contractors (and subcontractors) to use E-Verify to verify their employees’ eligibility to work legally in the United States
The Federal Acquisition Regulations (FAR) have been amended by the Civilian Agency Acquisition Council and the Defense Acquisition Regulations Council to reflect the FAR final rule which was published on November 14, 2008
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Employer responsibilities
Unless you are a Federal Contractor with FAR E-Verify Clause, only use E-Verify to verify new hires
Once you begin using E-Verify, you must verify new employees no later than the 3rd business day after the employee begins working for pay
You must apply E-Verify procedures to ALL new hires, regardless of citizenship status
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E-Verify Videos
How to Enroll in E-Verify
How to Create a Case
How to Respond to a TNC
CRCL Employee Rights and Responsibilities
CRCL Employer Responsibilities and Worker Rights
View the videos at: >www.dhs.gov/E-Verify>www.youtube.com/ushomelandsecurity
You may request a copy of the CRCL videos by email at [email protected]
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Learn more about E-Verify
E-Verify provides: >Speakers for your events>Panel Participants>Exhibit participation> Free Live Webinars
>Write: [email protected] >Visit: www.dhs.gov/e-verify
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Disclaimer
Immigration law can be complex and it is not possible to describe every aspect of the process
This presentation provides basic information to help you become generally familiar with rules and procedures
For more information on the law and regulations please see our website: www.dhs.gov/E-Verify
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Perform
Job Focused
Primarily Led by the Manager and Peers
Introduction to the Company
Review Company Products and Services
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Transform
Mission
Values
Culture
Vision
Mentoring
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Mentoring
Be Selective
Set Expectations
Train Mentors
Evaluate
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Levels of Engagement – Who does What?
Conform Human Resources
PerformManager/Supervisor
TransformExecutive Team
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Human Resources’ Role - Conform
Verify the offer and references
Prepare for the new hire’s arrival
Set the Agenda and Schedule
Typically go over payroll and benefits information
Ensure legal compliance
Oversee the delivery of the program
Follow up
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Supervisor/Manager’s Role - Perform
Department’s functions and services
Outline the department’s structure
Summary of key departmental rules, such as work hours or scheduling
Employee's role within the department
Introduction to other employee’s in the group
Guidance when questions arise
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Management/Executive Team’s Role - Transform
Greet New Employees
Mission and Values
Company Philosophy
Vision
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Program Evaluation
Written Questionnaire
Follow-up Interviews
Comprehension Tests
Indirect Methods
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Top Best Practices
Contact the new hire prior to their start
Welcome gift
Welcome basket
Having the office prepared prior to arrival – name on phone list and office, business cards ready
Involve the Management & Executive Team
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Top Best Practices
Involve peers and co-workers
Be organized – have an agenda and a checklist
Don’t overwhelm the new hire – how will you break up the training?
Consider ongoing Onboarding
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Thank You & Questions
Yvette LaGonterieChief, Outreach, Verification Division at U.S.
Citizenship and Immigration Services (USCIS), Department of Homeland Security (DHS) [email protected]
• Customer Support: (888) 464-4218
• Employee Hotline: (888) 897-7781
• E-Mail: [email protected]
• Website: www.dhs.gov/E-Verify
• Follow E-Verify on Twitter: http://twitter.com/uscis
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Nancy Saperstone Senior HR Consultant, Insight Performance
http://www.insightperformance.com/
• Contact Number: 781.326.8201
• E-Mail: [email protected]
