I use a 90 day checklist, with SMART goals and metrics, to gage where a new employee should be at in their position and to keep structure in learning.
Use of Employee manuals and job specific training materials to ensure the new employee understands the scope of their job role.
In Operations, we use Scoring rubrics for calibrating calls and performance reports to gage an employee’s progress.
Another tool I use for on-boarding a new employee is sourcing a seasoned employee for mentoring.
One if the most important tools I use when