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AN Onboarding Template

Transcript: Onboarding Elements Administrative Introduce you to technology, systems, processes Social Connect with Access Now teams, culture Technical Align with strategy and your job functions Raleigh CAMP SCHREIBER FOUNDATION Darrell Bailey - VP Denice Brandon - CFO Zoey Zhao Becki Smith Stephen Donley Bill Langston Braydan Blankenship Jim Knisely Policy Handbook Fishing Boating Hiking Swimming John Breshears Sr. We help build college-educated leaders that have a positive impact on their community Eric Franklin Joey Lawton John Baker Chuck Kemmerling Alden Smith Jack McDaniel Steven Poteat David Cates Wilmington Archery Competitions Canoeing Camping Sam Pierce CT Scan Room your on-boarding starts here Accounting Jeff Crocker 1) G-Suite Google Docs Gmail/Google Calendar 2) Thunderbird Secure Email 3) 2-Factor Authentication 4) KeePass 5) Microsoft Office Professional Elizabeth DeRossett Grey Interiors Jim Leopard Meagan Hutchings ACDC AN Community Docs Center Charles Hamilton Cape Fear Community College Internal Janelle Brewer Maddi Godwin Beatties Ford Library John Hawthorne - VP Superintendents Lower Cape Fear Hospice Amanda Foss ECU Dental School John Monteith - CEO and President Jeremy Pate Davis Arena Nev 'Monty' Monteith Community Welcome to Access Now! We are glad you chose us. Project Management Bryan Thomas - COO David Buckner Mike Travaglia Clint Howell John Breshears Jr. Matt Farmer Graham Smith Paul Jeffreys Pete Wonderland Our Projects Gaston College When asked what defines Monteith culture, employees most commonly used these 3 words: RELATIONSHIPS HARDWORKING FUN Curt Mulhollen x x x x Mitchell Community College Gray Cook Jay Bossert Danielle Conway Our People CFCC Community College Schreiber Island Project Management Jeremiah Sloop Estimating Brian Stamp - VP Estimating Dean Denning Emmanuel Evans ('E') Phillip Verdi - VP Our campers Brittini Young HARDWORKING Who we are and what we do Our mission APMs APMs Lisa Tedder Systems and Technology Chris Black Brent Mooring The camp

Onboarding Presentation

Transcript: ONBOARDING CHANGEMAKER EDUCATIONS App INTRO INTRO TODAY'S SCHEDULE TODAY'S SCHEDULE 1 2 3 4 Introduction Onboarding Basic Case Study Moving Forward 5 Training Evaluation Moments We Share ABOUT ABOUT OUR VALUES Improvement of life. The top mission of Expedia is to create a system that eases the mobility and accessibility of the entire globe to its customer base. The determination the company has shown towards this agenda is reflected in its relentless pursuit of innovative travel ideas. For instance, it welcomes progressive and development-oriented ideas, and these have seen the company make notable strides towards this goal. Exceeding expectations. Expedia is a company that has proven it does not settle for normal. Its numerous recognitions outlined in the “Awards & Accolades” offers a snippet of the lengths the company has gone to offer the best services in the travel sector. Giving clients more than they bargain for is a marketing strategy that boosts the attractiveness and recognition of a company, and Expedia has successfully learned how to leverage it. Boosting convenience. It is clear that by making the world reachable to its customers, Expedia improves their travel convenience. For instance, Expedia implies that convenience for its customers is a priority in various ways including an integrated internet system that makes identification of travel destinations surprisingly easy. In fact, this agrees with the contemporary demand for convenience by customers while making their travel plans across the globe. Attractive and affordability. Cost is obviously top of the list of barriers that make it difficult for most people to travel. Expedia recognizes this, and as part of its concept of achieving its mission, factors in the need for affordable prices. It offers a platform that promotes fairness as described in its policies and practices section. OUR VALUES // EXPEDIA MISSION AND VISION STATEMENT ANALYSIS JULY 12, 2019 “To bring the world within reach.” OUR TEAM // OUR TEAM Surname Name Director Assistant Director Mohamed Dabous Assistant Directors Surname Name Assistant Directors Sophia Jakobsson Ana Klinac Project Manager Assistant Directors Andreea Klintfält Cristian Marin // 20 Amazing EXPEDIA Statistics & Facts EXPEDIA Facts - Expedia URL : Expedia.com - Expedia Launch Year: 1996 - Expedia Headquarters: Bellevue, WA - Expedia CEO: Mark Okerstrom - Brands in the Expedia portofolio: Expedia.com, Hotels.com, Orbitz, Trivago, HomeAway, Egencia, Travelocity, Hotwire, Wotif Group, Classic Vacations, CarRentals.com - What is Expedia: "We know that every trip is unique, personal and has the potential to be transformational.With more travel options than anyone else, we can help you Find Yours" // 20 Amazing EXPEDIA Statistics & Facts EXPEDIA Statistics - Number of Expedia travel booking websites: 200+ - Number of countries Expedia operates in: 70 (updated 9.12.2018) - Percentage of Expedia revenue that is international: 46% - Number of Expedia employees: 22.000+ (updated 9.12.2018) - Number of countries Expedia has employees in: 30+ (updated 9.12.2018) - Number of properties Expedia can book: 750.000 - Number of airlines that work with Expedia: 550+ - Number of vacation rentals Expedia can book: 1.7 million $10.1 $8.77 $5.58 $4-77 (billion) 2017 2016 2014 2013 - Expedia revenue //annual - Expedia net income //annual $377 $281 $398 $232 (million) - Expedia gross bookings //annual $88 $72.4 $56.8 $48 (billion) //ONBOARDING BASICS PROGRAMS "Mechanism through which new employees acquire the necessary knowledge,skills,behaviors, and relationships to become effective organizational members and insiders" // COMPONENTS 1 COMPONENTS 1 // FRAMEWORK // FRAMEWORK // KEY RESULTS x% of new employee turnover in the first 45 days of employment x% never return after the first day on the job In first 6 months: new employees make their decision whether or not to stay The cost of losing an employee in the first year: 1 to x times their annual salary Employees who experience an Onboarding program are x% more likely to be with the organization after three years Why? Facilitates: Strengthening of workplace culture Greater job satisfaction Better job performance Workplace stress reduction // ASSUMPTIONS // ASSUMPTIONS // New Employee // Credit Union // Onboarding is relational - Characteristics with correlation to Onboarding success - Proactive Personality - Openness - Conscientiousness - Extraversion - Agreeableness - Neuroticism - Curiosity - Greater Experience Levels - Accurate job description - Environment is work ready - Provides support and resources - Manager - Buddy? - Mentor? - Human Resources - Transparency - Values - Roles - Norms - Relationship building key part of process - Benefits - Informally through talking at break time - Formally through taking part in pre-arranged events - Greater Job Satisfaction - Better Job Performance - Decreased Stress HOW ? 2 // PHASES 2 RECRUITMENT // PHASES RECRUITMENT Begin telling FIRST DAY

Onboarding Presentation

Transcript: Onboarding Overview "Time to cash, Time to cash" - Darren Knihnicki, every day for the last 5 weeks Daniel Phoon Tail End of Sale! The onboarding team should be included in the tail end of the sales process so we can input towards how to service this client. When putting a proposal forward, there's an assumption that an overview of the portfolio is known, number of sites etc. so involving onboarding in the proposal stage will help us to understand accordingly. The sales person and account manager will then co-ordinate to fill out the onboarding template for us to utilise. We will not begin onboarding without a clean and complete onboarding template. The overall 4-8 week timeframe guideline only begins when the template is complete. When Does Onboarding Start? Things to note Why 1-2 Weeks? Lots of back and forth will occur here between the new client, the account manager and the onboarding team to ensure that the onboarding template is filled out correctly. Incomplete onboarding templates usually include: - Wrong site details (Incomplete NMI's, Address etc.) - Office Use Only tab not filled out - Pictures of sites added onto templates - Landlord details missing (require two bills) - Water sites missing account number Onboarding Process Once the onboarding template is filled out and is approved by the Account Manger and Onboarding team, the following process will take place ASAP as well as weekly updates to the client to report on progress. Onboarding Process Request Stage 2 Data & Load Into Platform Meter Data Collection/Feeds Established Request Stage 1 Data & Load Into Platform Create Buyer, Site List & Account List, Customised User Logins Receive Onboarding Documents QA Check & Push To BAU Time Frame: 4-8 Weeks Why 4 - 8 Weeks? Stage 1 Data Requests: 2 to 4 weeks Stage 2 Data Requests: 2 to 4 weeks (Retailers are followed up if no response is received within 5 business days) Stage 1 Stage 1 of data requests to the retailers includes: - Change E-Billing feeds to send bills straight to our platform (XXXX@apps.bidenergy.com) - Postal address to be updated to our BidEnergy PO Box (Unless otherwise specified, some clients need their address for payment #UTS) - 12 months historical invoices in PDF format - A copy of the current contract each site is on We also request for any additional sites listed under the ABN's on the LOA that the retailer may supply, to let us know of them. If there are any, account managers confirm with the client if we are to service them going forward. Stage 1 Time Frame: 2-4 Weeks Why 2-4 Weeks? We find there are some roadblocks when initially interacting with retailers. Example of these roadblocks include: Slow response times from retailers (usual response time is 5-7 business days) LOA issues (Ergon third party form, Momentum name on account, Origin Verbal/Written Authority etc.) Wrong account numbers provided by client Wrong site addresses provided by client Missing data (retailer confirms e-billing but doesn't send historical data) If a client has a large number of retailers, it usually means a longer onboarding time frame as there are more stakeholders involved. Stage 2 Stage 2 Stage 2 of data requests to the retailers includes: - Network tariff codes (NTC) for each site - 12 months of interval data for each C&I site and the name of the providers (data needs to be in NEM 12 format) - Loss factors for each C&I site (we ask for the code AND values but we usually only get the values. We want the codes as the values change every year) Time Frame: 2-4 Weeks Why 2-4 weeks? This stage might take 2-4 weeks as retailers will have roadblocks similar to the ones listed in the previous stage. Everything to do with meter data is dealt with by Karthik and his team. He collects or sets up a Direct Metering Agreement which helps to reduce metering fee and a live daily feed (this helps us create accurate accruals and budgets). QA & BAU Once all data has been received and has been loaded under the buyer, it is: - QA'd by two members of the operations team to ensure that the data is reflected correctly. -Once approved by both members, it is switched over to the operations team and any request from there is treated as business as usual. QA & BAU Time Frame: 1-2 Days Why 1-2 Days? - QA checks by two members - Site daily may need to be run to refresh the dash Feedback Feedback/Questions - Involve us earlier in the process...getting a clear picture of scope and portfolio form the beginning helps us so much more than you can imagine. - Understand that TPI's are completely different to standardised onboarding and ongoing servicing. Don't sell time frames or scope without consulting relevant teams (Client services, billing, meter data, contracts). I'm all for selling standard scope but please be understanding that TPI's can be standard scope across multiple new clients as well...we go from one customer per OB to potentially 10-20 at the same time. If we can all work together to put in timeframes for the

Onboarding Presentation

Transcript: J 4 Front - Solutions LLC Target Success at Last Became completely Blind Began using marijuana age 20 Reaching for the Stars Began drinking heavily age 18 The Real World!?!? Janaury 7th 2012 (Dui #2) Never had a drink Football Scholarships Focused on goals Blinded by risks being taken DONT BE BLINDED College Is this really it for college? Jakeem Gregory Background 3 sport athlete 2 Time Track & Field state finalist Snider Football Star 3.0 gpa Football scholarship Ball State What I Learned. What you can Prevent What have I done to prepare? Lessons Learned and Applied High School April 4th 2011 (Dui #1) How I almost lost it all Never used drugs Football career going great (12-0) (Starter) How did I get home? G R E G O R Y Continued to be blinded by risks Continued to party virtually every weekend Continued to drink and drive Continued to feel on top of the world and INVINCIBLE Living for the moment BLINDED BY SUCCESS NEVER APPRECIATED Cintas Life is what you make it “LITERALLY” What am I to do? I am ready for the real world! So I thought (Still blinded) A K E E M Appreciation (ALL CAN STOP IN A HEARTBEAT) Be Humble Give yourself a chance What is an Invincibile mindset? What does living for the moment truly mean? Input energy into finding a way to turn your dreams into reality instead of finding a way to take unnecssary risks A taxi is always cheaper than a DUI Plan around priorities instead of fun If you drink at a younger age you are more likely to make drink related risks later on ( I didn't start until age 18) How to have a good time Are you mentally dependant on alcohol? Partied 4 of 7 days a week Coach said 1 out of 3 won't last Corporate America

Onboarding Presentation

Transcript: Pre-Onboarding Meagan Proffit - Staffing Specialist ON-BOARDING THIS IS THE ON-BOARDING PROCESS TO BECOMING AN ASSOCIATE AMBASSADOR. WELCOME Let's set EVERYONE up for SUCCESS! What is the goal? Goal 1 Fully prepare FOR a new-hires arrival Goal 2 Help new-hires FEEL fully prepared We only get one chance at a good first impression, and here’s why that’s so important: Why do we do it? Reason 1 69% of employees are more likely to stay with a company for three years if they experienced great onboarding. Reason 2 New employees who go through a structured onboarding program are 58% more likely to be with the organization after three years. Reason 3 Organizations with a standard onboarding process experience 50% greater new-hire productivity. We all have a part to play! ROLES My Responsibilities Responsibilities of Staffing Specialist Responsibilities of Staffing Specialist Schedule safety orientation and drug testing Responsibilities of Staffing Specialist Schedule safety orientation and drug testing Order PPE Responsibilities of Staffing Specialist Schedule safety orientation and drug testing Order PPE Submit the Associate Account Creation Form for I.T Responsibilities of Staffing Specialist Schedule safety orientation and drug testing Order PPE Submit the Associate Account Creation Form for I.T Order a Welcome Basket Responsibilities of Staffing Specialist Schedule Safety Orientation and Drug Testing Order PPE Submit the Associate Account Creation Form for I.T Order a Welcome Basket Order a Name Tag, Name Plate and Business Cards Your Responsibilities Responsibilities of Onboarding Ambassador Responsibilities of Onboarding Ambassador Coordinating which cubicle or office the new hire will sit in & ensuring it’s - Emptied and Cleaned - Equipment is Set Up (computer, monitors, desk phone, etc.) Responsibilities of Onboarding Ambassador Coordinating which cubicle or office the new hire will sit in & ensuring it’s - Emptied and Cleaned - Equipment is Set Up (computer, monitors, desk phone, etc.) Notifying other team members and, in some cases, clients or subcontractors Responsibilities of Onboarding Ambassador Coordinating which cubicle or office the new hire will sit in & ensuring it’s - Emptied and Cleaned - Equipment is Set Up (computer, monitors, desk phone, etc.) Notifying other team members and, in some cases, clients or subcontractors Scheduling a Week-One Welcome Lunch Responsibilities of Onboarding Ambassador Coordinating which cubicle or office the new hire will sit in & ensuring it’s - Emptied and Cleaned - Equipment is Set Up (computer, monitors, desk phone, etc.) Notifying other team members and, in some cases, clients or subcontractors Scheduling a Week-One Welcome Lunch Make Sure the Welcome Basket and Name Plate are in place prior to the new hire’s first day Responsibilities of Onboarding Ambassador Coordinating which cubicle or office the new hire will sit in & ensuring it’s - Emptied and Cleaned - Equipment is Set Up (computer, monitors, desk phone, etc.) Notifying other team members and, in some cases, clients or subcontractors Scheduling a Week-One Welcome Lunch Make Sure the Welcome Basket and Name Plate are in place prior to the new hire’s first day Working with your Manager, send a personalized Welcome Letter & First Week Itinerary that tells the new hire everything they need to know before they get here. PREP Let’s take a moment to talk about the Welcome Letter & First Week Itinerary in more detail. Welcome Letter & First Week Itinerary Welcome Letter & First Week Itinerary This letter should give a full overview of what the new hire will experience in their first week on your team & relay any important information they should know prior to their arrival. A general template can be found on the intranet but should be personalized for each new person Welcome Letter & First Week Itinerary This letter should give a full overview of what the new hire will experience in their first week on your team & relay any important information they should know prior to their arrival. A general template can be found on the intranet but should be personalized for each new person This front-end commitment from the hiring team is integral in showing the new hire that they are welcome and that we’re excited for them to arrive Topic 4 Title Topic 5 Title

Onboarding Presentation

Transcript: Playbook Tracks first 90 days Goals, learning and development Road map to success 2015 Onboarding Trend Perform Like A Teammate All the kids are doing it Push us towards $10 billion Will throttle teammates towards success The Breakdown "Go To" place for info Playbook Tracks goals, learning and development Welcome Message Social media Connects our offices Acquired tech companies Consistent on a global scale Environmentally friendly! Act Like A Global Citizen Technology and Social Media in Onboarding Technology in PreSeason Think Like An Entrepreneur & Create Like An Innovator We Move Fast.

Onboarding Presentation

Transcript: The First 90 Days Vivian Davies Being promoted within the first 90 days Achievements Placed 7 people across variety of roles Billed HOW MUCH in my 90 days Achievements Figured out my personal interest/ niche Weaknesses Weaknesses My weaknesses have changed over time as I have grown and developed over these 90 days. Timeline Timeline Milestones Just as my weaknesses have changed as I have progressed, my milestones have gotten bigger too 1st CV 1st Placement Milestones Promotion! CV Sends CV Sends 1st Placement 1st Placement Promotion! Promotion! Future Plans Future Plans Short-Term Short Term (2021) Threats Threats Long-Term Long term (2022) Opportunities: Case Studies/ Article Titles Following the market Market that is COVID proof Following my personal interest Threats Threats ? Prioritize

Onboarding 2019 Template

Transcript: ----------- Our Story --------- ------------ ------ ---------------- Our Team ---------------- Thank You! ------ ------ ------------ Request IT Help Services Welcome This slide is here to remind you to: 1) Add logo to first and last slide 2) In What is Covered section: Delete 2 slides depending on if client is Total/Pro 3) In NOT Covered section: Delete 1 slide depending on if client is Total/Pro 4) For SLA times - delete either Total or Pro 5) Check/Update Avg Response time on Ticket SLA page 6) Check/Update Smile Feedback Nice To Meet You! Welcome to the I.T. Solutions of South Florida family! We Manage Your Technology... You Manage Your Business! & *************Client Logo Here Additional Distinguished Clients! Mission Statement We at I.T. Solutions of South Florida are dedicated to delivering reliable technology solutions and services. Our mission is to help businesses develop cost effective solutions, by implementing the proper technology to improve their bottom line. We motivate and encourage our dedicated staff, and strive to make a positive contribution to our community. Our goal is simple: to provide superior service, utilizing cutting edge technology, implemented by a professional staff. Above all, we serve wholeheartedly. Company Founded in Deana & Jason's Home 2004 MSPmentor 250 Top Computer & System Integrators by SFB Journal 2014 2017 Women of the Channel Small Business of the Year by Central PBC Chamber Fastest Growing Technology Company by SFB Journal 2016 2019 2008 Company Becomes A MSP: Managed Service Provider Focus On Proactive Care 2015 CRN Awards & Ranking: TOP 100: Managed Security TOP 501 MSPs Worldwide Ranked 75th Globally on CRN MSP 501 Small Business 2018 2017 MSPmentor 501 Stiletto Entrepreneur Award by Women of Worth Certified Women Owned 2017 Women of the Channel Fastest Growing Technology Company by SFB Journal Our Story CRN TOP 100: Managed Security Best Places to Work, Fast 50, and Largest Cloud Computing by SFB Journal Humble Beginning From Living Room To Globally-Ranked Managed Service Provider! Award Winning! Locally Awarded and Globally Ranked By Trade Publications Meet The Leadership Team Deana Pizzo CEO Mike Gavaghen VP Management Solutions Michael Lidke VP Operations VP Technical Services Jason Pizzo CIO Wes Boggs Meet Client Relationship Team Kelly Kozuba Client Account Manager Kelly is responsible for managing client accounts and relationships, preparing quotes, and facilitating client education. Brittany Alamar Technical Service Coordinator Brittany is your initial contact, triaging all the help desk tickets and scheduling engineers. Meet Your Technical Team Chris Perry Daniel Downard Network Engineer James Roche Senior Network Engineer Megan Knipper Network Engineer Dustin Allard Network Engineer Senior Network Engineer Total Care Coverage Server Management Router & Firewall Management Workstation Management Develop and implement an information security program. This includes procedures and policies designed to protect enterprise communications, systems and assets. Protection is from both internal and external threats. Effective administration, maintenance and support of desktop hardware, software, and associated peripherals. Offer support in a timely and professional manner. Meet or exceed service level agreements (SLA). Maintain and manage infrastructure, operating system, storage, backups, security, and patching. Meet response and resolution times associated with service-related incidents. Notify client about scheduled maintenance. Page 1 of 2: Items Covered With Total Care From I.T. Solutions of South Florida! Backup & Disaster Recovery Automatic Hourly Backups Same Day Virtualization Data Secure In Three Places Automatic Offsite Transfer Backup Verification & Reporting 24x7 Monitoring: Backup Failures Office 365 Backup Total Care Coverage Page 2 of 2: Items Covered With Total Care From I.T. Solutions of South Florida! End User Support Services VCIO & Project Consulting Remote Support/Help Desk Email Management Password Management Vendor Management On-Site Support Technology Training Anything Classified As "New" NEW Hardware NEW Project Implementation NEW Office Location/Move Software Implementation Not Covered By Total Care These Items Are NOT Covered With Total Care From I.T. Solutions of South Florida New Software New Accounting Software New CAD Software Line of Business Applications Dark Web Monitoring Total Care Ticket SLAs Service Level Agreement Times With Total Care from I.T. Solutions of South Florida Priority Level One 2 Hour Response Time Example: Entire office is down because server or main application is down Average Response Time In The Last 30 Days Priority Level Three Priority Level Two Priority Level Four RED ORANGE YELLOW WHITE 4 Hour Response Time Example: Impacts multiple users, but not critical for business operation 12 Hour Response Time Example: Impacts single user email or login issue 16-32 Hour Response Time Example: Scheduled projects,

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