The Power of Onboarding
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Transcript of The Power of Onboarding
![Page 1: The Power of Onboarding](https://reader036.fdocuments.net/reader036/viewer/2022062408/5681392b550346895da0d539/html5/thumbnails/1.jpg)
The Power of Onboarding
David Scotto, ARM, CRMSenior Vice President
Chief Learning Officer, Sedgwick CMS
![Page 2: The Power of Onboarding](https://reader036.fdocuments.net/reader036/viewer/2022062408/5681392b550346895da0d539/html5/thumbnails/2.jpg)
Objectives
• Introduce the Concepts Behind Onboarding
• Outline the Positive Impact of Onboarding to an Organization
• Review Practical Applications for Your Organization
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Sedgwick CMS, Inc.The Organization
• Premier Third Party Administrator
• $398 million in Revenues in 2005
– Consistent Annual Growth of more than 20% since 2000
• Employer of Choice certification (2004 & 2005)
• Voted Best TPA in 2005 & 2006
• Acquired by Fidelity National Financial, Inc. in February 2006
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Sedgwick CMS, Inc.The Organization (continued)
• Culture– Fast-paced– Quality-driven– Innovative– Empowering
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Core Values
• To Deliver Excellence
• To Operate Openly and With Integrity
• To Embrace Change
• To Grow as Individuals
• To Operate as One Company, One Team
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Employer of ChoiceListening to Our Colleagues
• Annual EOC survey• Response rate of >97% each year• EOC Certified in 2004 & 2005
• Survey topics:The Company
The Culture
Enlightened Leadership
Care of People
Growth and Opportunity
Meaningful Work
Compensation & Benefits
Making a Difference
Employee Loyalty
Performance Results
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Hiring and TurnoverThe Numbers
Year Year-End Head Counts
Hires Total Turnover
Total Turnover %
Voluntary Turnover %
2000 1724 743 480 27.8% 22.6%
2001 2139 947 533 24.9% 17.0%
2002 2502 893 539 21.5% 14.6%
2003 3003 1015 533 17.7% 13.1%
2004 3742 1367 618 16.5% 12.1%
2005 4070 1143 803 20.2% 16.1%
*2006(*partial year)
*1101
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Sedgwick CMS, Inc.The Challenges
• Awareness
• Organizational Buy-In
• Metrics
• Colleague Participation
• Orientation vs. Training
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Strategic Initiatives
• Impact
– Turn-Over
– Performance
– Quality
– Employer of Choice
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“One Company… One Team”
• HR Representative
• Manager/Supervisor
• IT Specialist
• Quality Assurance
• Current Colleagues
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EQUIP Overview
• Orientation for ALL new colleagues• Training is position-specific• Unique materials for transitional colleagues• Training designed to be:
– Meaningful– Applicable– Practical
• How-To manuals for Colleagues & Supervisors/Managers
• Assigned Buddy
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The Orientation Handbook
• New colleagues are provided with a handbook to guide them through the orientation plan
– Structured Activities
– Checklists
– Self-Paced Readings
– Meaningful Content
– Blended-Active Learning
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EQUIP Web PageOne-Stop Shopping
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• Day 5 - Colleague survey
• Day 60 - Colleague survey
• Day 90 - Performance discussion
• Annual Employer of Choice surveys
• Exit Interviews
MetricsContinuous Improvement
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Best Practices
• Create awareness
• Buy-in from Execs & Key Departments
• Proper execution of the launch of the new program
• Design appropriate & practical activities
• Ability to change with organizational needs
• Design for the appropriate audience
• Maintain professional integrity of the program
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The Power of Onboarding
David Scotto, ARM, CRMSenior Vice President
Chief Learning Officer, Sedgwick CMS