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The Government of Newfoundland and Labrador is an exciting place to work. There are and will be opportunities for post-secondary students and new hires to grow and develop a future career.

Orientation for students and new hires to government starts with Onboarding. The Onboarding experience provides key information about pensions and benefits, key policies and standards of conduct as well as communication and recognition programs. In providing this information, we have tried to include everything you need right away as a new employee as well as information that will help you to understand and feel part of the Government of Newfoundland and Labrador.

Onboarding Strategy:

Onboarding Program

The Onboarding program provides new employees with useful information they need when starting work with the public service, such as knowledge of government policies, pensions and benefits, standards of conduct, and learning and development opportunities.

Onboarding for new employees combines classroom delivery, virtual delivery, eLearning, and other tools and resources that cover a broad spectrum of topics to help employees with their orientation into Government, whether a new full-time, part-time, contractual employee or a student employee. A course page for Employee Onboarding has been created in PS Access and is host to much of the content listed below. To request your PS Access user ID and Password, email PSAccessSupport@gov.nl.ca.

Topics covered for all employees:

  • Welcome Session
  • Wellness and Healthy Workplace
  • Information Management and Technology (OCIO)
  • Access to Information & the Protection of Privacy (ATIPP)
  • Harassment and Discrimination-Free Workplace
  • Occupational Health & Safety
  • Greening Government

Additional Support for your Onboarding Experience:

  • Online Resources for New Employees – Available via the PS Access course Page 'Employee Onboarding'

Topics covered for full-time, part-time, contractual employees:

  • Public Service Pension Plan – Virtual classroom delivery
  • Group Insurance Benefits Plan – Virtual classroom delivery

Topics covered for student employees:

  • Student Employment Bureau (SEB)
  • Youth NL (Office of Public Engagement – Youth)

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Guidelines for an Effective Employee Onboarding Program

Employee onboarding, as an integral part of Government's human resource development strategy, provides employees with the information necessary to begin or continue a successful career in the Newfoundland and Labrador Public Service. An effective Onboarding program promotes a broad understanding of Government as a public institution. The process contains a consistent message about work in the Public Service and the basic expectations of Government as an employer. Key to the success of any onboarding strategy is the working in tandem of a corporate level onboarding program that complements any department-specific onboarding initiatives.

Employees who are new to the job require essential information related to their work and their work environment. Within a reasonable time following their appointment, employees require orientation to their duties, work environment and terms and conditions of employment. The end result should be a solid foundation for a successful, long-term working relationship between employer and employee.

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Goals of Onboarding

An effective onboarding program is an ongoing process, allowing the new employee time to assimilate all the required information. It is a critical tool in making employees feel part of the organization and increasing employee engagement and loyalty.

The employee onboarding program will:

  • Demonstrate that the Government of Newfoundland and Labrador is an employer of choice, valuing each and every employee who joins the organization;
  • Welcome the individual to the organization, workplace, and the position;
  • Define and clarify work assignments, roles, and responsibilities;
  • Highlight Government's organizational structure, legislation, policies and procedures;
  • Build positive connections between the employee, co-workers, and the organization;
  • Consider the social and team-building aspects of employee development;
  • Make workplace resources readily available to the newly-hired individual;
  • Ensure the adoption of a "safety first" philosophy;
  • Exhibit our commitment to a diverse and inclusive workplace
  • Include department-specific components and corporate level components.

The Employee Onboarding Handbook is meant to support and complement the specific onboarding components of departments and agencies. A sample onboarding timeline and Onboarding Checklist PDF (286 KB) is provided as a guide to sharing information which is appropriate to the particular needs of the employee and the organization.

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Specific Roles and Responsibilities

Responsibility for onboarding of new employees is shared among senior executive, human resources personnel, the employee's director/ manager, the new employee, and central Government agencies. The new employee and the director / manager play the most significant roles in the orientation process.

Director / Manager

Preparation and planning are the key elements to successful employee onboarding. The new employee's director / manager plays a significant role in the onboarding process, recognizing it has a significant impact on employee engagement, productivity, and retention. Through a one-on-one relationship with the new employee and a comprehensive onboarding package, the director / manager establishes a foundation for work within a specific work area and a vehicle for new employees to integrate into the work place. The Director / Manager must ensure that each new employee receives a comprehensive onboarding experience that incorporates department-specific components as well as corporate-level components.


Every employee, whether new to the Public Service or a particular job, is encouraged to take an active role in the employee onboarding process. Participation in employee onboarding will ensure a smooth transition into a new position and provide a solid foundation for successful involvement and growth in the Public Service. With new people to meet, new places to explore, and an abundance of new information, employee onboarding is critical to learning job responsibilities, becoming familiar with performance expectations, and building positive working relationships.

Strategic Human Resource Management Division

Some elements of an employee onboarding experience are unique to departmental or agency needs. Each Strategic Human Resource Management Division (SHRM) in each department or agency ensures that all new employees receive consistent and essential information throughout the employee onboarding process. In addition to providing this information and having new employees complete the necessary paperwork, an effective onboarding process should introduce employees to the organization as a whole. The Strategic Human Resource Management Division works with managers and directors to ensure that the employee onboarding process is complete and that an appropriate follow-up takes place within a specified period of time.

Departmental Executive

Executive and Senior Management play a crucial role by welcoming individuals to their new positions. The Deputy Minister or designate is responsible to ensure onboarding is taking place and to outline the department / agency mission, goals, values and role as a Government organization.

Human Resource Secretariat

The Human Resource Secretariat (HRS) is responsible for providing leadership to the strategic human resource functions of the Provincial Government. The Secretariat's role in employee onboarding is to provide a framework for the process and to keep it all up to date.

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Manager's Onboarding Timeline

A manager's preparation and planning are key to the successful onboarding experience of a new employee. The timeline below is intended to provide manager's with a structured approach to ensure new employees are supported from the time of hiring through to the end of the first year on the job.

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