New Employee First Week Checklist for Healthcare & Allied Health
A structured checklist covering the essential activities and training needed during an employee's first week to build their confidence and competence.
Includes safeguards for Australian Privacy Principles (APPs), Medicare compliance, and health record management under the My Health Records Act. All patient data handling follows AHPRA guidelines.
Complete Checklist
- 1Complete detailed role-specific training on core tasks and processesCritical
- 2Walk through all relevant standard operating procedures
- 3Provide training on key software systems and tools used in the role
- 4Introduce the new employee to staff in other departments they will interact with
- 5Review patient service standards and communication expectations
- 6Explain the performance review process and how success is measuredCritical
- 7Walk through the leave application and approval process
- 8Explain overtime, penalty rates, and payroll processing timelines
- 9Review workplace behaviour expectations and the code of conduct
- 10Provide a treatment or service overview so the employee understands the business
- 11Allow shadowing time with experienced team members
- 12Set initial short-term goals for the first 30 daysCritical
- 13Conduct a daily informal check-in to answer questions and provide support
- 14Hold a formal end-of-week check-in to review progress and address concernsCritical
- 15Confirm the training schedule for weeks two through four
Frequently Asked Questions
How do we measure whether the first week of onboarding was successful?
Assess whether the employee can access all required systems, understands the basic expectations of their role, knows who to go to for help, feels welcomed by the team, and has a clear plan for the next few weeks. Gather feedback from both the new employee and their manager to identify any improvements for future onboarding.
What should the end-of-first-week check-in cover?
Ask how the employee is settling in, whether the role matches their expectations, if they have any concerns or questions, and what support they need. Review what they have learned and identify any gaps. Confirm the training plan for the coming weeks and reassure them that questions and mistakes are a normal part of learning.
How much training should happen in the first week versus on the job?
The first week should cover essential knowledge and safety training that the employee needs before they can work independently. Aim for a 50/50 split between formal training and supervised practical experience. People learn best by doing, so avoid overwhelming them with information-only sessions. Space training out over the first month for better retention.
Need help implementing these checks into your daily operations?
Our team can build custom checklists integrated into your daily operations workflow.