The RRISD Onboarding Framework is composed of seven phases that are designed to support the new hire through the first year in their new role.
Phase One: Welcome
New hires are both excited and nervous to start and want to be welcomed into their new school or department.
Phase Two: Students First
New hires are interacting with their students and peers for the first time and beginning to learn and adjust to school, classroom, and department procedures, norms and culture.
Phase Three: Collaboration
New hires are overwhelmed by the many demands of their schedule but remain hopeful and committed to classroom goals and student growth and departmental objectives and productivity. To foster this commitment and hope, collaboration as a team will help new hires reduce stress and find encouragement in each other and veteran team members.
Phase Four: Fun
New hires are in the toughest phase to get through, often battling low morale and the realization that things may not be going exactly according to plan. To best serve new hires, emphasis outside of the classroom or conference room should be on celebrating the joy and passion in supporting the students of RRISD.
Phase Five: Accountability
New hires have found time to re-charge and refresh. This phase encourages them to reflect on successes and failures and to take responsibility for individual and collective commitments moving forward into the new semester.
Phase Six: Equity
New hires are both proud of their accomplishments and anxious about fitting everything in before the end of the year. New hires have the opportunity to celebrate diversity and ensure the necessary resources are provided to facilitate student success and build equitable opportunity for all students.
Phase Seven: Integrity
New hires are excited about their accomplishments and intentionally reflect on their ability to follow through on promises and commitment throughout the year, with the purpose of developing a vision and renewed commitments for the upcoming school year.
Best practices throughout all phases:
- Weekly check-ins for August and September (move to monthly check-ins as appropriate)
- Monthly encouragement
- Thoughtful partnerships and network facilitation among staff
- Collaborative planning time
- Feedback mechanisms