Eight onboarding steps for a new care worker, each with its owner
Onboarding process slide with an owner on every step
An onboarding process slide shows the steps a new employee goes through from accepting an offer to being settled in the role, and who is responsible for each. This one maps eight steps at Haverleigh Care, a fictional care provider, from a signed offer to the 90 day review.
What is on the slide
- Title
- New Starter Onboarding
- Framing line
- Haverleigh Care, from signed offer to the 90 day review. Each step names its owner.
- Row one
- 01 Offer signed and returned, HR. 02 Police and visa checks cleared, HR. 03 Pay and super set up, Payroll. 04 Day one tour and buddy named, Manager.
- Row two
- 05 Mandatory training in week one, Educator. 06 Three shadow shifts, Buddy. 07 30 day check in, Manager. 08 90 day review and sign off, Manager.
When this is the right slide
Right when managers and HR need the whole journey from signed offer to probation review as eight ordered steps, each with the person who owns it.
What to swap it for
Grouping: 6 Step Cards. When the process has six steps, or two of the eight always happen together and should be merged.
What this slide shows
The title reads New Starter Onboarding, underlined by a brand rule, with the framing line: Haverleigh Care, from signed offer to the 90 day review, each step names its owner. Eight coloured boxes sit in two rows of four, joined by arrows from left to right, with a connector dropping from the end of the first row to the start of the second. 01 offer signed and returned, owner HR. 02 police and visa checks cleared, owner HR. 03 pay and super set up, owner Payroll. 04 day one tour and buddy named, owner Manager. 05 mandatory training in week one, owner Educator. 06 three shadow shifts, owner Buddy. 07 30 day check in, owner Manager. 08 90 day review and sign off, owner Manager. The boxes run through the theme's eight accent colours, from navy and blue in the top row to coral, gold, green and violet in the bottom row, and the text in each is centred. The slide has a faint diagonal shape in the lower right corner as part of the template background.
When this is the right slide
Use an onboarding process slide when HR, managers or new starters need to see the whole journey from offer to settled, and who owns each step: manager briefings, HR process reviews, induction sessions and audits of how new staff are brought in. It suits organisations with six to eight clear steps and several people involved. It is the wrong slide for a single day orientation program, which suits an agenda with times, and for a detailed checklist of forms and systems, which belongs in a document or the HR system. It is also wrong when the steps run in parallel rather than in order; this layout implies each step follows the last. The slide also helps a manager explain the first three months to the new starter on day one. Showing the eight boxes in the first meeting tells the person what is coming, who to ask, and when their 30 day and 90 day conversations will happen, which reduces early anxiety and early resignations.
How to adapt it
First, rewrite the eight steps for your organisation, keeping each to one short sentence plus its owner, and keep the order the new starter actually experiences. Second, add a timeframe to the steps that have a fixed one, such as week one or day 30, and leave the others untimed. Third, when your process has six steps rather than eight, or two of these steps always happen together, swap to the six step cards layout, which gives each step a larger card and more room for a second line. Review the slide with a recent new starter, who will tell you which step really happened late or not at all. Keep the owners as roles rather than names, such as Manager and Buddy, so the slide stays accurate when people change jobs, and put the names in the starter's own welcome pack instead.
What makes this slide work
Every box names its owner
Owner: HR, Owner: Payroll, Owner: Manager, Owner: Educator, Owner: Buddy. Each of the eight boxes ends with the person responsible, so the slide doubles as an accountability chart and the new starter can see who will look after them at each stage of their first three months.
The two rows split paperwork from people
The top row, offer, checks, pay and day one, is mostly HR and payroll getting the person ready to work. The bottom row, training, shadow shifts, the 30 day check in and the 90 day review, is the manager and team helping them settle. The return arrow marks the handover between the two.
Numbers make each step easy to refer to
Every box starts with its number, 01 to 08, so a manager can say step seven is overdue without describing it. Combined with the arrows from left to right and the drop from row one to row two, the numbering makes the order impossible to misread.
Questions people ask
How many steps should an onboarding process slide show?
Six to eight. This layout holds exactly eight, in two rows of four, which covers a typical journey from offer to probation review. Fewer than six and the slide hides real handovers; more than eight and the boxes get too small to read. Group small tasks, such as uniform and locker, into the day one step.
Why name an owner on every onboarding step?
Because onboarding fails at the handovers between people. When HR, payroll, the manager, the educator and the buddy each see their name on a step, nobody assumes someone else has it covered. Owners also tell the new starter who to ask at each point, which is often their biggest worry in week one.
Should onboarding steps include timeframes?
Where they are fixed, yes: mandatory training in week one, a 30 day check in, a 90 day review. Those give the manager dates to put in the calendar. Steps that depend on outside checks, such as police clearance, are better left without a time on the slide and tracked in the HR system.
What is the difference between onboarding and orientation?
Orientation is usually the first day or week: the tour, the paperwork, the introductions. Onboarding covers the whole period until the person is fully productive, often three to six months. This slide covers both, from the signed offer to the 90 day review, so day one is step four of eight rather than the whole story.
When should eight steps become six?
When two steps always happen together or have the same owner and timing, such as pay set up and super set up. Merge them rather than inventing a step to fill the eighth box. With six steps, a six card layout gives each one more room and reads more clearly than eight boxes with two thin ones.
How do I present an onboarding process to managers?
Walk the top row quickly, since HR and payroll own most of it, then slow down on the bottom row, where the manager and buddy carry the work. Stress the 30 day check in, which is the step most often skipped. Ask each manager to diarise steps seven and eight for their next starter.
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