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	Executive Onboarding - Training and Development Policy Wiki
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GhyZWY9Ii9zdWl0YWJpbGl0eS9zdWl0YWJpbGl0eS1leGVjdXRpdmUtYWdlbnQvc3VpdGFiaWxpdHktdHJhaW5pbmcvIj48c3Bhbj5TdWl0YWJpbGl0eSBUcmFpbmluZzwvc3Bhbj48L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9zdWl0YWJpbGl0eS9zdWl0YWJpbGl0eS1leGVjdXRpdmUtYWdlbnQvb3ZlcnNpZ2h0LyI+PHNwYW4+T3ZlcnNpZ2h0PC9zcGFuPjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3N1aXRhYmlsaXR5L3N1aXRhYmlsaXR5LWV4ZWN1dGl2ZS1hZ2VudC9wb2xpY3kvIj48c3Bhbj5Qb2xpY3k8L3NwYW4+PC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvc3VpdGFiaWxpdHkvc3VpdGFiaWxpdHktYW5kLWNyZWRlbnRpYWxpbmctZmFxcy8iPjxzcGFuPkZyZXF1ZW50bHkgQXNrZWQgUXVlc3Rpb25zPC9zcGFuPjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3N1aXRhYmlsaXR5L2NvbnRhY3Qtc3VpdGVhLyI+PHNwYW4+Q29udGFjdCBTdWl0RUE8L3NwYW4+PC9hPjwvbGk+DQoJCTwvdWw+PC9kaXY+PGRpdiBjbGFzcz0iRmVhdHVyZWRfQ29udGFpbmVyIiBwYXJlbnRwYXRoPSIvc3VpdGFiaWxpdHkvIj48L2Rpdj48L3RkPjx0ZCBjbGFzcz0iZGROYXZFZGdlIGRkTmF2RWRnZVJpZ2h0Ij48L3RkPjwvdHI+PHRyPjx0ZCBjbGFzcz0iZGROYXZDb3JuZXIgZGROYXZDb3JuZXJCTCI+PC90ZD48dGQgY2xhc3M9ImRkTmF2RWRnZSBkZE5hdkVkZ2VCb3R0b20iPjxhIGNsYXNzPSJ0b2dnbGVOYXZIaWRlIiBocmVmPSIjIj5DbG9zZSBNZW51PC9hPjwvdGQ+PHRkIGNsYXNzPSJkZE5hdkNvcm5lciBkZE5hdkNvcm5lckJSIj48L3RkPjwvdHI+PC90YWJsZT48L2Rpdj4NCgkJCQkJPC9saT4NCgkJPGxpIGNsYXNzPSJzZXJ2aWNlcyI+PGEgaHJlZj0iL3NlcnZpY2VzLWZvci1hZ2VuY2llcy8iPjxzcGFuPkFnZW5jeSBTZXJ2aWNlczwvc3Bhbj48L2E+PGEgY2xhc3M9InRvZ2dsZU5hdlNob3ciIGhyZWY9IiMiPg0KICAgICAgICAgICAgICAgICAgT3BlbiAiQWdlbmN5IFNlcnZpY2VzIiBTdWJtZW51DQogICAgICAgICAgICAgICAgPC9hPjxkaXYgY2xhc3M9ImRkTmF2V3JhcHBlciI+PHRhYmxlIGNlbGxwYWRkaW5nPSIwIiBjZWxsc3BhY2luZz0iMCI+PHRyPjx0ZCBjbGFzcz0iZGROYXZDb3JuZXIgZGROYXZDb3JuZXJUTCI+PC90ZD48dGQgY2xhc3M9ImRkTmF2RWRnZSBkZE5hdkVkZ2VUb3AiPjwvdGQ+PHRkIGNsYXNzPSJkZE5hdkNvcm5lciBkZE5hdkNvcm5lclRSIj48L3RkPjwvdHI+PHRyPjx0ZCBjbGFzcz0iZGROYXZFZGdlIGRkTmF2RWRnZUxlZnQiPjwvdGQ+PHRkIGNsYXNzPSImI3hEOyYjeEE7ICAgICAgICAgICAgICAgICAgICAgICAgICBkZE5hdkJvZHkgSGFzRmVhdHVyZWRDb250ZW50JiN4RDsmI3hBOyAgICAgICAgICAgICAgICAgICAgICAgICAgIj48ZGl2IGNsYXNzPSJTZWNvbmRhcnlOYXZfV3JhcHBlciIgcGFyZW50bmF2aXRlbT0iL3NlcnZpY2VzLWZvci1hZ2VuY2llcy8iPjx1bCBjbGFzcz0iU2Vjb25kYXJ5TmF2IEZpcnN0Q29sdW1uIj48bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3NlcnZpY2VzLWZvci1hZ2VuY2llcy9jbGFzc2lmaWNhdGlvbi1qb2ItZGVzaWduLyI+PHNwYW4+Q2xhc3NpZmljYXRpb24gJmFtcDsgSm9iIERlc2lnbjwvc3Bhbj48L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9zZXJ2aWNlcy1mb3ItYWdlbmNpZXMvd29ya2ZvcmNlLXJlc3RydWN0dXJpbmcvIj48c3Bhbj5Xb3JrZm9yY2UgUmVzdHJ1Y3R1cmluZzwvc3Bhbj48L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9zZXJ2aWNlcy1mb3ItYWdlbmNpZXMvd29ya2ZvcmNlLXN1Y2Nlc3Npb24tcGxhbm5pbmcvIj48c3Bhbj5Xb3JrZm9yY2UgJmFtcDsgU3VjY2Vzc2lvbiBQbGFubmluZzwvc3Bhbj48L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9zZXJ2aWNlcy1mb3ItYWdlbmNpZXMvcmVjcnVpdGluZy1zdGFmZmluZy1zb2x1dGlvbnMvIj48c3Bhbj5SZWNydWl0aW5nICZhbXA7IFN0YWZmaW5nIFNvbHV0aW9uczwvc3Bhbj48L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9zZXJ2aWNlcy1mb3ItYWdlbmNpZXMvYXNzZXNzbWVudC1ldmFsdWF0aW9uLyI+PHNwYW4+QXNzZXNzbWVudCAmYW1wOyBFdmFsdWF0aW9uPC9zcGFuPjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3NlcnZpY2VzLWZvci1hZ2VuY2llcy9mZWRlcmFsLWxlYWRlcnNoaXAtZGV2ZWxvcG1lbnQtcHJvZ3JhbXMvIj48c3Bhbj5GZWRlcmFsIExlYWRlcnNoaXAgUHJvZ3JhbXM8L3NwYW4+PC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvc2VydmljZXMtZm9yLWFnZW5jaWVzL2NlbnRlci1mb3ItbGVhZGVyc2hpcC1kZXZlbG9wbWVudC8iPjxzcGFuPkNlbnRlciBGb3IgTGVhZGVyc2hpcCBEZXZlbG9wbWVudDwvc3Bhbj48L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9zZXJ2aWNlcy1mb3ItYWdlbmNpZXMvcGVyZm9ybWFuY2UtbWFuYWdlbWVudC8iPjxzcGFuPlBlcmZvcm1hbmNlIE1hbmFnZW1lbnQ8L3NwYW4+PC9hPjwvbGk+DQoJCQ0KCQkNCgkJDQoJCQ0KCQkNCgkJDQoJCQ0KCQk8L3VsPjx1bCBjbGFzcz0iU2Vjb25kYXJ5TmF2IFNlY29uZENvbHVtbiI+DQoJCQ0KCQkNCgkJDQoJCQ0KCQkNCgkJDQoJCQ0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3NlcnZpY2VzLWZvci1hZ2VuY2llcy90ZWxld29yay1hbmQtaHlicmlkLXNvbHV0aW9ucy8iPjxzcGFuPlRlbGV3b3JrIGFuZCBIeWJyaWQgU29sdXRpb25zPC9zcGFuPjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3NlcnZpY2VzLWZvci1hZ2VuY2llcy90ZWNobm9sb2d5LXN5c3RlbXMvIj48c3Bhbj5UZWNobm9sb2d5IFN5c3RlbXM8L3NwYW4+PC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvc2VydmljZXMtZm9yLWFnZW5jaWVzL2h1bWFuLWNhcGl0YWwtaW5kdXN0cnktc29sdXRpb25zLyI+PHNwYW4+SHVtYW4gQ2FwaXRhbCBJbmR1c3RyeSBTb2x1dGlvbnM8L3NwYW4+PC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvc2VydmljZXMtZm9yLWFnZW5jaWVzL2hyLWxpbmUtb2YtYnVzaW5lc3MvIj48c3Bhbj5IdW1hbiBSZXNvdXJjZXMgTGluZSBvZiBCdXNpbmVzczwvc3Bhbj48L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9zZXJ2aWNlcy1mb3ItYWdlbmNpZXMvYWRtaW5pc3RyYXRpdmUtbGF3LWp1ZGdlcy8iPjxzcGFuPkFkbWluaXN0cmF0aXZlIExhdyBKdWRnZXM8L3NwYW4+PC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSJodHRwOi8vd3d3LmZlYi5nb3YiPjxzcGFuPkZlZGVyYWwgRXhlY3V0aXZlIEJvYXJkczwvc3Bhbj48L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9zZXJ2aWNlcy1mb3ItYWdlbmNpZXMvY29udGFjdC1hZ2VuY3ktc2VydmljZXMvIj48c3Bhbj5Db250YWN0IEFnZW5jeSBTZXJ2aWNlczwvc3Bhbj48L2E+PC9saT4NCgkJPC91bD48L2Rpdj48ZGl2IGNsYXNzPSJGZWF0dXJlZF9Db250YWluZXIiIHBhcmVudHBhdGg9Ii9zZXJ2aWNlcy1mb3ItYWdlbmNpZXMvIj48L2Rpdj48L3RkPjx0ZCBjbGFzcz0iZGROYXZFZGdlIGRkTmF2RWRnZVJpZ2h0Ij48L3RkPjwvdHI+PHRyPjx0ZCBjbGFzcz0iZGROYXZDb3JuZXIgZGROYXZDb3JuZXJCTCI+PC90ZD48dGQgY2xhc3M9ImRkTmF2RWRnZSBkZE5hdkVkZ2VCb3R0b20iPjxhIGNsYXNzPSJ0b2dnbGVOYXZIaWRlIiBocmVmPSIjIj5DbG9zZSBNZW51PC9hPjwvdGQ+PHRkIGNsYXNzPSJkZE5hdkNvcm5lciBkZE5hdkNvcm5lckJSIj48L3RkPjwvdHI+PC90YWJsZT48L2Rpdj4NCgkJCQkJPC9saT4NCgkJPGxpIGNsYXNzPSJuZXdzIj48YSBocmVmPSIvbmV3cy8iPjxzcGFuPk5ld3M8L3NwYW4+PC9hPjxhIGNsYXNzPSJ0b2dnbGVOYXZTaG93IiBocmVmPSIjIj4NCiAgICAgICAgICAgICAgICAgIE9wZW4gIk5ld3MiIFN1Ym1lbnUNCiAgICAgICAgICAgICAgICA8L2E+PGRpdiBjbGFzcz0iZGROYXZXcmFwcGVyIj48dGFibGUgY2VsbHBhZGRpbmc9IjAiIGNlbGxzcGFjaW5nPSIwIj48dHI+PHRkIGNsYXNzPSJkZE5hdkNvcm5lciBkZE5hdkNvcm5lclRMIj48L3RkPjx0ZCBjbGFzcz0iZGROYXZFZGdlIGRkTmF2RWRnZVRvcCI+PC90ZD48dGQgY2xhc3M9ImRkTmF2Q29ybmVyIGRkTmF2Q29ybmVyVFIiPjwvdGQ+PC90cj48dHI+PHRkIGNsYXNzPSJkZE5hdkVkZ2UgZGROYXZFZGdlTGVmdCI+PC90ZD48dGQgY2xhc3M9IiYjeEQ7JiN4QTsgICAgICAgICAgICAgICAgICAgICAgICAgIGRkTmF2Qm9keSBIYXNGZWF0dXJlZENvbnRlbnQmI3hEOyYjeEE7ICAgICAgICAgICAgICAgICAgICAgICAgICAiPjxkaXYgY2xhc3M9IlNlY29uZGFyeU5hdl9XcmFwcGVyIiBwYXJlbnRuYXZpdGVtPSIvbmV3cy8iPjx1bCBjbGFzcz0iU2Vjb25kYXJ5TmF2Ij48bGkgY2xhc3M9IiI+PGEgaHJlZj0iL25ld3MvbGF0ZXN0LW5ld3MvIj48c3Bhbj5MYXRlc3QgTmV3czwvc3Bhbj48L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9uZXdzL3NwZWVjaGVzLXJlbWFya3MvIj48c3Bhbj5TcGVlY2hlcyAmYW1wOyBSZW1hcmtzPC9zcGFuPjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iaHR0cDovL3d3dy5jaGNvYy5nb3YvdHJhbnNtaXR0YWxzL2luZGV4LmFzcHgiPjxzcGFuPk1lbW9zIHRvIEFnZW5jaWVzPC9zcGFuPjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL25ld3MvdGVzdGltb255LyI+PHNwYW4+VGVzdGltb255PC9zcGFuPjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL25ld3MvbGVnaXNsYXRpdmUtcHJvcG9zYWxzLyI+PHNwYW4+TGVnaXNsYXRpdmUgUHJvcG9zYWxzPC9zcGFuPjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL25ld3MvdHJpYmFsLWNvbnN1bHRhdGlvbi8iPjxzcGFuPlRyaWJhbCBDb25zdWx0YXRpb248L3NwYW4+PC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvbmV3cy9yZXBvcnRzLXB1YmxpY2F0aW9ucy8iPjxzcGFuPlJlcG9ydHMgJmFtcDsgUHVibGljYXRpb25zPC9zcGFuPjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL25ld3Mvc29jaWFsLW1lZGlhLXByZXNlbmNlLyI+PHNwYW4+U29jaWFsIE1lZGlhIFByZXNlbmNlPC9zcGFuPjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL25ld3MvZmVlZHMtYmxvZ3MtYW5kLWxpc3RzLyI+PHNwYW4+RmVlZHMsIEJsb2dzICZhbXA7IExpc3RzPC9zcGFuPjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iaHR0cDovL2FyY2hpdmUub3BtLmdvdiI+PHNwYW4+V2Vic2l0ZSBBcmNoaXZlPC9zcGFuPjwvYT48L2xpPg0KCQk8L3VsPjwvZGl2PjxkaXYgY2xhc3M9IkZlYXR1cmVkX0NvbnRhaW5lciIgcGFyZW50cGF0aD0iL25ld3MvIj48L2Rpdj48L3RkPjx0ZCBjbGFzcz0iZGROYXZFZGdlIGRkTmF2RWRnZVJpZ2h0Ij48L3RkPjwvdHI+PHRyPjx0ZCBjbGFzcz0iZGROYXZDb3JuZXIgZGROYXZDb3JuZXJCTCI+PC90ZD48dGQgY2xhc3M9ImRkTmF2RWRnZSBkZE5hdkVkZ2VCb3R0b20iPjxhIGNsYXNzPSJ0b2dnbGVOYXZIaWRlIiBocmVmPSIjIj5DbG9zZSBNZW51PC9hPjwvdGQ+PHRkIGNsYXNzPSJkZE5hdkNvcm5lciBkZE5hdkNvcm5lckJSIj48L3RkPjwvdHI+PC90YWJsZT48L2Rpdj4NCgkJCQkJPC9saT4NCgkJDQoJCQ0KCQkNCgkJDQoJCQ0KCQkNCgkJDQoJCQ0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL2d1aWRhbmNlLyI+PHNwYW4+R3VpZGFuY2U8L3NwYW4+PC9hPjwvbGk+DQoJCQ0KCQkNCgkJDQoJCQ0KCQkNCgkJDQoJCQ0KCQkNCgkJDQoJCQ0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3BvbGljeS1kYXRhLW92ZXJzaWdodC9zbm93LWRpc21pc3NhbC1wcm9jZWR1cmVzL2N1cnJlbnQtc3RhdHVzLyI+PHNwYW4+T3BlcmF0aW5nIFN0YXR1czwvc3Bhbj48L2E+PC9saT4NCgkJPC91bD5kAgUPFgQfBgXNATxhIGhyZWY9Ii8iIGNsYXNzPSJsZXZlbDAgcGFyZW50Ij5PUE0uZ292IE1haW48L2E+PGEgaHJlZj0iaHR0cHM6Ly93d3cub3BtLmdvdi93aWtpL3RyYWluaW5nIiBjbGFzcz0ibGV2ZWwxIHBhcmVudCI+VHJhaW5pbmcgYW5kIERldmVsb3BtZW50IFBvbGljeSBXaWtpPC9hPjxzcGFuIGNsYXNzPSJjdXJyZW50Ij5FeGVjdXRpdmUgT25ib2FyZGluZzwvc3Bhbj4fA2dkAgcPFgIeBWNsYXNzBRdNYWluQ29udGVudCBXaWtpQ29udGVudBYEAgEPFgQfBmUfA2hkAgMPZBYGZg9kFggCAQ9kFgJmD2QWBgIBDxYCHwNoZAICDxYCHwNoZAIDDxYCHwNoZAIDD2QWAmYPZBYCAgEPDxYCHghJbWFnZVVybAUqaHR0cHM6Ly93d3cub3BtLmdvdi93aWtpL2ltYWdlcy9zZWFyY2gucG5nZGQCBw9kFgJmD2QWCGYPFCsCAgUHU2lnbiBJbmRkAg0PFgIfA2hkAhMPZBYCZg8VARBGb3Jnb3QgUGFzc3dvcmQ/ZAIWDxQrAgFkZAIJDw8WAh8DaGRkAgEPDxYCHwNoZGQCAg9kFgICAQ9kFgYCAQ9kFgICAQ8WAh8DaBYEAgEPDxYCHwNoZGQCAg8PFgIfA2hkZAICDzwrAAkBAA8WBB4IRGF0YUtleXMWAB8EAgNkFgZmD2QWAmYPFQMPQ2F0ZWdvcml6ZWQgYXM6P2h0dHBzOi8vd3d3Lm9wbS5nb3Yvd2lraS90cmFpbmluZy9BbGxQYWdlcy5hc3B4P1RhZz1vcmllbnRhdGlvbgtvcmllbnRhdGlvbmQCAg9kFgJmDxUDAD5odHRwczovL3d3dy5vcG0uZ292L3dpa2kvdHJhaW5pbmcvQWxsUGFnZXMuYXNweD9UYWc9b25ib2FyZGluZwpvbmJvYXJkaW5nZAIED2QWAmYPFQMAO2h0dHBzOi8vd3d3Lm9wbS5nb3Yvd2lraS90cmFpbmluZy9BbGxQYWdlcy5hc3B4P1RhZz1uZXctc2VzB05ldyBTRVNkAgQPFgIfA2hkAgkPFgIfBgXeZQ0KCQkJCTxkaXYgY2xhc3M9Im9wbSI+DQoJCQkJICA8aDM+VS5TLiBPZmZpY2Ugb2YgUGVyc29ubmVsIE1hbmFnZW1lbnQ8L2gzPg0KCQkJCSAgPHA+MTkwMCBFIFN0cmVldCwgTlcsIFdhc2hpbmd0b24sIERDIDIwNDE1PC9wPg0KCQkJCSAgPHA+MjAyLTYwNi0xODAwPC9wPg0KCQkJCSAgPHA+PGEgaHJlZj0iaHR0cDovL2ZlZGVyYWxyZWxheS51cy8iIGNsYXNzPSJMZWF2aW5nIERhcmsiPkZlZGVyYWwgUmVsYXkgU2VydmljZTwvYT48L3A+DQoJCQkJPC9kaXY+DQoJCQkJPHVsIGNsYXNzPSJHbG9iYWxMaW5rc0xlZnQiPg0KCQkJCSAgPGxpPjxhIGhyZWY9Ii9hLXotaW5kZXgvIj5BIC0gWiBJbmRleDwvYT48L2xpPg0KCQkJCSAgPGxpPjxhIGhyZWY9Ii9GQVFzLyI+RkFRczwvYT48L2xpPg0KCQkJCSAgPGxpPjxhIGhyZWY9Ii9mb3Jtcy8iPkZvcm1zPC9hPjwvbGk+DQoJCQkJICA8bGk+PGEgaHJlZj0iL25ld3MvcmVwb3J0cy1wdWJsaWNhdGlvbnMvIj5SZXBvcnRzICZhbXA7IFB1YmxpY2F0aW9uczwvYT48L2xpPg0KCQkJCSAgPGxpPjxhIGhyZWY9Ii9jb21iaW5lZC1mZWRlcmFsLWNhbXBhaWduLyI+Q29tYmluZWQgRmVkZXJhbCBDYW1wYWlnbjwvYT48L2xpPg0KCQkJCTwvdWw+DQoJCQkJPHVsIGNsYXNzPSJHbG9iYWxMaW5rc01pZGRsZSI+DQoJCQkJICA8bGk+PGEgaHJlZj0iL3N1c3RhaW5hYmlsaXR5LyI+U3VzdGFpbmFiaWxpdHk8L2E+PC9saT4NCgkJCQkgIDxsaT48YSBocmVmPSIvcmVjb3ZlcnktYWN0LyI+UmVjb3ZlcnkgQWN0PC9hPjwvbGk+DQoJCQkJICA8bGk+PGEgaHJlZj0iL2luZm9ybWF0aW9uLW1hbmFnZW1lbnQvZnJlZWRvbS1vZi1pbmZvcm1hdGlvbi1hY3QvIj5GT0lBPC9hPjwvbGk+DQoJCQkJICA8bGk+PGEgaHJlZj0iL2luZm9ybWF0aW9uLW1hbmFnZW1lbnQvIj5JbmZvcm1hdGlvbiBNYW5hZ2VtZW50PC9hPjwvbGk+DQoJCQkJICA8bGk+PGEgaHJlZj0iL2luZm9ybWF0aW9uLW1hbmFnZW1lbnQvbm8tZmVhci1hY3QvIj5ObyBGZWFyIEFjdDwvYT48L2xpPg0KCQkJCTwvdWw+DQoJCQkJPHVsIGNsYXNzPSJHbG9iYWxMaW5rc1JpZ2h0Ij4NCgkJCQkgIDxsaT48YSBocmVmPSIvb3VyLWluc3BlY3Rvci1nZW5lcmFsLyI+SW5zcGVjdG9yIEdlbmVyYWw8L2E+PC9saT4NCgkJCQkgIDxsaT48YSBocmVmPSJodHRwOi8vd3d3LnVzb2dlLmdvdiIgY2xhc3M9IkxlYXZpbmcgRGFyayI+RXRoaWNzPC9hPjwvbGk+DQoJCQkJICA8bGk+PGEgaHJlZj0iaHR0cDovL3d3dy51c2EuZ292LyIgY2xhc3M9IkxlYXZpbmcgRGFyayI+VVNBLmdvdjwvYT48L2xpPg0KCQkJCSAgPGxpPjxhIGhyZWY9Imh0dHA6Ly93d3cub3NjLmdvdiIgY2xhc3M9IkxlYXZpbmcgRGFyayI+T2ZmaWNlIG9mIFNwZWNpYWwgQ291bnNlbDwvYT48L2xpPg0KCQkJCSAgPGxpPjxhIGhyZWY9Ii9pbmZvcm1hdGlvbi1tYW5hZ2VtZW50L3ByaXZhY3ktcG9saWN5LyI+UHJpdmFjeSBQb2xpY3k8L2E+PC9saT4NCgkJCQk8L3VsPg0KDQoJCQkJPHVsIGlkPSJTaXRlbWFwIj48bGkgY2xhc3M9ImFib3V0LXVzIj48YSBocmVmPSIvYWJvdXQtdXMvIj5BYm91dDwvYT48dWw+PGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9hYm91dC11cy8iPk91ciBBZ2VuY3k8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9hYm91dC11cy9vdXItZGlyZWN0b3IvIj5PdXIgRGlyZWN0b3I8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9hYm91dC11cy9vdXItaW5zcGVjdG9yLWdlbmVyYWwvIj5PdXIgSW5zcGVjdG9yIEdlbmVyYWw8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9hYm91dC11cy9vdXItbWlzc2lvbi1yb2xlLWhpc3RvcnkvIj5PdXIgTWlzc2lvbiwgUm9sZSAmYW1wOyBIaXN0b3J5PC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvYWJvdXQtdXMvb3VyLXBlb3BsZS1vcmdhbml6YXRpb24vIj5PdXIgUGVvcGxlICZhbXA7IE9yZ2FuaXphdGlvbjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL2Fib3V0LXVzL2NhcmVlcnMtYXQtb3BtLyI+Q2FyZWVycyBhdCBPUE08L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9hYm91dC11cy9kb2luZy1idXNpbmVzcy13aXRoLW9wbS8iPkRvaW5nIEJ1c2luZXNzIHdpdGggT1BNPC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvYWJvdXQtdXMvYnVkZ2V0LXBlcmZvcm1hbmNlLyI+QnVkZ2V0ICZhbXA7IFBlcmZvcm1hbmNlPC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvYWJvdXQtdXMvb3Blbi1nb3Zlcm5tZW50LyI+T3BlbiBHb3Zlcm5tZW50PC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvYWJvdXQtdXMvZ2V0LWhlbHAvIj5HZXQgSGVscDwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL2Fib3V0LXVzL2NvbnRhY3QtdXMvIj5Db250YWN0IFVzPC9hPjwvbGk+DQoJCTwvdWw+DQoJCQkJCTwvbGk+DQoJCTxsaSBjbGFzcz0icG9saWN5Ij48YSBocmVmPSIvcG9saWN5LWRhdGEtb3ZlcnNpZ2h0LyI+UG9saWN5PC9hPjx1bD48bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3BvbGljeS1kYXRhLW92ZXJzaWdodC9hc3Nlc3NtZW50LWFuZC1zZWxlY3Rpb24vIj5Bc3Nlc3NtZW50ICZhbXA7IFNlbGVjdGlvbjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3BvbGljeS1kYXRhLW92ZXJzaWdodC9jbGFzc2lmaWNhdGlvbi1xdWFsaWZpY2F0aW9ucy8iPkNsYXNzaWZpY2F0aW9uICZhbXA7IFF1YWxpZmljYXRpb25zPC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvcG9saWN5LWRhdGEtb3ZlcnNpZ2h0L2RhdGEtYW5hbHlzaXMtZG9jdW1lbnRhdGlvbi8iPkRhdGEsIEFuYWx5c2lzICZhbXA7IERvY3VtZW50YXRpb248L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9wb2xpY3ktZGF0YS1vdmVyc2lnaHQvZGlzYWJpbGl0eS1lbXBsb3ltZW50LyI+RGlzYWJpbGl0eSBFbXBsb3ltZW50PC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvcG9saWN5LWRhdGEtb3ZlcnNpZ2h0L2RpdmVyc2l0eS1lcXVpdHktaW5jbHVzaW9uLWFuZC1hY2Nlc3NpYmlsaXR5LyI+RGl2ZXJzaXR5LCBFcXVpdHksIEluY2x1c2lvbiwgYW5kIEFjY2Vzc2liaWxpdHk8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9wb2xpY3ktZGF0YS1vdmVyc2lnaHQvY2hpZWYtZGl2ZXJzaXR5LW9mZmljZXJzLWV4ZWN1dGl2ZS1jb3VuY2lsLyI+Q0RPRSBDb3VuY2lsPC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvcG9saWN5LWRhdGEtb3ZlcnNpZ2h0L2NoaWVmLWh1bWFuLWNhcGl0YWwtb2ZmaWNlcnMtY291bmNpbC8iPkNIQ08gQ291bmNpbDwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3BvbGljeS1kYXRhLW92ZXJzaWdodC9jb3ZpZC0xOS8iPkNvcm9uYXZpcnVzIERpc2Vhc2UgMjAxOTwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3BvbGljeS1kYXRhLW92ZXJzaWdodC9lbXBsb3llZS1yZWxhdGlvbnMvIj5FbXBsb3llZSBSZWxhdGlvbnM8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9wb2xpY3ktZGF0YS1vdmVyc2lnaHQvZnV0dXJlLW9mLXRoZS13b3JrZm9yY2UvIj5GdXR1cmUgb2YgdGhlIFdvcmtmb3JjZTwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3BvbGljeS1kYXRhLW92ZXJzaWdodC9oaXJpbmctaW5mb3JtYXRpb24vIj5IaXJpbmcgSW5mb3JtYXRpb248L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9wb2xpY3ktZGF0YS1vdmVyc2lnaHQvaHVtYW4tY2FwaXRhbC1tYW5hZ2VtZW50LyI+SHVtYW4gQ2FwaXRhbCBNYW5hZ2VtZW50PC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvcG9saWN5LWRhdGEtb3ZlcnNpZ2h0L2h1bWFuLWNhcGl0YWwtZnJhbWV3b3JrLyI+SHVtYW4gQ2FwaXRhbCBGcmFtZXdvcms8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9wb2xpY3ktZGF0YS1vdmVyc2lnaHQvbGFib3ItbWFuYWdlbWVudC1yZWxhdGlvbnMvIj5MYWJvci1NYW5hZ2VtZW50IFJlbGF0aW9uczwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3BvbGljeS1kYXRhLW92ZXJzaWdodC9vdmVyc2lnaHQtYWN0aXZpdGllcy8iPk92ZXJzaWdodCBBY3Rpdml0aWVzPC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvcG9saWN5LWRhdGEtb3ZlcnNpZ2h0L3BhbmRlbWljLWluZm9ybWF0aW9uLyI+UGFuZGVtaWMgSW5mb3JtYXRpb248L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9wb2xpY3ktZGF0YS1vdmVyc2lnaHQvcGF5LWxlYXZlLyI+UGF5ICZhbXA7IExlYXZlPC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvcG9saWN5LWRhdGEtb3ZlcnNpZ2h0L3BlcmZvcm1hbmNlLW1hbmFnZW1lbnQvIj5QZXJmb3JtYW5jZSBNYW5hZ2VtZW50PC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvcG9saWN5LWRhdGEtb3ZlcnNpZ2h0L3Nlbmlvci1leGVjdXRpdmUtc2VydmljZS8iPlNlbmlvciBFeGVjdXRpdmUgU2VydmljZTwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3BvbGljeS1kYXRhLW92ZXJzaWdodC9zZXR0bGVtZW50LWd1aWRlbGluZXMvIj5TZXR0bGVtZW50IEd1aWRlbGluZXM8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9wb2xpY3ktZGF0YS1vdmVyc2lnaHQvc25vdy1kaXNtaXNzYWwtcHJvY2VkdXJlcy8iPlNub3cgJmFtcDsgRGlzbWlzc2FsIFByb2NlZHVyZXM8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9wb2xpY3ktZGF0YS1vdmVyc2lnaHQvdHJhaW5pbmctYW5kLWRldmVsb3BtZW50LyI+VHJhaW5pbmcgJmFtcDsgRGV2ZWxvcG1lbnQ8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9wb2xpY3ktZGF0YS1vdmVyc2lnaHQvdmV0ZXJhbnMtc2VydmljZXMvIj5WZXRlcmFucyBTZXJ2aWNlczwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3BvbGljeS1kYXRhLW92ZXJzaWdodC93b3JrbGlmZS8iPldvcmstTGlmZTwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3BvbGljeS1kYXRhLW92ZXJzaWdodC93b3JrZm9yY2UtcmVzdHJ1Y3R1cmluZy8iPldvcmtmb3JjZSBSZXN0cnVjdHVyaW5nPC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvcG9saWN5LWRhdGEtb3ZlcnNpZ2h0L3BvbGljeS1mYXFzLyI+UG9saWN5IEZBUXM8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9wb2xpY3ktZGF0YS1vdmVyc2lnaHQvY29udGFjdC1wb2xpY3ltYWtlcnMvIj5Db250YWN0IFBvbGljeW1ha2VyczwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3BvbGljeS1kYXRhLW92ZXJzaWdodC90YWxlbnQtc3VyZ2UtcGxheWJvb2svIj5UYWxlbnQgU3VyZ2UgUGxheWJvb2s8L2E+PC9saT4NCgkJPC91bD4NCgkJCQkJPC9saT4NCgkJPGxpIGNsYXNzPSJpbnN1cmFuY2UiPjxhIGhyZWY9Ii9oZWFsdGhjYXJlLWluc3VyYW5jZS8iPkluc3VyYW5jZTwvYT48dWw+PGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9oZWFsdGhjYXJlLWluc3VyYW5jZS9saWZlLWV2ZW50cy8iPkxpZmUgRXZlbnRzPC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvaGVhbHRoY2FyZS1pbnN1cmFuY2UvY2hhbmdlcy1pbi1oZWFsdGgtY292ZXJhZ2UvIj5DaGFuZ2VzIGluIEhlYWx0aCBDb3ZlcmFnZTwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL2hlYWx0aGNhcmUtaW5zdXJhbmNlL2hlYWx0aGNhcmUvIj5IZWFsdGhjYXJlPC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvaGVhbHRoY2FyZS1pbnN1cmFuY2UvaGVhbHRoY2FyZS9wbGFuLWluZm9ybWF0aW9uL2NvbXBhcmUtcGxhbnMvIj5GRUhCIFBsYW4gQ29tcGFyaXNvbiBUb29sPC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvaGVhbHRoY2FyZS1pbnN1cmFuY2UvZGVudGFsLXZpc2lvbi8iPkRlbnRhbCAmYW1wOyBWaXNpb248L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9oZWFsdGhjYXJlLWluc3VyYW5jZS9oZWFsdGhjYXJlL3BsYW4taW5mb3JtYXRpb24vY29tcGFyZS1wbGFucy9mZWR2aXAvIj5GRURWSVAgUGxhbiBDb21wYXJpc29uIFRvb2w8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9oZWFsdGhjYXJlLWluc3VyYW5jZS9saWZlLWluc3VyYW5jZS8iPkxpZmUgSW5zdXJhbmNlPC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvaGVhbHRoY2FyZS1pbnN1cmFuY2UvZmxleGlibGUtc3BlbmRpbmctYWNjb3VudHMvIj5GbGV4aWJsZSBTcGVuZGluZyBBY2NvdW50czwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL2hlYWx0aGNhcmUtaW5zdXJhbmNlL2xvbmctdGVybS1jYXJlLyI+TG9uZyBUZXJtIENhcmU8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9oZWFsdGhjYXJlLWluc3VyYW5jZS90cmliYWwtZW1wbG95ZXJzLyI+VHJpYmFsIEVtcGxveWVyczwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL2hlYWx0aGNhcmUtaW5zdXJhbmNlL3NwZWNpYWwtaW5pdGlhdGl2ZXMvIj5TcGVjaWFsIEluaXRpYXRpdmVzPC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvaGVhbHRoY2FyZS1pbnN1cmFuY2UvaW5zdXJhbmNlLWdsb3NzYXJ5LyI+SW5zdXJhbmNlIEdsb3NzYXJ5PC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvaGVhbHRoY2FyZS1pbnN1cmFuY2UvaW5zdXJhbmNlLWZhcXMvIj5JbnN1cmFuY2UgRkFRczwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL2hlYWx0aGNhcmUtaW5zdXJhbmNlL2NvbnRhY3QtaGVhbHRoY2FyZS1pbnN1cmFuY2UvIj5Db250YWN0IEhlYWx0aGNhcmUgJmFtcDsgSW5zdXJhbmNlPC9hPjwvbGk+DQoJCQ0KCQkNCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9oZWFsdGhjYXJlLWluc3VyYW5jZS9hZmZvcmRhYmxlLWNhcmUtYWN0LyI+VGhlIEFmZm9yZGFibGUgQ2FyZSBBY3Q8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9oZWFsdGhjYXJlLWluc3VyYW5jZS9wc2hiLyI+UG9zdGFsIFNlcnZpY2UgSGVhbHRoIEJlbmVmaXRzIFByb2dyYW08L2E+PC9saT4NCgkJPC91bD4NCgkJCQkJPC9saT4NCgkJPGxpIGNsYXNzPSJyZXRpcmVtZW50Ij48YSBocmVmPSIvcmV0aXJlbWVudC1jZW50ZXIvIj5SZXRpcmVtZW50PC9hPjx1bD48bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3JldGlyZW1lbnQtY2VudGVyL215LWFubnVpdHktYW5kLWJlbmVmaXRzLyI+TXkgQW5udWl0eSBhbmQgQmVuZWZpdHM8L2E+PC9saT4NCgkJPGxpIGNsYXNzPSIiPjxhIGhyZWY9Ii9yZXRpcmVtZW50LWNlbnRlci9jc3JzLWluZm9ybWF0aW9uLyI+Q1NSUyBJbmZvcm1hdGlvbjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3JldGlyZW1lbnQtY2VudGVyL2ZlcnMtaW5mb3JtYXRpb24vIj5GRVJTIEluZm9ybWF0aW9uPC9hPjwvbGk+DQoJCTxsaSBjbGFzcz0iIj48YSBocmVmPSIvcmV0aXJlbWVudC1jZW50ZXIvcGhhc2VkLXJldGlyZW1lbnQvIj5QaGFzZWQgUmV0aXJlbWVudDwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3JldGlyZW1lbnQtY2VudGVyL3JldGlyZW1lbnQtc3RhdGlzdGljcy8iPlJldGlyZW1lbnQgU3RhdGlzdGljczwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3JldGlyZW1lbnQtY2VudGVyL3NwZWNpYWwtbm90aWNlcy8iPlNwZWNpYWwgTm90aWNlczwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3JldGlyZW1lbnQtY2VudGVyL2NhbGN1bGF0b3JzL2ZlZGVyYWwtYmFsbC1wYXJrLWVzdGltYXRvci8iPkZlZGVyYWwgQmFsbCBQYXJrIEVzdGltYXRvcjwvYT48L2xpPg0KCQk8bGkgY2xhc3M9IiI+PGEgaHJlZj0iL3JldGlyZW1lbnQtY2VudGVyL2NhbGN1bGF0b3JzL2ZlZ2xpLWNhbGN1bGF0b3IvIj5GRUdMSSBDYWxjdWxhdG9yPC9hPjwvbGk+DQoJCTxsaSBjb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        <h2 class="pagetitle">Executive Onboarding</h2>
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        <p><span style="font-family: arial, sans-serif; background-color: white;">
</span></p>
<h3 style="padding: 0in; border: currentColor; border-image: none; color: rgb(54, 54, 54); font-size: 9pt;"><span style="font-family: Arial; font-size: 14pt; text-decoration: underline; background-color: white;">For New Executives</span></h3>
<span style="font-family: Arial;"><span style="font-size: 13px; background-color: white;">
<span style="color: rgb(54, 54, 54);">
Welcome to the Senior Executive Service! The purpose of this page is to help you and your agency HR to successfully onboard you into the organization. Executive onboarding is acquiring, accommodating, assimilating and accelerating new leaders into the organizational culture and business<a name="_ftnref1"></a></span><a style="color: rgb(54, 54, 54);" href="http://www.opm.gov/wiki/training/New-Employee-Orientation.ashx#_ftn1"><sup><span style="color: rgb(97, 133, 153);">1</span></sup></a><span style="color: rgb(54, 54, 54);">.  </span><br />
</br>
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</br>
<span style="color: rgb(54, 54, 54);">Take a look at the executive onboarding </span><strong style="color: rgb(54, 54, 54);">Roadmap for Success</strong><span style="color: rgb(54, 54, 54);"> and </span><strong style="color: rgb(54, 54, 54);">Checklist </strong><span style="color: rgb(54, 54, 54);">to help you get started in the onboarding process. To find information on executive training, coaching, mentoring and networking visit the </span><strong><a href="http://www.opm.gov/wiki/training/Executive-Development.ashx"><span style="color: rgb(192, 0, 0);">Executive Learning and Development Wiki Page</span></a></strong><span style="color: rgb(54, 54, 54);">. If you have questions about executive onboarding please contact your agency executive resources office or email </span><strong style="color: rgb(54, 54, 54);">SESDevelopment@opm.gov</strong><span style="color: rgb(54, 54, 54);">.</span><br />
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<span style="color: rgb(54, 54, 54);">Be sure to visit OPM's </span><span style="color: rgb(192, 0, 0);">Senior Executive Service </span><span style="color: rgb(54, 54, 54);">page for more information and resources to assist you in your transition into your executive position. </span></span>
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<h3 class="separator" style="padding: 0in; border: currentColor; border-image: none;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 18px; text-decoration: underline;">For HR Practitioners</span>
<p class="MsoNormal" style="background: white; color: rgb(54, 54, 54); line-height: normal; margin-bottom: 0pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 13px; font-weight: normal;">2017 Senior Executive Service (SES) Onboarding Survey Report
includes the results from this survey which generated the following key
findings: </span></p>
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<ul style="color: rgb(54, 54, 54); margin-top: 0in; list-style-type: disc;">
    <li class="MsoNormal" style="background: white; color: rgb(54, 54, 54); line-height: normal; margin-bottom: 0pt;"><span style="font-family: Arial; font-size: 13px; font-weight: normal;">Public
    service motivation is the unparalleled driver for interest in becoming an
    SES;</span></li>
    <li class="MsoNormal" style="background: white; color: rgb(54, 54, 54); line-height: normal; margin-bottom: 0pt;"><span style="font-family: Arial; font-size: 13px; font-weight: normal;">Agencies are
    taking a strategic approach in recruiting and hiring new SES
    members; </span></li>
    <li class="MsoNormal" style="background: white; color: rgb(54, 54, 54); line-height: normal; margin-bottom: 0pt;"><span style="font-family: Arial; font-size: 13px; font-weight: normal;">New
    executives engaged in a variety of developmental experiences to </span><span style="font-family: Arial; font-size: 13px; font-weight: normal;">prepare for the SES;</span></li>
    <li class="MsoNormal" style="background: white; color: rgb(54, 54, 54); line-height: normal; margin-bottom: 0pt;"><span style="font-family: Arial; font-size: 13px; font-weight: normal;">Agencies are
    inconsistent in relaying pertinent information to new executives;</span></li>
    <li class="MsoNormal" style="background: white; color: rgb(54, 54, 54); line-height: normal; margin-bottom: 0pt;"><span style="font-family: Arial; font-size: 13px; font-weight: normal;">Supervisors
    are key facilitators of the onboarding process; and</span></li>
    <li class="MsoNormal" style="background: white; color: rgb(54, 54, 54); line-height: normal; margin-bottom: 0pt;"><span style="font-family: Arial; font-size: 13px; font-weight: normal;">Executive
    coaching  eases the transition process for new executives. </span> </li>
</ul>
<p class="MsoNormal" style="background: white; color: rgb(54, 54, 54); line-height: normal; margin-bottom: 0pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 13px; font-weight: normal;">Agencies are
encouraged to use these results, and regularly administer the onboarding
survey for all future onboarding executives, to help evaluate and improve their
executive onboarding programs including goals, activities, outputs, and
outcomes. </span></p>
<ul style="color: rgb(54, 54, 54); list-style-type: disc;">
    <li class="MsoNormal" style="background: white; color: rgb(54, 54, 54); line-height: 20.4pt;"><span style="font-family: Arial; font-size: 13px; font-weight: normal;">Click
    here to access the a 508-compliant version of this memorandum and report
    are available online for the benefit of visually-impaired readers at:</span>        </li>
</ul>
<p style="margin-left: 40px;"><a style="font-weight: normal;" href="https://www.chcoc.gov/sites/default/files/SES%20Onboarding%20Report_0.pdf"><span style="color: rgb(0, 112, 192); font-family: Arial; font-size: 13px;">https://www.chcoc.gov/sites/default/files/SES%20Onboarding%20Report_0.pdf</span></a></p>
</h3>
<p class="separator" style="padding: 0in; border: currentColor; border-image: none; margin-left: 40px;"><span style="color: rgb(0, 112, 192);"><a style="font-size: small;" href="https://www.chcoc.gov/sites/default/files/SES%20Onboarding%20Report_0.pdf">https://www.chcoc.gov/sites/default/files/SES%20Onboarding%20Report_0.pdf</a><span style="font-size: small;"> </span></span></p>
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<p><span style="font-family: Arial; font-size: medium;">Materials from previous SES Onboarding Roundtables </span></p>
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<span style="font-family: Arial; font-size: 16px;">
<a href="http://"><span style="color: rgb(0, 112, 192); font-weight: normal;">OPM/HUD slides</span></a><br />
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<span style="font-size: 16px;"><strong>Enhanced SES Onboarding Model</strong></span><span style="font-family: Arial;"><br />
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In 2014 OPM partnered with several groups, including the President's Leadership Workshop (PLW), to create an <strong>Enhanced Executive Onboarding Model</strong> that can be used in tandem with the current framework and manual. This enhanced model, even further, ensures new executives have optimal support and resources in place to quickly and successfully assimilate into the organization. The enhanced model comes with a <strong>Roadmap for Success </strong>and <strong>Checklist </strong>to help support and ease implementation.<br />
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<span style="background-color: rgb(255, 255, 255);">
<span style="color: rgb(54, 54, 54); background-color: rgb(255, 255, 255);">We highly recommend you also use the </span><strong> </strong><a style="font-weight: bold;" href="http://www.opm.gov/WIKI/uploads/docs/Wiki/OPM/training/Hit_the_Ground_Running_Establishing_a_Model_Executive_Onboarding_Framework_2011.pdf">Hit the Ground Running: Establishing a Model Executive Onboarding Program</a><strong> </strong></span><span style="color: rgb(54, 54, 54); background-color: rgb(255, 255, 255);">document as a resource. This OPM framework manual was designed to provide a consistent model in which to introduce new executives into the SES and to maximize executive effectiveness. Its flexible framework (found in Appendix B) allows adjustments that adhere to specific agency rules, policies, procedures and needs. Both the framework and manual were created as a result of a collaborative effort with the Senior Executive Association, the Partnership for Public Service and SES members (new and experienced).  An archived webcast recording of OPM’s “Hit the Ground Running” presentation can be viewed here:<strong> </strong></span><span style="background-color: rgb(255, 255, 255);"><a href="http://webcasts.astd.org/webinar/406"><strong>http://webcasts.astd.org/webinar/406</strong></a></span><br />
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<p><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 13px;">While the terms "onboarding" and "orientation" are sometimes used interchangeably, they are in fact, notably different. Nevertheless, both are critical processes in the successful assimilation of new hires. The table below shows some important distinctions between the two:</span></p>
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            <p style="text-align: center;"><strong><span style="font-family: Arial; font-size: 10pt;">Onboarding</span></strong></p>
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            <td style="background: rgb(211, 223, 238); border-color: rgb(123, 160, 205) rgb(123, 160, 205) rgb(123, 160, 205) rgb(236, 233, 216); padding: 0in 5.4pt; width: 195.5pt; height: 15.6pt; border-top-width: 1pt; border-right-width: 1pt; border-bottom-width: 1pt; border-top-style: solid; border-right-style: solid; border-bottom-style: solid;">
            <p style="text-align: center;"><span style="font-family: Arial;"><strong><span style="color: rgb(54, 54, 54); font-size: 10pt;">Orientation</span></strong><strong> </strong></span></p>
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        <tr style="height: 13.6pt;">
            <td style="background: rgb(167, 191, 222); border-color: rgb(236, 233, 216) rgb(123, 160, 205) rgb(123, 160, 205); padding: 0in 5.4pt; width: 279.9pt; height: 13.6pt; border-right-width: 1pt; border-bottom-width: 1pt; border-left-width: 1pt; border-right-style: solid; border-bottom-style: solid; border-left-style: solid;">
            <p style="text-align: center; line-height: 9.55pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">Strategic with an impact on bottom-line results </span></p>
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            <td style="background: rgb(167, 191, 222); border-color: rgb(236, 233, 216) rgb(123, 160, 205) rgb(123, 160, 205) rgb(236, 233, 216); padding: 0in 5.4pt; width: 195.5pt; height: 13.6pt; border-right-width: 1pt; border-bottom-width: 1pt; border-right-style: solid; border-bottom-style: solid;">
            <p style="text-align: center; line-height: 9.55pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">Operational </span></p>
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            <td style="background: rgb(211, 223, 238); border-color: rgb(236, 233, 216) rgb(123, 160, 205) rgb(123, 160, 205); padding: 0in 5.4pt; width: 279.9pt; height: 13.6pt; border-right-width: 1pt; border-bottom-width: 1pt; border-left-width: 1pt; border-right-style: solid; border-bottom-style: solid; border-left-style: solid;">
            <p style="text-align: center; line-height: 9.55pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">Evolving and progressive </span></p>
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            <td style="background: rgb(211, 223, 238); border-color: rgb(236, 233, 216) rgb(123, 160, 205) rgb(123, 160, 205) rgb(236, 233, 216); padding: 0in 5.4pt; width: 195.5pt; height: 13.6pt; border-right-width: 1pt; border-bottom-width: 1pt; border-right-style: solid; border-bottom-style: solid;">
            <p style="text-align: center; line-height: 9.55pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">Traditional </span></p>
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        <tr style="height: 13.6pt;">
            <td style="background: rgb(167, 191, 222); border-color: rgb(236, 233, 216) rgb(123, 160, 205) rgb(123, 160, 205); padding: 0in 5.4pt; width: 279.9pt; height: 13.6pt; border-right-width: 1pt; border-bottom-width: 1pt; border-left-width: 1pt; border-right-style: solid; border-bottom-style: solid; border-left-style: solid;">
            <p style="text-align: center; line-height: 9.55pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">An ongoing process </span></p>
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            <td style="background: rgb(167, 191, 222); border-color: rgb(236, 233, 216) rgb(123, 160, 205) rgb(123, 160, 205) rgb(236, 233, 216); padding: 0in 5.4pt; width: 195.5pt; height: 13.6pt; border-right-width: 1pt; border-bottom-width: 1pt; border-right-style: solid; border-bottom-style: solid;">
            <p style="text-align: center; line-height: 9.55pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">An event </span></p>
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            <td style="background: rgb(211, 223, 238); border-color: rgb(236, 233, 216) rgb(123, 160, 205) rgb(123, 160, 205); padding: 0in 5.4pt; width: 279.9pt; height: 13.6pt; border-right-width: 1pt; border-bottom-width: 1pt; border-left-width: 1pt; border-right-style: solid; border-bottom-style: solid; border-left-style: solid;">
            <p style="text-align: center; line-height: 9.55pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">Used for transferred and promoted employees, as well as new hires </span></p>
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            <td style="background: rgb(211, 223, 238); border-color: rgb(236, 233, 216) rgb(123, 160, 205) rgb(123, 160, 205) rgb(236, 233, 216); padding: 0in 5.4pt; width: 195.5pt; height: 13.6pt; border-right-width: 1pt; border-bottom-width: 1pt; border-right-style: solid; border-bottom-style: solid;">
            <p style="text-align: center; line-height: 9.55pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">Is most often limited to new employees </span></p>
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            <td style="background: rgb(167, 191, 222); border-color: rgb(236, 233, 216) rgb(123, 160, 205) rgb(123, 160, 205); padding: 0in 5.4pt; width: 279.9pt; height: 26.2pt; border-right-width: 1pt; border-bottom-width: 1pt; border-left-width: 1pt; border-right-style: solid; border-bottom-style: solid; border-left-style: solid;">
            <p style="text-align: center; line-height: 9.55pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">Delivers information that is unique and customized to the individual employee and is generally handed out on an as-needed basis </span></p>
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            <td style="background: rgb(167, 191, 222); border-color: rgb(236, 233, 216) rgb(123, 160, 205) rgb(123, 160, 205) rgb(236, 233, 216); padding: 0in 5.4pt; width: 195.5pt; height: 26.2pt; border-right-width: 1pt; border-bottom-width: 1pt; border-right-style: solid; border-bottom-style: solid;">
            <p style="text-align: center; line-height: 9.55pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">Delivers information that is common to all new hires usually within a classroom setting </span></p>
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            <td style="background: rgb(211, 223, 238); border-color: rgb(236, 233, 216) rgb(123, 160, 205) rgb(123, 160, 205); padding: 0in 5.4pt; width: 279.9pt; height: 27.2pt; border-right-width: 1pt; border-bottom-width: 1pt; border-left-width: 1pt; border-right-style: solid; border-bottom-style: solid; border-left-style: solid;">
            <p style="text-align: center; line-height: 9.55pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">Has a long-term focus, and can last up to a year or more </span></p>
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            <td style="background: rgb(211, 223, 238); border-color: rgb(236, 233, 216) rgb(123, 160, 205) rgb(123, 160, 205) rgb(236, 233, 216); padding: 0in 5.4pt; width: 195.5pt; height: 27.2pt; border-right-width: 1pt; border-bottom-width: 1pt; border-right-style: solid; border-bottom-style: solid;">
            <p style="text-align: center; line-height: 9.55pt;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">Is a short term program, typically lasting from one day to two weeks </span></p>
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The best onboarding strategies will provide a fast track to meaningful, productive work and strong employee relationships<a name="_ftnref2"></a><a href="http://www.opm.gov/wiki/training/New-Employee-Orientation.ashx#_ftn2"><sup><span style="color: rgb(97, 133, 153);">2</span></sup></a> and be tailored specifically to the needs of the individual.  Executive onboarding should be strategic, so that it not only prevents executive derailment, but expedites the executive’s contribution to optimize strategic achievement.  </span><strong><span style="font-size: 9pt;">Getting on Board: A Model for Integrating and Engaging New Employees</span></strong><span style="color: rgb(54, 54, 54); font-size: 9pt;"> is a report created from a study conducted by the Partnership for Public Service (PPS) and Booz Allen Hamilton in 2008.  The study states that successfully onboarding employees during their first year of service increases engagement, raises retention by as much as 25 percent, improves performance and hastens the time to full productivity.  The sooner a new employee experiences the benefits of a comprehensive and well-implemented orientation and onboarding program, the sooner the employee will become a contributing member of that organization.</span><span style="font-size: 13px;"><br />
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Visit https://ourpublicservice.org/publications/getting-on-board-a-model-for-integrating-and-engaging-new-employees/ to download the report.<br />
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</span></span><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">Agencies need onboarding solutions that address three types of new SES:</span><span style="font-family: Arial; font-size: 13px;"><br />
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    <li style="background: white; color: rgb(54, 54, 54); line-height: 150%;"><span style="line-height: 150%; font-family: Arial; font-size: 9pt;">Those from outside the agency, but still within the government </span></li>
    <li style="background: white; color: rgb(54, 54, 54); line-height: 150%;"><span style="line-height: 150%; font-family: Arial; font-size: 9pt;">External hires from outside the Federal Government </span></li>
    <li style="background: white; color: rgb(54, 54, 54); line-height: 150%;"><span style="line-height: 150%; font-family: Arial; font-size: 9pt;">Those who have grown within the agency </span></li>
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<p style="background: white; margin: auto 0in;"><span style="font-family: Arial;"><span style="color: rgb(54, 54, 54); font-size: 9pt;">Onboarding of key executives is even more critical than it is for other employees because of the significantly greater performance expectations leaders face and the greater impact they have on the overall performance of the organization.  Some federal agencies like the </span><span style="font-size: 9pt;">Naval Sea Systems Command (NAVSEA)</span><span style="color: rgb(54, 54, 54); font-size: 9pt;"> have established very comprehensive onboarding programs for their employees and their executives.  Other agencies with executive onboarding programs are the National Science Foundation (NSF) and Treasury's Office of the Comptroller of the Currency (OCC).<br />
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<h3 style="padding: 0in; border: currentColor; border-image: none;"><span style="font-family: Arial; font-size: 14pt;">Regulations</span></h3>
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<p><span style="font-family: Arial; font-size: 9pt;">Although there are no laws/regulations that mandate the establishment of an executive onboarding program, an effective program will help ensure seamless integration of executives into the agency thereby facilitating the  accomplishment of SES performance requirements in <em>5 CFR 430.301</em> (Managing Senior Executive Performance) and <em>5 CFR 412.401</em> (Executive Development).<br />
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<h3 style="margin: auto 0in; padding: 0in; border: currentColor; border-image: none;"><span style="font-family: Arial; font-size: 14pt;">Federal Government Tools and Resources</span></h3>
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<p style="background: white;"><span style="font-family: Arial; font-size: small;">OPM recognizes the value of ongoing assimilation into an organization and so includes a year-long orientation process among the five components of its new End-to-End (E2E) Hiring Roadmap. Though not specifically geared toward leadership positions, the E2E Hiring Roadmap can be used to help assure federal agencies recruit and retain the top talent they need to meet the complex challenges of the 21st century.</span></p>
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<strong style="line-height: 12.88px; font-size: 11.2px;"><span style="line-height: 14.95px; font-size: 13px;">The National Science Foundation (NSF)</span></strong><br />
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</span></strong><span style="line-height: 115%;">Studies demonstrate the success of incoming executives largely depend on the following:</span><strong> </strong></span></p>
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    <li style="background: white;"><span style="font-family: Arial; font-size: 13px;">Understanding the unique aspects of the organizational culture </span></li>
    <li style="background: white;"><span style="font-family: Arial; font-size: 13px;">Understanding the dynamics of the teams the executive is entering (whether as a leader or colleague) </span></li>
    <li style="background: white;"><span style="font-family: Arial; font-size: 13px;">The personality, knowledge and leadership skills of the incoming executive. </span></li>
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<div><span style="font-family: Arial;"><span style="font-size: 13px;"><strong style="line-height: 12.88px; font-size: 11.2px;"><span style="line-height: 14.95px; font-size: 13px;">
</span></strong><span style="line-height: 12.88px; font-size: 13px;"><strong><span style="line-height: 14.95px;">U.S. Office of Personnel Management (OPM)</span></strong></span></span><span style="font-size: 11pt;"> </span>
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    <li><span style="font-family: Arial; font-size: 13px;">OPM's Executive Resources Standard Operating Procedures (Onboarding Section) establishes the operating procedures and execution framework for implementing the OPM Onboarding Pilot Program including program goals, executive onboarding checklists, and sample welcome letter.  </span></li>
    <li><a href="/wiki/uploads/docs/Wiki/OPM/training/OPM Executive Resources SOP - Onboarding Section.pdf"><span style="font-family: Arial; font-size: 13px;">OPM ER SOP</span></a></li>
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</span></strong><strong style="line-height: 16.8px; font-size: 11.2px;"><span style="color: rgb(54, 54, 54); line-height: 20px; font-size: 10pt;"> U.S. Department of Housing and Urban Development (HUD)</span></strong></span></p>
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    <li>
    <div><a href="/wiki/uploads/docs/Wiki/OPM/training/HUD 2016 Executive Onboarding Guide.pdf"><span style="font-family: Arial;">HUD 2016 Executive Onboarding Guide<span style="font-family: Arial;"><br />
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<p style="background: white; margin: auto 0in; line-height: 115%;"><span style="color: rgb(54, 54, 54); line-height: 150%;"><strong style="font-family: Arial; font-size: 10pt;">U.S. Department of Veterans Affairs (VA)</strong><br />
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<ul>
    <li class="MsoListParagraphCxSpFirst" style="text-indent: -0.25in; font-family: Arial; font-size: 10pt;"><!--<a class="unknownlink" href="if+!supportLists.ashx" title="if !supportLists">if !supportLists</a>--><span style="font-family: Symbol;">·<span style="font: 7pt/normal 'Times New Roman'; font-size-adjust: none; font-stretch: normal;"> </span></span><span style="background: white; color: rgb(54, 54, 54); font-family: Arial, sans-serif; font-size: 10pt;">VA's Executive Coaching Program</span><span style="font-family: Arial, sans-serif;"></span></li>
    <li class="MsoListParagraphCxSpMiddle" style="text-indent: -0.25in; font-family: Arial; font-size: 10pt;"><!--<a class="unknownlink" href="if+!supportLists.ashx" title="if !supportLists">if !supportLists</a>--><span style="font-family: Symbol;">·<span style="font: 7pt/normal 'Times New Roman'; font-size-adjust: none; font-stretch: normal;"> </span></span><span style="background: white; color: rgb(54, 54, 54); font-family: Arial, sans-serif; font-size: 10pt;">Introduction to VA's Executive Development
    Offerings</span><span style="font-family: Arial, sans-serif;"></span></li>
    <li class="MsoListParagraphCxSpMiddle" style="text-indent: -0.25in; font-family: Arial; font-size: 10pt;"><!--<a class="unknownlink" href="if+!supportLists.ashx" title="if !supportLists">if !supportLists</a>--><span style="font-family: Symbol;">·<span style="font: 7pt/normal 'Times New Roman'; font-size-adjust: none; font-stretch: normal;"> </span></span><span style="background: white; color: rgb(54, 54, 54); font-family: Arial, sans-serif; font-size: 10pt;">VA's Pulse Website Info</span><span style="font-family: Arial, sans-serif;"></span></li>
    <li class="MsoListParagraphCxSpMiddle" style="text-indent: -0.25in;"><!--<a class="unknownlink" href="if+!supportLists.ashx" title="if !supportLists">if !supportLists</a>--><span style="font-family: Symbol; font-size: 10pt;">·</span><span style="font-family: 'Times New Roman'; font-size: 10px;">  </span><span style="background: white; color: rgb(54, 54, 54); font-family: Arial, sans-serif; font-size: 10pt;">VA's Executive Onboarding Slides-OPM Brief-(Feb
    '16)</span><span style="font-family: Arial, sans-serif; font-size: 10pt;"></span></li>
    <li class="MsoListParagraphCxSpLast" style="text-indent: -0.25in; font-family: Arial; font-size: 10pt;"><!--<a class="unknownlink" href="if+!supportLists.ashx" title="if !supportLists">if !supportLists</a>--><span style="font-family: Symbol;">·<span style="font: 7pt/normal 'Times New Roman'; font-size-adjust: none; font-stretch: normal;">  </span></span><span style="background: white; color: rgb(54, 54, 54); font-family: Arial, sans-serif; font-size: 10pt;">VA's Executive Transition Plan (Nov '16)</span><span style="font-family: Arial, sans-serif;"></span></li>
</ul>
</span></p>
<p style="background: white; margin: auto 0in; line-height: 12.88px;"><strong><strong style="line-height: 16.8px;"><span style="color: rgb(54, 54, 54); line-height: 20px; font-family: Arial; font-size: 10pt;">U.S. Department of Labor (DOL)</span></strong></strong></p>
<ul>
    <li style="background: white; color: blue; line-height: 16.8px;"><strong><span style="font-family: Arial;"><span style="color: windowtext; line-height: 18px; font-size: 9pt;">SES Onboarding Welcome Packet</span><span style="line-height: 18px; font-size: 9pt; text-decoration: underline;"></span></span></strong></li>
    <li style="background: white; color: blue; line-height: 16.8px;"><strong><span style="color: windowtext; line-height: 18px; font-family: Arial; font-size: 9pt;">SES Training Program Materials</span></strong></li>
</ul>
<span style="font-family: Arial;"><strong>
<span style="font-size: 13px;">U.S. Department of the Navy (Navy)</span></strong>
</span>
<p style="background: white; margin: auto 0in;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">The Department of the Navy has also recently implemented SES 101 and Flash Mentoring workshops, offered at a Senior Executive Seminar at the Washington Navy Yard.</span></p>
<ul>
    <li><span style="font-family: Arial; font-size: 13px;"><strong>S</strong><strong>ES 101</strong> was an hour-long session designed for executives who have been in the SES less than three years. Topic areas included: Description of all executive types (e.g. SES, SL, ST, HQE, etc.), Geographic locations of DON SES, Executive lifecycle management, Executive Stats, Executive Benefits, Executive Resource Management Governance, Boards, Navy’s Executive Development system, Navy’s Talent Management Process, and Executive Management Program Office Contacts. See this attachment for more details.</span></li>
    <li><span style="font-family: Arial; font-size: 13px;"><strong>Flash Mentoring</strong> was a one-hour session that immediately followed SES 101. See the<strong>Mentoring in a Flash</strong> blog post for background information. Flash Mentoring is a modified speed mentoring concept for a seminar environment.  See this attachment for more information.</span></li>
    <li><span style="font-family: Arial; font-size: 13px;">Slides from Navy's Executive Onboarding Briefing, please  Click here.  </span></li>
    <li><span style="font-family: Arial; font-size: 13px;">Questions asked about Navy’s Executive Onboarding Program and their corresponding answers can be found here.</span></li>
    <li><span style="font-family: Arial; font-size: 13px;">US Navy's Executive Onboarding Plan template, please click here.</span></li>
</ul>
<div style="border-width: medium medium 1pt; border-style: none none solid; padding: 0in 0in 2pt; border-bottom-color: rgb(136, 136, 136);">
<h3 style="padding: 0in; border: currentColor; border-image: none;"><span style="font-family: Arial; font-size: 14pt;">Private Sector Tools and Resources</span></h3>
</div>
<p style="background: white; margin: auto 0in;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">Agencies can also look to the private sector for best practices in executive onboarding. Here is one example of innovative practices:</span></p>
<p style="background: white;"><span style="font-family: Arial;"><strong><span style="color: rgb(54, 54, 54); font-size: 10pt; text-decoration: underline;">Johnson & Johnson, Canada</span></strong><span style="text-decoration: underline;"> </span></span></p>
<p style="background: white; line-height: 115%;"><span style="font-family: Arial;"><span style="color: rgb(54, 54, 54); line-height: 115%; font-size: 9pt;">New hires from outside the company enter a different onboarding track than those hired from within the company. Internal hires are also brought on board differently according to their key skill gaps, of which the company is already aware, as a result of their performance management process. Other best practices include providing an external onboarding coach who collects and uses business/organizational data anonymously to develop Onboarding development charter that outlines transition leadership priorities, stakeholder relationship map and individualized dashboard;</span><span style="line-height: 115%; font-size: 9pt; text-decoration: underline;"> </span></span></p>
<ul style="margin-top: 0in; list-style-type: disc;">
    <li style="background: white; color: rgb(54, 54, 54); line-height: 150%;"><span style="line-height: 150%; font-family: Arial; font-size: 9pt;">Coach provides support to launch new team and then ongoing advice/counsel for six months; </span></li>
    <li style="background: white; color: rgb(54, 54, 54); line-height: 150%;"><span style="line-height: 150%; font-family: Arial; font-size: 9pt;">Assign a senior mentor ‘buddy’ outside direct reporting relationships; </span></li>
    <li style="background: white; color: rgb(54, 54, 54); line-height: 150%;"><span style="line-height: 150%; font-family: Arial; font-size: 9pt;">Schedule networking appointments with key leaders;</span></li>
</ul>
<span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 13px; background-color: rgb(255, 255, 255);"><em>You can see other private sector examples in the Hit The Ground Running Executive On-boarding manual on this page.<br />
</br>
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</br>
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<u>_</u><u>_</u><u>_</u><u>_</u><u>_</u><u>_</u><u>_</u><u>_</u><u>_</u><u>_</u><u>_</u><u>_</u><u>_</u>___
</em>
</span>
<ul style="margin-top: 0in; list-style-type: disc;">
</ul>
<p style="text-align: left;"><strong><span style="color: rgb(192, 0, 0); font-family: Arial; font-size: 12pt;">SES Onboarding Resources and Materials</span></strong></p>
<p><span style="font-family: Arial; font-size: 13px;">In addition to the materials listed above, agencies can find additional materials and sample templates listed here for download and printing.</span></p>
<p><span style="font-family: Arial; font-size: 13px;">These are the primary documents needed to establish your executive onboarding program. </span></p>
<ul>
    <li><a href="/wiki/uploads/docs/Wiki/OPM/training/SES Onboarding Pilot/SES Onboarding Enhanced Framework_webv1.pdf"><span style="font-family: Arial; font-size: 13px;">SES Onboarding Enhanced Model</span></a></li>
    <li><a href="/wiki/uploads/docs/Wiki/OPM/training/SES Onboarding Pilot/Onboarding Roadmap_8-19.pdf"><span style="font-family: Arial; font-size: 13px;">SES Onboarding Roadmap</span></a></li>
    <li><span style="font-family: Arial; font-size: 13px;">SES Onboarding Checklist</span></li>
    <li><span style="font-family: Arial; font-size: 13px;">SES Onboarding Logic Model (Sample)</span></li>
    <li><span style="font-family: Arial; font-size: 13px;">Draft Leadership Development Matrix</span></li>
</ul>
<p><span style="font-family: Arial; font-size: 13px;">This is a great example of an onboarding Standard Operating Procedure and other information. An SOP is a requirement in the pilot as it clearly describes the critical roles and responsibilities necessary for a successful program. Create your SOP then form a plan to inform all stakeholders of the their roles and responsibilities in your agency SES Onboarding process.</span></p>
<ul>
    <li><span style="font-family: Arial; font-size: 13px;">Onboarding Standard Operating Procedures.docx</span></li>
    <li><span style="font-family: Arial; font-size: 13px;">Talking Points to Help HR talk to Executive Supervisors </span></li>
    <li><span style="font-family: Arial; font-size: 13px;">Sample Briefing Book Table of Contents</span></li>
</ul>
<p><span style="font-family: Arial; font-size: 13px;">The logic model "paints a picture" or 'tells the story" of your program by outlining the resources needed, activities, target audience, and program results. Use this sample to create your own program logic model, then schedule a meeting with agency stakeholders to discuss and come to an agreement on the program goals and results.</span></p>
<ul>
    <li><span style="font-family: Arial; font-size: 13px;">Logic Model-Executive Onboarding (Sample).doc</span></li>
    <li><span style="font-family: Arial; font-size: 13px;">Sample Executive Onboarding Report Summary</span></li>
</ul>
<p><span style="font-family: Arial; font-size: 13px;">Use these documents to create an attainable and realistic program goal and measurable results. These documents will be useful to inform the short term and long term measurable results in your logic model and overall evaluation plan.</span></p>
<ul>
    <li><a href="/wiki/uploads/docs/Wiki/OPM/training/SES Onboarding Pilot/SES Onboarding Key indicators and Questions.docx"><span style="font-family: Arial; font-size: 13px;">SES Onboarding Key indicators and Questions.docx</span></a></li>
    <li><span style="font-family: Arial; font-size: 13px;">SES Onboarding Sample Metrics Dashboard.docx</span></li>
    <li><span style="font-family: Arial; font-size: 13px;">Measuring Time to Productivity</span></li>
    <li><a href="/wiki/uploads/docs/Wiki/OPM/training/SES Onboarding Pilot/proficiency-levels-for-leadership-competencies.pdf"><span style="font-family: Arial; font-size: 13px;">Proficiency Levels for Leadership Competencies</span></a></li>
</ul>
<p><span style="font-family: Arial; font-size: 13px;">These sample documents and templates will help you create announcements, checklists, surveys, and emails that will be helpful for supervisors, new executives and others involved in the onboarding process. It's very important to make this process easy for stakeholders so take the time to create documents that will assist them.</span></p>
<ul>
    <li><a href="/wiki/uploads/docs/Wiki/OPM/training/SES Onboarding Pilot/Supervisor Announcement Email to Staff.docx"><span style="font-family: Arial; font-size: 13px;">Supervisor Announcement Email to Staff.docx</span></a></li>
    <li><a href="/wiki/uploads/docs/Wiki/OPM/training/SES Onboarding Pilot/Supervisor Checklist.docx"><span style="font-family: Arial; font-size: 13px;">Supervisor Checklist.docx</span></a></li>
    <li><a href="/wiki/uploads/docs/Wiki/OPM/training/SES Onboarding Pilot/30 Day Supervisor Onboarding Survey final 28 Apr 14.docx"><span style="font-family: Arial; font-size: 13px;">30 Day Supervisor Onboarding Survey final 28 Apr 14.docx</span></a></li>
    <li><a href="/wiki/uploads/docs/Wiki/OPM/training/SES Onboarding Pilot/Sponsor Welcome Email Samples.docx"><span style="font-family: Arial; font-size: 13px;">Sponsor Welcome Email Samples.docx</span></a></li>
    <li><a href="/wiki/uploads/docs/Wiki/OPM/training/SES Onboarding Pilot/Sponsor Checklist.docx"><span style="font-family: Arial; font-size: 13px;">Sponsor Checklist.docx</span></a></li>
    <li><span style="font-family: Arial; font-size: 13px;">30 Day Employee Onboarding Survey final 28 Apr 14.docx</span></li>
    <li><span style="font-family: Arial; font-size: 13px;">Ways to Involve Senior Leaders in Executive Onboarding</span></li>
</ul>
<p><span style="font-family: Arial; font-size: 13px;">The SES Situational Mentoring program can be a great addition to you SES onboarding process. Consider automatically enrolling your new SES members in the program as mentees so they quickly have access to seasoned executives ready to share their expertise. Email SESDevelopment@opm.gov for more information.</span></p>
<ul>
    <li><a href="/wiki/uploads/docs/Wiki/OPM/training/SES Onboarding Pilot/SES Situational Mentoring Brochure.pdf"><span style="font-family: Arial; font-size: 13px;">SES Situational Mentoring Brochure</span></a></li>
</ul>
<p><span style="font-family: Arial; font-size: 13px;">OPM SES Situational Mentoring Program Video</span></p>
<span style="font-family: Arial;"><iframe width="560" height="315" src="//www.youtube-nocookie.com/embed/1FM4WXZYWqw?rel=0" frameborder="0"></iframe>
</span>
<p><span style="font-family: Arial;"><br />
</br>
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</span></p>
<h3><span style="font-family: Arial;">Helpful Tips</span></h3>
<p style="background: white; margin: auto 0in;"><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;">There are many resources through the Internet, webinars, books, training and other media that provide good instruction on developing a comprehensive executive onboarding program.</span></p>
<p style="background: white; margin: auto 0in;"><span style="font-family: Arial;"><strong><span style="font-size: 10pt;">ONLINE:</span></strong> </span></p>
<ul>
    <li><span style="font-family: Arial;">Connect the Dots shares valuable tips on how to implement an Onboarding process in your organization. </span></li>
    <li><span style="font-family: Arial;">An Ohio State study Accelerating Leader's Transitions: A New Approach to Executive Onboarding helps build a business case for executive onboarding </span></li>
    <li><span style="font-family: Arial;">RHR's Beyond the First 90 Days gives a comprehensive look at their research findings. </span></li>
    <li><span style="font-family: Arial;">The Defense Business Board's Report on their Civilian Leadership Orientation Program reviews the status of orientation in the organization at that time and recommends ways improve. </span></li>
    <li><span style="font-family: Arial;">The CPMS report on Building Strategic Capabilities gives great insight on what a successful executive onboarding program looks like </span></li>
    <li><span style="font-family: Arial;">The Navy's Strategic Systems Programs website has sample Onboarding Roadmaps that may be helpful </span></li>
</ul>
<p><span style="font-family: Arial;"><strong><span style="font-size: 10pt;">PRINT:</span></strong> </span></p>
<ul>
    <li><span style="font-family: Arial;">Bradt, G., Check, J. A., & Pedraza, J. (2006). <em>The new leader’s 100-day action plan</em>. Hoboken, NJ: John Wiley & Sons, Inc. </span></li>
    <li><span style="font-family: Arial;">Brodie, J. M. (2006). Getting managers on board. <em>HR Magazine, 51</em>(11), 105-107. </span></li>
    <li><span style="font-family: Arial;">Concelman, J., & Burns, J. (2006). The perfect storm or just a shower? <em>TD, March</em>, 51-53. </span></li>
    <li><span style="font-family: Arial;">Friedman, L. (2006). Are you losing potential new hires at hello? Organizations need strong new hire onboarding processes. <em>TD, November</em>, 25-27. </span></li>
    <li><span style="font-family: Arial;">Pomeroy, A. (2006). Better executive onboarding processes needed. <em>HR Magazine,51</em>(8), 16. </span></li>
    <li><span style="font-family: Arial;">Taleo, A. S. (2006). Researching onboarding best practice. <em>Strategic HR Review, 5</em>(6),32-35. </span></li>
    <li><span style="font-family: Arial;">Van Maanen, J., & Schein, E. H. (1979). Toward a theory of organizational socialization. </span></li>
    <li><span style="font-family: Arial;">Research in Organizational Behavior, 1, 209-264. </span></li>
</ul>
<div style="background: white; text-align: center;"><strong><span style="color: rgb(54, 54, 54); font-family: Arial; font-size: 9pt;"><hr width="100%" size="2" align="center">
</hr>
</span></strong></div>
<p style="background: white;"><span style="font-family: Arial;"><strong><span style="color: rgb(54, 54, 54); font-size: 9pt;">Cited Sources</span></strong><span style="font-size: 11pt;">:</span></span></p>
<p style="background: white; line-height: 115%;"><span style="font-family: Arial;"><a name="_ftn1"><span style="line-height: 115%; font-size: 11pt;"></span></a><span style="color: rgb(54, 54, 54); line-height: 115%; font-size: 9pt;">1.  </span><span style="color: rgb(97, 133, 153); line-height: 115%; font-size: 9pt; text-decoration: underline;"> Hit the Ground Running: Establishing a Model  Executive Onboarding Program<br />
</br>
<br />
</br>
<br />
</br>
<br />
</br>
</span><span style="line-height: 115%; font-size: 9pt;">2</span>.  <a href="https://www.ciab.com/leadership-resources/onboarding/"><span style="color: rgb(97, 133, 153); line-height: 115%; font-size: 9pt;">ONBOARDING – How to Get Your New Employees Up to Speed in Half the Time</span></a><br />
</br>
<br />
</br>
<br />
</br>
<br />
</br>
<span style="color: rgb(54, 54, 54); line-height: 115%; font-size: 9pt;">3.  </span>OCDE New Employee Onboarding Manual </span></p>


		

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