5.3 Onboarding and Probation

Onboarding is not a welcome party; it is the Calibration of a new component into the operating machine. In a high-precision environment, a misaligned hire causes friction, rework, and potential safety risks.

The goal of onboarding is to minimize Time to Value (TTV). The "Dannie Academy" is the systematic process of converting a "Net Cost" (new hire) into a "Net Asset" (productive employee). This process is structured, mandatory, and graded.

The 30-60-90 Day Curriculum

We do not believe in "sink or swim." Every new hire must progress through three distinct phases of certification. Failure to meet the output requirements of a phase triggers a probation review.

Phase 1: The Download (Days 1–30)

Objective: Compliance, Safety, and Cultural Alignment.

• Focus: Learning the "One Dannie" Operating System, safety protocols, and toolsets.
• Mandatory Training:
  • ESD Control: How to handle hardware without destroying it (ANSI/ESD S20.20).
  • Information Security: IP protection and data handling.
  • Factory Safety: Emergency stops, chemical handling, and evacuation routes.
• The Output:
  • Pass the Safety & ESD Exam (100% score required).
  • Complete 100% of "Dannie Academy" reading modules (The Handbook).
  • Shadowing: Observe 5 key internal processes (e.g., SMT changeover, Daily Stand-up).

Phase 2: The Ramp (Days 31–60)

Objective: Guided Execution.

• Focus: Performing tasks under supervision (The "Buddy System").
• Constraint: The employee may execute work, but a Senior Peer must review 100% of the output before it is committed or shipped.
• The Output:
  • First Mission: Complete one small, low-risk project (e.g., "Update the SOP for Station 4").
  • Role Certification: Demonstrate proficiency in the core tools (Jira, ERP, CAD).

Phase 3: The Solo (Days 61–90)

Objective: Full Autonomy.

• Focus: Independent execution of KPIs and Strategic Missions.
• Constraint: Supervision reduces to standard weekly 1:1 cadence.
• The Output:
  • KPI Baseline: Achieve "Green" status on personal standard work metrics for 2 consecutive weeks.
  • Probation Defense: Prepare a presentation on "What I learned and what I will build."

Safety & Role Certification (The Gatekeepers)

Access to the physical production floor and critical digital infrastructure is privileged, not automatic.

• If a new hire fails the ESD or Safety exam, Then their physical access badge must be deactivated immediately until re-training is complete.
• If a new hire fails to demonstrate competency in the ERP system, Then write-access is revoked to prevent data corruption.

Factory Certification:

For manufacturing roles, "reading the manual" is insufficient. The employee must demonstrate physical competence (e.g., "Show me how to load a reel on the Pick & Place machine"). This Practical Test must be signed off by the Shift Lead.

The Probation Review (The Final Decision)

Probation is the final quality control gate. It is not a formality. The default answer for a borderline candidate is Exit.

Timing: Day 85 (One week before the 90-day mark).

Attendees: Hiring Manager + HR + Bar Raiser.

Decision Logic:

1. Pass: Candidate met all 30-60-90 outputs and adhered to values. -> Action: Convert to Permanent.
2. Extend: Candidate has high potential but missed specific targets due to external blockers. -> Action: Extend Probation by 30 days (One time max) with specific PIP.
3. Exit: Candidate failed to meet outputs or demonstrated cultural misalignment. -> Action: Termination.

Pro-Tip: It is better to admit a hiring mistake at Day 90 than to suffer with a B-Player for 5 years. Use this gate.

Manager Responsibilities vs. HR Responsibilities

Do not outsource onboarding to HR. HR provides the logistics; the Manager provides the context.

Manager’s Duty:

• Day 1: Have the desk, laptop, and access rights ready. (Nothing says "we don't care" like a missing laptop).
• The Plan: Write the 30-60-90 objectives before the start date.
• The Buddy: Assign a "Cultural Peer" to answer questions the new hire is afraid to ask the boss.

HR’s Duty:

• Logistics: Contract, Payroll, Badge, swag.
• Training: Administer the "Dannie Academy" LMS modules.
• Audit: Ensure the Probation Review happens on time.

Standard Onboarding Checklists

Checklist A: Factory / Operations Roles

Step	Action Item	Owner	Timeframe
01	ESD & Safety Training (Exam Pass Required).	QA Lead	Day 1
02	Issue PPE (Smock, Heel Straps, Safety Glasses).	Admin	Day 1
03	Assign Locker and Badge Access Level.	HR	Day 1
04	Equipment Certification (Practical Test).	Shift Lead	Day 14
05	ERP / MES Login Creation.	IT	Day 7
06	Shift Handover Protocol Training.	Manager	Day 30

Checklist B: Office / Engineering Roles

Step	Action Item	Owner	Timeframe
01	InfoSec & IP Training (Exam Pass Required).	IT	Day 1
02	Software License Provisioning (Altium, SolidWorks, Jira).	IT	Day 1
03	Handbook Deep Dive (Reading & Quiz).	HR	Week 1
04	"Gemba Walk" (Factory Tour & Process Overview).	Manager	Week 2
05	First Mission Assigned (30-Day Goal).	Manager	Week 1
06	Key Stakeholder Introduction Meetings.	Buddy	Week 2

Final Checklist

Control Point	Requirement
Safety Gate	No Badge without passing Safety/ESD exam.
Plan Readiness	30-60-90 goals must be written before Day 1.
Access Rights	Write-access to ERP/Codebase only after Role Certification.
Probation Review	Mandatory meeting on Day 85.
Documentation	Signed Onboarding Checklist filed in HRIS.
Outcome	Probation is Pass/Fail. Extension is rare exception.