NEW HIRE TRAINING PROCEDURE - carteretmgmt.com

1 NEW HIRE TRAINING PROCEDURE . SCOPE. This PROCEDURE describes the TRAINING of new Employees and documentation of such. Each new Employee shall be subject to a ninety (90) day Introductory Employment Period, during which time Management shall assist the Employee's transition into his position and provide evaluation of prospects for the Employee's continued employment with the Company. Further details about the Introductory Employment Period are contained in the Employee Manual. Thorough TRAINING is the first step in developing a successful and productive employee. Additionally, addressing and documenting any performance or insubordination issues within the 90-day introductory period is an essential part of the TRAINING process. PROCEDURE . New Employees will have three TRAINING evaluations before the end of their Introductory Employment Period. The TRAINING evaluations should occur at the end of the 2nd week, 6th week and 12th week following the hire date. Put a reminder on your calendar for these deadlines.

2 Follow the New Hire TRAINING Checklists to guide your TRAINING schedule. Keep notes of the items that are covered during TRAINING , as well as the name(s) of the supervisor(s) or employee(s) who performed the TRAINING . At the end of each evaluation period, document the Employee's performance in each of the TRAINING areas, if applicable. Add any notes regarding additional issues (tardiness, insubordination, etc ) or areas that need improvement. If the Employee has demonstrated weaknesses or deficiencies in any area where he has already been trained, provide more detailed documentation to show your follow-up TRAINING efforts ( the specific policy, with the Employee's signature to indicate receipt and understanding, or on-the-job TRAINING notes with the Employee's signature). At the end of each evaluation period, review the documentation with the Employee. Have the Employee sign the documents and forward to Human Resources. In the case where a new hire fails to perform adequately during his Introductory Employment Period, Human Resources should already have proper backup documentation through these TRAINING evaluations to support a termination.

3 The manager has an affirmative obligation to provide and document TRAINING for Employees, and this requirement is especially important during the Introductory Employment Period when we are evaluating a new hire. An Employee's Probationary Period may be extended at the discretion of Management if further evaluation is warranted, or in the event of extended absence that does not result in termination. If this option is necessary, discuss in advance with Human Resources to ensure that proper documentation is in order. Rev 5-2013. NEW HIRE TRAINING OFFICE STAFF, INC. ASST MGR, LEASING, COS. NAME: _____ POSITION: _____. 2-WEEK TRAINING . I have been trained in the following, and I understand the requirements, policies and procedures associated with such (initial each item below): ____ Fair Housing ____ Property information program requirements, amenities, Rules, TSP. ____ Job schedule, including policy on breaks and overtime ____ procedures for entry to property or building after hours ____ Time Sheet/Time Clock policy ____ Employee parking ____ Key policy, including key log, master key rules, roof key rules ____ Unit entry procedures occupied vs.

4 Unoccupied, no entry if adult resident is absent ____ Customer service guidelines for resident interaction ____ Incident reports ____ Worker's comp/reporting workplace injuries immediately ____ OneSite TRAINING ____ Making deposits including inputting payments and documentation to Accounting ____ Ongoing safety TRAINING , including _____. _____. ____ Other:_____. ____ Other:_____. ____ Other:_____. ____ Other:_____. ____ Other:_____. 2-WEEK EVALUATION. This performance evaluation encompasses the period from _____ to _____. Comments:_____. _____. _____. _____. _____. _____. _____ _____. Supervisor Date _____ _____. Employee Date Rev 5-2013. NEW HIRE TRAINING OFFICE STAFF, INC. ASST MGR, LEASING, COS. NAME: _____ POSITION: _____. 6-WEEK TRAINING . I have been trained in the following, and I understand the requirements, policies and procedures associated with such (initial each item below): ____ After-hours service request procedures ____ Expense reports ____ Work order procedures , including work order documentation and 24-48 hr response ____ Move Ins & Move Outs, including unit inspections, NTV, security deposit refunds, FAS.

5 ____ EIV (if applicable), including policy, privacy, running reports ____ Reasonable Accommodation policy and documentation ____ Unit inspections, including documentation for annual HQS and housekeeping problems ____ HUD files, including review, AR timeline, IR processing, documentation ____ Waitlist, including application processing, TSP, purge, handling rejections & appeals ____ Ongoing safety TRAINING , including _____. _____. ____ Other:_____. ____ Other:_____. ____ Other:_____. ____ Other:_____. ____ Other:_____. 6-WEEK EVALUATION. This performance evaluation encompasses the period from _____ to _____. Comments:_____. _____. _____. _____. _____. _____. _____. _____. _____. _____. _____ _____. Supervisor Date _____ _____. Employee Date Rev 5-2013. NEW HIRE TRAINING OFFICE STAFF, INC. ASST MGR, LEASING, COS. NAME: _____ POSITION: _____. 12-WEEK TRAINING . I have been trained in the following, and I understand the requirements, policies and procedures associated with such (initial each item below): ____ Ongoing safety TRAINING , including _____.

6 _____. _____. ____ Other:_____. ____ Other:_____. ____ Other:_____. ____ Other:_____. ____ Other:_____. ____ Other:_____. ____ Other:_____. ____ Other:_____. 12-WEEK EVALUATION. This performance evaluation encompasses the period from _____ to _____. Comments:_____. _____. _____. _____. _____. _____. _____. _____. _____. _____. _____. _____. _____. _____. _____. _____ _____. Supervisor Date _____ _____. Employee Date Rev 5-2013.