Manufacturing Employee Onboarding Checklist

HR confirms the signed offer is in the file, the negotiated rate matches payroll setup, and the start date is locked. Flag any shift assignment (1st, 2nd, 3rd) so the supervisor and trainer are scheduled accordingly.

Role family drives the training matrix and PPE issue. Pick the closest match — this gates the role-specific training section later in the workflow.

Most manufacturers require a 5-panel or 10-panel screen and a 7-year background check before floor access. Results must be on file before LOTO or forklift authorization is granted.

Set up Kronos / UKG / Paycom profile with correct cost center and shift differential. Issue badge with door access scoped to the new hire's work area only — no unrestricted plant-wide access on Day 1.

Section 1 by end of Day 1; Section 2 within 3 business days of start. Originals only — no photocopies of List A or List B/C documents. E-Verify within 3 days if enrolled.

Federal W-4 plus the state equivalent (e.g., IL-W-4, NC-4, IT-2104). If no W-4 received, payroll defaults to single, no adjustments — flag the new hire so they can correct before first check.

Walk through the point-based attendance policy, call-off procedure, mandatory overtime rules, and PTO accrual. Capture signed acknowledgment — this is the document that's pulled if attendance becomes a discipline issue.

Physical walk, not a slide deck. Show the primary and secondary muster points, the eyewash and safety shower nearest the new hire's work area, the AED, and the spill kit. Reference the site EAP.

Safety glasses (ANSI Z87.1), steel-toe per work area, hearing protection if exposure exceeds the 85 dBA action level, cut-resistant gloves per role. Respirator issue requires medical clearance and fit-test per 1910.134 — do not issue same day without clearance on file.

Per 29 CFR 1910.1200: GHS labels, SDS access (paper binder location and SafetyCulture / VelocityEHS digital), HMIS color coding, and the chemicals specific to this work area. Required before the new hire handles any chemical product.

All employees get affected-employee awareness on Day 1 (29 CFR 1910.147). Authorized-employee LOTO training with personal locks and tags is delivered later, only for roles that service equipment — never grant authorized status on Day 1.

Setup sheet walk-through, program load, work-holding, dimensional check on first piece, traveler entries, and andon procedure. Trainee runs alongside qualified operator until the cell lead signs off; document on the operator qualification matrix.

Hands-on with calipers, micrometers, pin gauges, and the CMM if applicable. Cover the calibration sticker rule (red-tag past-due gauges, never use them), gauge R&R basics, and how to write an NCR with proper segregation tags.

Equipment-specific energy control procedures, personal lock issue, group LOTO scenarios, and the try-step verification. Pair with a senior tech for the first 3 lockout events; document each in the CMMS (Fiix / eMaint / MaintainX).

Per 29 CFR 1910.178: classroom, hands-on evaluation, and equipment-specific training for each truck type the handler will operate (counterbalance, reach truck, order picker are separate certifications). Re-evaluation every 3 years.

Log in to the production system used on the floor (Plex, Epicor Kinetic, NetSuite, Tulip, MachineMetrics) and walk the work-order traveler, labor clock-in, and scrap entry. Confirm the new hire can find current-rev drawings in the PDM.

Buddy is a qualified operator on the same shift, not the supervisor. Buddy covers shift-handover ritual, break rotation, andon/stop-the-line authority, and where to escalate when a print and the part don't agree.

15-minute conversation: what's clicking, what's confusing, any safety near-miss to log. First-week attrition in manufacturing is heavily driven by Day-3 to Day-5 friction that supervisors don't surface — make this a real conversation, not a form.

Trainer and supervisor sign each task on the operator qualification matrix as Observed / Assisted / Independent. Tasks still at Assisted at Day 30 carry into the 60-day plan with named coaching.

Pull the new hire's scrap and rework data from the MES and any near-miss entries from the EHS system. Calibrate expectations against the cell average, not against zero — first-60-day defect rates trend higher and that's normal.

Final review captures the qualification decision, supervisor notes, and any outstanding training items rolled into the next quarter's matrix. A 'Not yet qualified' result triggers the documented performance plan, not termination.