906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up

1. 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal VP of Talent and Diversity Scripps Valerie Norvell President N-tellect, Inc.

2. About today • How mLearning can complement a new employee onboarding program • How to begin thinking about a standard process to welcome new employees to the company and share common information • How new employee onboarding programs shorten time to productivity • How to stage onboarding activities in phases to complement and coincide with regular job duties 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

3. About you

4. Scripps snapshot 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

5. Finding, growing and keeping the best people 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

6. Why new employee onboarding? • In 2011, an extensive analysis of Scripps career management needs revealed new employee onboarding as a top pain point for managers and employees throughout the business.* * Five operating units visited (WPTV, WXYZ, WEWS, Knoxville, Treasure Coast); 54 interviews completed (18 TV, 25 Newspapers, and 11 corporate) ; Online survey with Sales and Content completed with 1270 responses (661 Newspaper employees, 226 Newspaper managers, 313 TV employees, 70 TV managers) 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

7. Opening activity 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

8. NEO program goals • Create a memorable, warm welcome that reinforces the new employee’s decision to work for Scripps • Ensure the new employee completes legally required and Scripps culturally relevant training in a timely manner • Enable the new employee to become productive as quickly as possible • Provide a foundation from which to build role-specific onboarding 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

9. How does it work? • Eight weeks for new employees (16 hours) • Ten weeks for new managers (21 hours) 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

10. High tech AND high touch* • Live up to the courtship • Warm and personal • Verbal handshake from CEO • Efficiency • Consistency • Meet people where they are *Source: Term coined by Naisbitt 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

11. Where it counts: m • E-booklet sent with offer letter • PDF designed for digital consumption 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

12. Personal touch in advance • Pre-employment folder sent via mail • Welcome letter from manager • First day reminders letter from HRBP (what to wear, where to park, time to arrive, i-9, etc.) • Notecard signed by team • New employee onboarding flyer • HRBP business card 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

13. Typical first day • Welcome by greeter; badge/photo; tour • Day 1 welcome folder waiting on desk with Scripps notebook and mint tin • New employee onboarding program guide • Orientation checklist • Quick start systems guide • Benefits at-a-glance • Local benefits at-a-glance • Code of conduct card • Big six competencies card • Welcome to… (local immersion) • Local key contacts 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

14. Typical first day • IT meets new hire: • Installs new employee onboarding app • Ensures access to WorkLife and demonstrates how to start the first e-learning • New hire completes e-learning: • WorkLife • E-time • Benefits enrollment 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

15. Typical first day • Morning with WorkLife and e-learning • Lunch with manager/colleagues • Afternoon orientation with HRBP • “We Are Scripps” video and business discussion • Q&A about WorkLife, e-time, benefits • Employee handbook • Policies and procedures • Safety and security • Rich Boehne video from app 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

16. A little friendly competition 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

17. High tech and high touch continues • Manager meetings • Onboarding buddy • HR check-in • Reminders sent via app • Series of e-learning modules 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

18. Beyond Scripps NEO • Scripps NEO • Sales, content, operations, HR, etc. Corp. Office TV Papers Digital 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

19. Gaming…another m touchpoint 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

20. Results so far The pace 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

21. Results so far The pace 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

22. Results so far Great onboarding experience - considerably smoother than any place I've ever worked. My favorite part was the welcome package I received in the mail with a signed card from my team. Best onboarding experience I've had.

23. A few take-aways 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell

24. Thank you Robyn Hildal VP of Talent and Diversity Scripps hildal@scripps.com 513-977-3081 Valerie Norvell President N-tellect, Inc. vnorvell@n-tellect.com 937-620-4696 906: Immersive New Employee Orientation Builds Pride, Shortens Ramp-up Robyn Hildal, Valerie Norvell