Employee File Checklist: Fill & Download for Free

I am an attorney. I once had a law clerk for only a few months who was hired because she had a stellar resume. She didn’t live up to the resume. Simple things she should have learned in her first year of law school were consistently wrong and when I corrected her, she did future drafts with reasons she answered the way she did. I don’t need a passive aggressive explanation- I need it done properly. Keep in mind, she’s working off a template and I had a checklist that had all the steps. Answer this type of thing this way, change the name of the court and the parties, etc. One or two things can be a little confusing still, but when you’re making errors on the court name and have the file right in front of you, and it happens consistently, you’re just turning in crap and wasting my time. As a mentor of mine who suggested the checklist said- if they are getting things wrong that are not on the checklist, adapt the checklist. If they are missing things that are on the checklist, they’re untrainable. I asked her if she followed the checklist and she told me it wasn’t on there. I pick it up, point directly to where it addresses that, and she tells me she missed that.Not long after, she quits without notice after ignoring my instructions about how to organize a file. I had to go back and undo a massive file right before trial because it was alphabetized, not arranged by date and type. When sitting in trial, I need to know what happened when and see how the case progressed, not have orders next to motions and everything without any progression. That means I have to dig through the file to find the notes, somewhere in the middle. Ultimately, it benefitted me to redo it rather than make her redo it, since she ignored my instructions the first time. She told me the reason for quitting without notice was that she had another job lined up and they were going to pay eight times what she made in my office. BS. There isn’t a law clerk job anywhere that’s paying you twice what a licensed attorney makes at a big firm. She wished me well and said she’d see me at events. No, my dear… I have my license already. We’re not attending the same events.A few few weeks ago, I received an email from a social organization saying that she won an award and requested that I sponsor a table for the recognition ceremony. Even a single ticket was $250. I declined (in the form of ignoring it).Everyone I introduced her to had the same impression- she’s arrogant. The mentor who suggested the checklist specifically said, “she thinks she’s smarter than you, and she’s just figuring out what she can steal from you (business model-wise).” The problem is, my entire business model and my success is solely because of hard work. I show up, I do the work, I make sure things are correct. If I mess up, I admit it and correct it. I wish her luck because her work ethic certainly isn’t going to get her there (but no, I won’t subsidize that luck at $250 a ticket).

This could be more a book than a Quora response but here is a good checklist to work with:URGENTObtain all necessary licenses, utilities, and permitsOrder remaining furnishings, finish work items, and large equipmentObtain logoObtain fabric & paint samplesMarketingVisit a local bank and open a corporate accountTheme/Feeling of space?Casual/FormalDrug testing /background checksIMMEDIATESmall wares, product and service providers***MUST ORDER ASAP!! These can have up to 12-week lead timePinpoint delivery locationWine selection & wine List creationLeased equipment (coffee, h2o, etc.)View photos of uniforms/ice bucket, etc.73 Days Before Opening Your RestaurantFinalize uniformsWrite restaurant philosophy, mission statementWrite employee handbook and all HR infoObtain/create forms, waiversSteps of service, SOP’sSelect stationaryFinalize menu cover60 Days OutCreate and finalize detailed descriptions of each job, including training plansSide workOrder menu coversOrder uniformsPlace ad for Assistant General Manager, Floor manager & SommelierDeadline for rest of supplier bidsOrder any custom itemsBegin contractor’s binderPOS/MICROS/Open TableMenu software45 Days OutSchedule space for open interviewCreate/maintain master delivery listInventory sheets/bindersFinalize delivery dates of ALL ordered itemsHire AGM/managersShopper companyCheck & reconfigure time line for opening dateGet update on all insurance issues30 Days OutBegin receiving bulk of furniture/equipment**CREWSchedule trainingsResponsible vendors/food handlersHire key Front of the House (FOH) staffCocktail list14 Days OutFOH hires finalized/paperwork completedComplete all general installations, repairs, & maintenance (windows, doors, electric, plumbing, etc.)Setup & organize cooler, freezer, dry storage, liquor, & supply rooms with racks/shelvesInstall communication devises (i.e. phones, computer/software, online service, cable, etc.)Cleaning crew, pest control, etc.Schedule soft opening, Family & Friends nightTest all coolers, POSSeating Chart7 Days Before Opening Your RestaurantRestaurant-wide contact listSetup office files and employee filesHang all necessary signage, bulletin boardsPost important/emergency info & repair infoMock servicehttp://www.fobesoft.com/Rest_opening_checklist.aspx

I just recently hired a new HR Manager at ChowNow (hey Kristine Minter ). So I can tell the process we put in place for her to quickly ramp up and add value to our team.OrientationIf there is a formal one — greatIf there isn’t a formal one — make one for yourself by asking the right people for coffee chat time.Either way — you will want to be able to answerWhat do we doHow do we do itWhy did we start doing itHow do we make moneyWhat are the top 3 organization goals right now?Team TimeGet invited to as many department meetings as possible to begin learning the language and values of each teamSpend one or two days each week following different people in roles you will be supportingMeet with Department Managers/Leaders you will support and ask:What’s the pulse on your team?Where do you most feel supported by HR?Where would you like most support from HR?Develop a clear 90-day roadmapWe use the Objective & Key Result process to clarify and communicate goalsGet clear on the top three objectives for your first 90 daysThen get VERY clear about how you will be measured on thoseExample: Objective — Improve the quality of our New Hire Onboarding Experience ; Key Results — improvement in post-onboarding score; new hires first weeks are completely planned before 1st day; hiring managers have developed initial OKRs for new hires before 1st dayExample: Objective — Improve the quality of our HR systems; Key Results — all employee files are compliant; new hire onboarding checklist completed in use to ensure future hires are compliantSince each org and HR department is so different, I think that last one will be very beneficial for a new HR Manager to get clear and specific on initial goals. We think it is so important that we have started drafting all of our job postings with 30, 90, 6 month and 12 month OKRs baked in so that our candidates were very clear on expectations. It’s helped the interview process, the onboarding process, and the entire new hire experience for us at ChowNow.Good luck.If your manager won’t let you do all of that above — then find a new job!