What good looks like
An active employee with correct identity, role, permissions, team, location, skills, pay/time context, and onboarding ownership.
Have these details ready
- Legal and preferred identity/contact details
- Job role, manager, team/location, and start date
- Approved permission, pay, certification, and device requirements
Run the workflow
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Create the core record
Enter name, contact, employment details, start date, manager, and active status. Use company identifiers consistently.
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Assign operational structure
Choose team, location, job title, skills, territories, schedule, and field/office classification used for dispatch and reporting.
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Grant least-privilege access
Use role-based permission defaults, then review view/create/edit/approve rights. Separate financial, approval, HR, settings, and administrative access.
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Complete job readiness
Add required certifications, training, documents, license/vehicle context, and expiration dates. Do not schedule regulated work before readiness is valid.
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Configure time and compensation context
Enter the supported payroll/time settings and approval relationships required by company policy.
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Test and onboard
Confirm the user can sign in and reach only required workflows. Assign onboarding tasks and verify mobile access before the first field assignment.
Check your work
Do not call the workflow complete until these statements are true.
- Employee appears in the correct team/location
- Permissions match the approved role
- Training/certification and onboarding gaps have owners
If something does not look right
The employee cannot sign in
Verify invitation/account state, email, active status, license availability, and access configuration before resending.
The employee sees too much
Remove excess rights immediately and review the role/team template before onboarding the next person.