Group 4 Feedback – Here is some specific feedback on your report and deliverables • Some of the SCCU history had a couple of typos – Port Mellon (not Melbourne), SunCu formed in 2006 (not 2016). As a point of interest there is also a Sunshine Coast in Australia, which we get confused for on occasion, so there may very well be a Port Melbourne. • Excellent summary of the Credit Union difference – you have clearly articulated our philosophy and what is important to our business model. • You have represented our organizational onboarding needs well and our current state. Recommendations: • We currently outfit all of our employees with adequate technological equipment to work from home as well as provide them with an internet allowance. While there are some small pockets of the Sunshine Coast where service is spotty, our employees are able to adequately access our systems. • I would have liked to see an expansion on the concern that tech requirements might not align with Human Rights legislation? • I like the recommendation to use the flipped classroom method • Recommendation to hold daily meetings could be very effective in building connectiveness and providing support to the new employee. It is a bit unclear who these meetings would be with; ie. the leader or mentor. • You have understood the role of the FSA fairly well and what an onboarding plan could look like. The plan for week one might need a bit more on the job skills training as it may be too much to do online courses for a full week (and quite isolating). Otherwise, the plan is quite feasible and well thought out. • LinkedIn learning – good suggestion for the soft skills of the role • I love the suggestion of creating a New employees channel in MS Teams for new employees to chat and support each other and scheduling Group Think sessions for this group. • I am unclear as to why the Buddy program should be renamed a “Staff Mentorship program” and how that would change the current state. We have both a buddy and mentor for the new employees currently; the buddy being responsible for the informal learnings of the role and the mentor being responsible to teach the on the job/technical learning. Is the recommendation, therefore to scrap the Buddy program? • Good suggestion to have the mentors meet together regularly. • A cheat sheet of virtual meeting etiquette is a great idea. I also like the suggestion that all staff have a professional profile picture. • Your timelines look reasonable for the implementation of changes to the onboarding program. • The addition of the worksafe videos will definitely enhance what is usually somewhat dry, yet very vital material. Overall – it was a pleasure to work with your group. Our meetings were very professional and well organized. Your questions were well thought out and clear. I wish you all the very best in your chosen career paths.