Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

DPSF Training Program SAMPLE


Published on

  • Login to see the comments

  • Be the first to like this

DPSF Training Program SAMPLE

  1. 1. DPS New Hire Orientation Guide Employee Name:
  2. 2. Hello there! As President of the Florida Branch of Dominion Payroll Services, I’d like to personally welcome you to the team. It’s an exciting time for DPS, and as we continue to grow, we strive to remain as adaptable, motivated, and responsive to our new employees as our new clients. We pride ourselves on providing best-in-class value, functionality, and service, and we will go the extra mile to exceed expectations. We’re glad to have you on board! I’d like to give you an idea of what you can expect and what we hope to achieve. This orientation guide will not only help in getting you set up, but will give you the tools to succeed in your first 90 days and far beyond. It includes the basics, such as how to get started in the system, as well as crucial information for winning business. This is NOT intended to replace time spent working with your teammates and me. You will be spending a huge amount of time with everyone in the office, as we are all committed to making you successful. Use this guide as a foundation and know that we are here to support you in every step. As a part of our team, you are our most important and greatest asset. We could not accomplish what we do everyday without our employees. I’m very pleased to welcome you to Dominion Payroll Services and look forward to working with you. Sincerely, Dennis Gallagher President Dominion Payroll Services of Florida
  3. 3. 30 / 60 / 90 Day Orientation Plan If you have made it this far, it is because we have identified certain traits in you that directly align with success in this position – drive, intelligence, commitment to excellence, and ownership over one’s work. Now that we have identified that you have the core values, we are committed to doing everything in our power to make you successful. This 30/60/90 day plan is designed to provide you with the basic knowledge and skills to take your strong foundation and quickly get you up to speed in order to make money and be recognized as a leader within DPS and the community. Throughout the process, we will be testing your skills to identify areas where you need more coaching or focus, and areas where you are excelling in order to know where to focus our efforts and the next portion of the plan. Please be open and honest if you need help in certain areas – DO NOT be afraid to ask for help. That is crucial in the process, and will only lead to more success in the long term. Your reviews will be based on these exams as well as recorded activity and ratings in each category from your manager. From our experience, if you follow the process and take advantage of the resources given to you, there is no opportunity to not be successful. If you make it through the 90-day program, you are a true SPARTAN and are destined for greatness within DPS. If you are unable to complete the 90-day program, you will not be able to continue employment with DPS. I have read and understood that the 90-day program is required for employment with DPS. ________________________________ ___________________________________ Employee Signature Manager Signature Let’s Begin!
  4. 4. 30 / 60 / 90 Day Orientation Schedule First 30 Days Start: Finish: 30 Day Review: ( / / ) Goals: 1. Onboarding 2. DPSF Vision, Goals 3. Introduction to DPS team 4. Establish Battle Plan 5. Product, System, Market Knowledge 6. Networking Foundation 7. Ability to Set Appointments 8. Ability to Demonstrate Platform First 60 Days Start: Finish: 60 Day Review: ( / / ) Goals: 1. Deeper understanding of market 2. Complete higher level system demo 3. Completing “Battle Plan” 4. Establishing Network 5. Ability to Run Appointments 6. Ability to Complete Extended Demo First 90 Days Start: Finish: 90 Day Review: ( / / ) Goals: 1. Full understanding of market and DPS Products 2. Understanding of Sales Process 3. Activities leading to closed business 4. Ability to Close Business
  5. 5. 30 / 60 / 90 Day Weekly Focus Each week, you will focus on building a different area of expertise, from the Foundations of Payroll, which will teach you basic market information, to lessons on the full sales cycle, which is intended to prepare you to walk a client from prospecting to implementation and through the fulfillment stage. Please allocate at least ONE HOUR per day to studying these materials. Every Monday, you will need to be prepared for a test of some kind on the focus of the previous week. Most of these will be written test, but for items such as the product demonstration, you will be presenting a full demo to the office. Again, these “tests”are to gauge your understanding of the different aspects ofthe business, which will enable us to focus our efforts on where you need additional help – everyone learns at a different pace and will struggle in some areas. You will be required to get a manager to sign off on each area before moving forward, as each focus listed is CRITICAL for success in this position. Days 1-30 Week 1 Orientation, Foundations of Payroll, 30-sec Commercial Week 2 ProductKnowledge, ProductDemonstration Week 3 Battle Plan, Cold Calling Week 4 First Time Appointments Days 30-60 Week 5 Competitive Information, Pricing / Proposals Week 6 Affordable Care Act, Referral Partners Week 7 Extended Demo Week 8 Sales Process Days 60-90 Week 9 Needs Analysis Week 10 Implementation Week 11 Full Sales Cycle – Closed Business Week 12 Expectations and Goal Setting – Year 1
  6. 6. First 30 Days First 30 Days ( / / - / / ) The first 30 days of your training are focused on making sure you are settled into your new environment, have a solid understanding of DPS as a company, start developing productand market knowledge, and rounding out your “cookbook” – the recipe of combined activities that will lead to success in sales. Goals: 1. Onboarding 2. Full vision & understanding of DPSF vision & goals 3. Introduction to DPS team 4. Establish Battle Plan 5. Product, System, & Market Knowledge (Solid Foundation) 6. Networking Foundation 7. Activity Goals : Set 2 Appointments 30-DayReview Scheduled:__________________ Week 1 Week 2 Week 3 Week 4 Orientation Paperwork Due ____/_____/_____ Passed: Manager Initials Exam: Foundations of Payroll, 30 sec ____/_____/_____ Passed: Manager Initials Exam: Product Knowledge / Demo ____/_____/_____ Passed: Manager Initials Exam: Battle Plan Complete ____/_____/_____ Passed: Manager Initials
  7. 7. Monday, Week 1 Employee Pay / Self Service Information  At DPS, we pay weekly. Please provide your Direct Deposit information, and the funds will be automatically debited to your account each Friday morning.  You will be receiving an email from Coastal Payroll that will allow you to authorize your account in order to view the payroll system as an employee  Once your credentials are set up, you can both view your employee information online and via mobile app (instructions later!)  If you forget the website, don’tworry – you will get an email every week with a link to view your pay stub. Foundations of Payroll Now that you’re settled in, we’ve prepared a lengthy but necessary presentation on the Foundations of Payroll. You will have a week to review this document – let us know if you need help, have any questions, or are totally lost. Dropbox > 1 – SALES TRAINING > First 30 Days > Foundations of Payroll You will be tested on this information NEXT MONDAY.
  8. 8. Tuesday, Week 1 – DPSF Vision / Goals As a member of our team, you have a HUGE impact on not only the Florida office, but also on the organization as a whole as well as on our partner software company, Infinisource. You and your actions directly affect our goals. Let’s take a look at what those goals are and how YOU fit in! DPS Overview: “Dominion Payroll Services offers payroll, HR, timekeeping, and pre-employment solutions to meet all of your business needs. We have offices in Richmond, VA, Tampa, FL, Charlotte, NC, and Nashville, TN and provide services to clients in all 50 states. Our dedication to customer service has helped DPS grow to thousands of clients ranging in size from 1 to 2,500 employees, and we have a wealth of experience helping clients of all shapes and sizes manage the business of employment. DPS is quickly becoming the premier choice for customized payroll and HR solutions, and we’d love to serve you!” Our Mission: “We will provide best-in-class value, functionality and service for integrated payroll and human resource products and services. We will go the extra mile to exceed expectations by continuous consultation to assist in improving our client’s business. They will know that we believe that they are important.” Our Vision: “We are the number one choice in our region by providing the highest level of service coupled with the best integrated payroll and human resources software in the industry. Our culture is a key value to the relationship we have with our community, clients and employees.”
  9. 9. Tuesday, Week 1 – DPS Vision / Goals History of DPS: “In 2000, the Davids – Gallagher and Fratkin – had both had successful corporate careers and were looking for a new challenge of their own. Gallagher had worked at ADP. He managed their Southeast Asia region until he was promoted to oversee the national sales group in California, where he sold payroll to clients as high profile as Microsoft. Meanwhile, Fratkin had a great deal of success managing various start-up firms and spent about a dozen years with Verizon Communications in management positions all over the East Coast, eventually administering payroll for their over 80,000 employees.” We are SPARTANS! The Spartan army was one of the most feared military forces in the Greek world. It was commonly accepted that “one Spartan was worth several men of any other state.” Spartans would never lay down their weapons for any reason, be it hunger, or danger. Spartans valued education and knowledge, intense physical fitness, self-discipline, fairness and honor, and fearlessness. At DPS and Infinisource, we have chosen the Spartan as our mascot. As Spartans, we seek to be the BEST – to be widely known and feared. We never give up. We work together. We work harder than anyone else. We celebrate our victories. AND WE WIN, OR WE DIE TRYING.
  10. 10. Product Demonstration – Sample Guideline Login: | Demo Company: FLOR Demo  Manager Access: o Username: o Password: Payroll7! o Gmail Password (Authentication): mjg12345  Employee Access: o Username: o Password: Payroll6! o Gmail Password (Authentication): mjg12345 Login / Credentials  Single sign on, web-based, so you can access wherever or whenever  Credentials determine level of access – customized for different levels of ees / managers Client Landing Page  Administrator = More options in menu, all customizable  Landing Page = Home Screen o Toggle between companies o Quick HR Links for new hires or assistance o Information on next payroll run o Any important news from DPS (banking holidays, etc.)  Dashboards: o Executive: Quickly get data you need without having to run report o ACA Dashboard: Great way to quickly and effectively manage your Affordable Care Act information and stay on top of eligibility and enrollment Menu on Left: Helps you navigate between different aspects of the website Employee Management  Section where you can view/edit ee info – main source for HR related information  Employee Summary o Quick view of all employees o > Click within > Click one aspect > Brings directly to that screen so I can make any necessary adjustments o Remember: Because the system is a single source database, if you make a change in one area, such as changing this employees’ tax filing status, there is not updating other systems – the change is registered throughout the entire system, from payroll to benefits. o Really great example of this is the termination feature:  Because the information is all connected, when I terminate an employee, I can automatically update the PTO to delete future absences, add stop dates for benefits, send out a COBRA notification, and even see a Termination Report that summarizes their information.
  11. 11. Product Demonstration – Sample Guideline, cont’d. Employee Management, cont’d.  HIRE employee, multiple options: o Onboarding Feature: All you need is email and name  Enroll in ESS, collect paperwork and information > Add to Pending New Hires section, where you can review information to be added to system o Quick Hire Feature: Quickly tab through information, upload documentation like tax forms but also forms unique to your business (non-compete agreement, employee handbooks, etc.)  Employee Maintenance: o Majority of HR Information o General Tax / Contact Info o Employment Status, with ACA Status built right in o Org Management – Set up multiple layers of manager / supervisor roles to make your lives as administrators easier o Labor Allocation / Distribution  Employee Pay o Does calculation FOR YOU – estimated annual salary / hourly rate o Earnings, Deductions built in table format o Handle garnishments for you o No limit on number of accounts you can enter within Direct Deposit  Employee Benefits o These can be built into the system to include plan details for Applicable Large Employers, or can simply track deductions for employees o Leave Accruals can be customized for different departments or even specific employees  Human Resources o Everything from disciplinary action to license and certification tracking o Disciplinary actions o Company Assets > Termination Report o Employee Documents > Manager / EE View  Payroll Accumulations  Performance Reviews Manager / Employee View  Login as Employee - Credentials determine level of access, all customizable  Onboarding, View Pay, W2 Forms, Update Information  Time & Attendance – quick punch, detailed punch, view time card, approve  Mobile App  Enroll in benefits / life events  Manager View : View ee’s, toggle between views, manager approval
  12. 12. Thursday, Week 2 – Time & Attendance Time & Attendance: Two options for Time & Attendance Timeforce: Complex, made for higher level deals / companies  Very high level of capabilities  Does almost EVERYTHING well  Job costing, missing punch / overtime alerts, mobile app, scheduling  See TimeForce in Dropbox iSolved Time: Newer technology, still developing all functionality (See iSolved Time in DB)  GPS Tracking through mobile app  Completely integrated, one login Types of Clocks:We make our own clocks, and have many options: biometric (fingerprint), proximity (card), coded, and rugged (outdoor/ manufacturing.) (See Time Clocks in DB)
  13. 13. Monday, Week 3 – Establishing your “BATTLE PLAN” So what does your Battle Plan look like, now that you have been working to broaden your network and expand your product knowledge? Use this Battle Card as a way to track your progress throughout the week. (See Battle Card in Dropbox) Activity Mon Tues Wed Thurs Fri Totals Calls or Foot Canvassing Networking Events Referral Partner Mtgs Training Hours Appointments Set Other Misc. Daily Activity Now that we’ve established the battle card, use the lessons over the next few days to complete your 40 activities – you will be presenting your completed Battle Plan during Monday’s meeting. We will review your calls next week to see what worked, what didn’t, and how your calls are going – get ready to call with your team!
  14. 14. COMPANY NAME: INFO: Contact Names / Roles: LinkedIn Connected? # Entities: # States / Locations: # Employees: Bonding & Rapport Up Front Contract Relationships: Goals for Meeting: PAIN: Is it ok if I ask you a few questions to get a better understanding of your business? Pay Frequency: Pay Schedule /Date: Pay Groups? Current Provider: Current Platform: Delivery: DD %: Main Pain: Employee Lifecycle Management Time & Attendance App Tracking/Onboarding: EnteringTime / Clocks? : Labor Allocation/ JobCosting: EE Self Service: PTO / Time OffAccruals: Payroll Human Resources Customization/ Flexibility: Ease of Use: Questions / Compliance: Garnishments: Licenses / Cert Tracking: PreviewReports: Handbooks: Errors? Performance Appraisals: Reporting Benefits Fav Reports: Benefits: Report Writer: Open Enrollment ACA: GL: 401K: Service Other General: Workers Comp: Training: Bank: z Additional Notes: MainPain Points: Budget: Decision/ Competitors: Next Steps: FollowUpItems:
  15. 15. 60-DAY REVIEW TEMPLATE ACA | Comp Intel | Proposals | Extended Demo | Battle Plan | Network | Run Appts. Lesson Competitive Intel Pricing, Proposals Affordable Care Act Referral Partners Extended Demo Sales Process 1 – Return to Lesson 2 – Needs Improvement 3 – Would like to see improvement 4 – Excellent Understanding 5 – You could teach this shit. DG Initials of Completion Employee - 3 UP - Manager 1. 1. 2. 2. 3. 3. Employee - 3 DOWN - Manager 1. 1. 2. 2. 3. 3.