Day one: confirm the boundaries
A new skilled trades worker needs to know where to report, who supervises work, which access is approved and how to request help. Start with learning the site rules, identifying the responsible supervisor, and recording what work you are actually permitted to perform. Do not mistake prior experience for familiarity with this company’s permits, customers or equipment.
Day two: show the documents that govern work
Introduce the relevant drawings, work orders or checklists and explain where approved revisions live. Walk through a realistic task such as electrical rough-in versus live equipment service. Discuss who signs off quality and how exceptions are recorded. Avoid treating documentation as an afterthought.
Days three and four: controlled practice and feedback
Assign a bounded task appropriate to the person’s qualifications. Have a qualified colleague observe, review the result and explain what needs improvement. energy isolation, fall protection, lifting limits and other hazards vary by trade; only trained and authorized workers should perform controlled tasks. Check that the employee understands both ordinary expectations and what to do when a plan no longer matches conditions.
Day five: test the handoff
Have the new hire summarize one job in plain language: original request, observed evidence, assigned action, verification and unresolved issues. For this trade, a useful example could be shop-floor machining versus rotating-site maintenance. This tests whether the next shift or supervisor could safely pick up where the employee stopped.
Write a realistic thirty-day milestone
Choose one capability such as understanding how to turn a supervisor’s work order into a safe, checkable result. Identify the mentor, the required practice, the proof of competence and the date for review. Good onboarding does not promise full independence in a week; it creates a clear route to safe, reliable contribution.