Page 271 - Successful Onboarding

252 • Successful Onboarding

• A change management and communications plan
• A summary of high-impact changes and framework with
stakeholder messaging
• A detailed business case for change, including an ROI calculation
• A governance/operations model
• An outline of roles and responsibilities for initial and ongoing
initiative personnel
• A program development budget and preliminary ongoing program
delivery budget
• Program metrics and associated measures

In Booz Allen’s efforts, the main body of the blueprint specified the new
program brand (what the program should express and accomplish, not just
the logo and tag line), the program phases, the group owners, the high-
level metrics for evaluating program success, and the change management
strategy. It also included a Timeline Activity Matrix outlining activities
organized by our four recommended program areas of Cultural Mastery,
Interpersonal Network Development, Strategy Immersion, and Early
Career Support.
One final part of blueprints worth highlighting is the detailed gover-
nance and operations model. Booz Allen opted for a centralized struc-
ture framed around a formal “Center of Excellence.” An appointed
lead person oversees operations and metrics for the program, assisted by
a number of other individuals responsible for pieces of the program.
A firm-wide orientation manager designs and oversees the ongoing
orientation strategy, oversees coordination of Firmwide Orientation (e.g.,
panelists/speaker scheduling, etc.), and ensures a smooth transition
between firm-wide orientation and local office orientation. A pre-arrival
manager designs the ongoing pre-arrival strategy and oversees portal con-
tent updates, touch points, and technological notifications and handoffs.
A local team orientation manager designs and oversees ongoing local and
team orientation strategy, ensuring consistency and facilitating program-
related communication between regional managers. Regional strategic
HR managers partner with local and team managers to ensure regional
and team needs are actively met. They also work with managers in local