Context Slice Policy Summary
Required context:
- Original policy text (or key points)
- Target audience (HRBPs, managers, all employees)
- Policy topic (brief description)
Structure:
# Policy Summary: [Policy Name]
## Overview
[1-2 sentences explaining what this policy covers and why it matters]
## Key Points
- **[Point 1]:** [Clear, plain-language explanation]
- **[Point 2]:** [Clear explanation]
- **[Point 3]:** [Clear explanation]
- **[Point 4]:** [Clear explanation if needed]
## Who This Applies To
[Specify: all employees, specific locations, managers only, etc.]
## What You Need to Do
1. [Action item 1 if applicable]
2. [Action item 2]
3. [Action item 3]
## Questions?
[Where to direct questions: HR contact, manager, specific team]Rules:
- Keep under 200 words for the summary
- Use plain language—no legal jargon
- Lead with what employees need to know and do
- If there are consequences for non-compliance, state them clearly but not threateningly
- Link to full policy document if available
Return-to-Office / Policy FAQ
Required context:
- Key policy details (schedule, expectations, exceptions)
- Background on the change (optional)
- Employee concerns to address (optional)
Structure:
# [Policy Name] FAQ
## Overview
[1-2 sentences on what's changing and when]
### When does this take effect?
[Clear date and any transition period]
### [Most common question about the policy]
[Direct, helpful answer]
### [Second most common question]
[Direct answer]
### What if I have [common exception/concern]?
[How to handle exceptions, who to talk to]
### [Question about flexibility/accommodations]
[Clear process for requesting accommodations]
### [Question about logistics—parking, equipment, etc.]
[Practical information]
### Who can I talk to if I have more questions?
[Specific contact or process]
## Key Dates
- **[Date]:** [What happens]
- **[Date]:** [What happens]Rules:
- Anticipate employee concerns, not just management talking points
- Use a warm, helpful tone—this isn't a mandate, it's support
- Be specific about exceptions and accommodations
- Include practical logistics, not just policy
- 5-7 questions is usually the right length
- End with clear escalation path for concerns
Onboarding Plan
Required context:
- Department or role type
- Duration (typically 5 days for first week)
- Key people to meet
- Tools/systems to learn
- Region/location considerations (optional)
Structure:
# [Department/Role] Onboarding Plan
## Goals for Week 1
By the end of your first week, you will:
- [Outcome 1 - e.g., "Understand our product and key customers"]
- [Outcome 2 - e.g., "Have access to all systems and tools"]
- [Outcome 3 - e.g., "Meet your team and key stakeholders"]
- [Outcome 4 - e.g., "Know where to find help and resources"]
## Day-by-Day Schedule
### Day 1: Welcome & Orientation
| Time | Activity | With | Notes |
|------|----------|------|-------|
| 9:00 | Welcome & IT setup | IT / Manager | Laptop, accounts, badge |
| 10:30 | Company overview | HR / Video | Culture, values, org structure |
| 12:00 | Team lunch | Team | Informal introductions |
| 1:30 | [Role-specific intro] | Manager | Role expectations, 30/60/90 |
| 3:00 | Systems walkthrough | Buddy/Manager | [Key tools] |
| 4:30 | End of day check-in | Manager | Questions, tomorrow preview |
### Day 2: [Theme - e.g., Product Deep-Dive]
| Time | Activity | With | Notes |
|------|----------|------|-------|
| 9:00 | [Activity] | [Person] | [Notes] |
| ... | ... | ... | ... |
### Day 3: [Theme - e.g., Process & Tools]
| Time | Activity | With | Notes |
|------|----------|------|-------|
| 9:00 | [Activity] | [Person] | [Notes] |
| ... | ... | ... | ... |
### Day 4: [Theme - e.g., Cross-Functional Intros]
| Time | Activity | With | Notes |
|------|----------|------|-------|
| 9:00 | [Activity] | [Person] | [Notes] |
| ... | ... | ... | ... |
### Day 5: [Theme - e.g., First Project & Wrap-Up]
| Time | Activity | With | Notes |
|------|----------|------|-------|
| 9:00 | [Activity] | [Person] | [Notes] |
| ... | ... | ... | ... |
## Key Contacts
- **Manager:** [Name] — [Focus]
- **Buddy:** [Name] — Day-to-day questions
- **HR:** [Name] — Benefits, policies
- **IT:** [Contact] — Tech issues
## Resources
- [Resource 1 with link]
- [Resource 2 with link]
- [Internal wiki/handbook link]Rules:
- Focus on outcomes, not just activities
- Mix formal sessions with social time
- Assign a buddy for informal support
- Don't overschedule—leave buffer time
- Include Day 1 logistics (where to go, what to bring)
- Build toward first real contribution by end of week
Compliance Training Rollout Plan
Required context:
- Training topic
- Target audience (all employees, managers, specific teams)
- Deadline or compliance requirement
- Training format (video, live session, e-learning)
Structure:
# Training Rollout Plan: [Training Name]
## Overview
- **Training:** [Name and brief description]
- **Requirement:** [Why this training is required—regulation, policy, best practice]
- **Audience:** [Who must complete]
- **Deadline:** [Date]
- **Duration:** [Expected time to complete]
## Phased Rollout
### Phase 1: [Week 1 Date Range] — Leadership & HR
- **Who:** [Specific groups]
- **Action:** [Complete training, provide feedback]
- **Goal:** Build champions, identify issues before broad rollout
### Phase 2: [Week 2 Date Range] — Managers
- **Who:** All people managers
- **Action:** [Complete training, cascade to teams]
- **Support:** [FAQ, office hours]
### Phase 3: [Week 3-4 Date Range] — All Employees
- **Who:** Remaining employees
- **Action:** [Complete training by deadline]
- **Support:** [Resources available]
## Communication Plan
| Date | Audience | Channel | Message |
|------|----------|---------|---------|
| [Date] | All | Email | Announcement—what's coming, why it matters |
| [Date] | Managers | Meeting | Talking points, how to cascade |
| [Date] | All | Slack/Email | Reminder—1 week to deadline |
| [Date] | Non-completers | Email | Final reminder with escalation |
## Support Materials
- **FAQ document:** [Location]
- **Training link:** [URL]
- **Help contact:** [Who to reach for issues]
## Tracking & Accountability
- **Completion tracked in:** [System]
- **Reports sent to:** [Who]
- **Non-compliance escalation:** [Process]
## Success Metrics
- Target completion rate: [X%] by [Date]
- Manager cascade completion: [X%] by [Date]Rules:
- Phase rollout—don't launch to everyone at once
- Over-communicate—4+ touchpoints minimum
- Make it easy to complete—clear links, realistic time estimates
- Provide manager support—they'll get questions
- Have a clear non-compliance path (but frame positively first)
- Track and report completion visibly