Dissertation
A program evaluation of strategic systems onboarding program: an induction program for a defense contractor
Doctor of Education (Ed.D.), Drexel University
Aug 2026
DOI:
https://doi.org/10.17918/00011584
Abstract
This formative program evaluation explored the experiences of different onboarding stakeholders within Strategic Systems Onboarding Program (SSOP), a comprehensive onboarding program at a defense contractor in Northern Utah. SSOP was designed to mitigate a high annual attrition rate, by formalizing onboarding processes and experiences for new hires and other onboarding stakeholders at Strategic Systems (SS). The design of SSOP aligned with recommended research-based practices, such as beginning onboarding before the first day, connecting new hires to other stakeholders, and communicating culture as well as task-related information. The three guiding evaluation questions included: (a) How do onboarding stakeholders experience and describe SSOP and its components?; (b) How do onboarding stakeholders experience and describe how SSOP supports learning?; and (c) How do onboarding stakeholders experience and describe how SSOP supports socialization? The research employed a mixed methods design, integrating quantitative data from Homeroom feedback surveys and qualitative data from four purposeful focus group interviews. The Homeroom feedback surveys were collected from new hires after their first one or two weeks. Focus groups were conducted with three types of onboarding stakeholders: Onboarding Program Coordinators (OPCs), hiring managers, and newer employees (within four to six months of their start date). The program evaluation included a total of 62 participants - 46 survey participants and 17 focus group participants. Key findings indicate that SSOP is perceived as overwhelmingly positive by study participants, with an overall mean satisfaction score of 4.56/5. Thematic analysis revealed three primary drivers of success: (a) the foundational role of structured learning and socialization, (b) the efficacy of a phased, year-long timeline that utilized chunking to prevent cognitive overload, and (c) the critical importance of interpersonal relationships and collaboration. While the program successfully supported newcomers into integrated team members, a gap was identified in measuring the consistency and engagement of the onboarding buddy. The significance of this study lies in its demonstration that a standardized onboarding experience, focusing on learning, socialization, relationships, and support, aligns with positive quantitative and qualitative data results. Though, there are many variables in the system and direct attribution cannot be established, there was an improvement of talent retention during the lifecycle of SSOP (five years), with annual attrition rate going from 22% to 17%. The program evaluation results provided a framework to transition onboarding programs from an administrative-focused orientation to a holistic human-centric experience. The evaluation findings suggest that a comprehensive onboarding program protects the organizational investment of talent acquisition and enhances long-term employee productivity and commitment in high-skill, low-density sectors. Keywords: employee onboarding, employee retention, individual outcomes, learning, organizational outcomes, relationships, socialization.
Metrics
2 File views/ downloads
2 Record Views
Details
- Title
- A program evaluation of strategic systems onboarding program
- Creators
- Elana Schips
- Contributors
- Kristine S. Lewis Grant (Advisor)
- Awarding Institution
- Drexel University
- Degree Awarded
- Doctor of Education (Ed.D.)
- Publisher
- Drexel University
- Number of pages
- xviii, 230 pages
- Resource Type
- Dissertation
- Language
- English
- Academic Unit
- College of Arts and Sciences; School of Education; Drexel University
- Other Identifier
- 991022234044104721