Employee lifecycle process templates (6 linked flowcharts)
Six linked flowcharts covering the whole employee lifecycle: recruitment, onboarding, user provisioning, performance reviews, offboarding and access removal — with the HR/IT handoffs drawn as real links.
Joiner, mover and leaver is not one process but six, split down the middle between HR and IT — and it fails at the handoffs, which is exactly what a single flowchart cannot show.
What's in the package
1. Recruitment process flowchart: vacancy to offer accepted
Where a person enters the organisation: requisition, screening, interviews, offer.
2. Employee onboarding process flowchart
The first ninety days as HR runs them — paperwork, induction, probation review.
3. User provisioning process flowchart (joiner, mover, leaver)
The same ninety days as identity runs them: accounts, groups, licences, access reviews.
4. Employee performance review process flowchart template
The recurring cycle that starts once onboarding closes and probation is signed off.
5. Employee offboarding process flowchart
The leaver process from HR's side: notice, handover, final pay, exit interview.
6. User access removal process flowchart (deprovisioning)
The leaver process from IT's side, on a clock HR's version does not share.
How they connect
- Recruitment process flowchart: vacancy to offer accepted → Employee onboarding process flowchart
- Recruitment ends at "Offer accepted and start date agreed" — and that agreed start date is the input onboarding is scheduled backwards from. The link makes the recruiter's last step the onboarding coordinator's first.
- Employee onboarding process flowchart → User provisioning process flowchart (joiner, mover, leaver)
- "Create accounts and grant access" is one box in HR's chart and an entire twenty-step process in identity's. This is the single most commonly under-specified step in any onboarding document, and the link is what stops HR from having to describe work it does not do.
- Employee onboarding process flowchart → Employee performance review process flowchart template
- "Agree role expectations and training plan" is where onboarding stops and the review cycle starts. Linking them is what makes the first review measure the expectations that were actually set, rather than a generic competency grid.
- User provisioning process flowchart (joiner, mover, leaver) → User access removal process flowchart (deprovisioning)
- The provisioning chart already ends with a step literally labelled "Handed to the access removal process". The prose was there; the package makes it clickable.
- Employee offboarding process flowchart → User access removal process flowchart (deprovisioning)
- "Revoke access same day" is the step auditors ask about first, and it is HR asking IT to do something on a deadline HR cannot enforce. The link points at the process that owns the deadline.
- Employee offboarding process flowchart → User access removal process flowchart (deprovisioning)
- The second revocation — "Revoke all remaining access" — is the sweep for everything the same-day step missed: shared accounts, third-party tools, building access. It links to the same chart, at a different point in the leaver's timeline.
How it works
Start at the entry chart and follow a real person through
Open the recruitment chart and walk one recent hire through it. Where your organisation does something different, edit the box. The links to the other five charts stay intact while you do.
Fix the handoff steps before anything else
The six linked rows are where the process actually fails. Check each one names the right owner and the right deadline on both sides of the link — HR's "same day" and IT's "same day" are often different days.
Put the two IT charts in front of the identity team
Provisioning and access removal are the two charts HR should not be editing. Share the folder, let identity own those two, and the links keep working across the ownership boundary.
Turn on approvals for the leaver charts first
Offboarding and access removal are the pair auditors sample. Enabling the approval workflow on those two gives you a dated, attributable sign-off without turning the whole folder into a change-control exercise.
Delete what you do not do
A template that describes a step your organisation skips is worse than a gap, because it will be read as policy. Remove the rows rather than leaving them greyed out.
Frequently asked questions
What does "linked" actually mean here?
Six specific boxes carry a reference to another chart in the package. In the editor that shows as a badge on the box; clicking it opens the linked chart. The links are written when the package is created, so they work immediately rather than being something you have to wire up.
Do I need a paid plan for this?
Yes — template packages are included with Plus. A package creates six charts at once, and the free plan holds three. Individual templates, including all six members of this package, stay free to use one at a time.
Can HR and IT own different charts in the same package?
That is the intended setup. The package lands as one folder, and you can share individual charts or the whole folder. The cross-links keep working regardless of who owns which chart, because they point at chart ids rather than at folder positions.
What if our process has seven stages, not six?
Add a chart to the folder and link to it from the relevant box, the same way the six shipped links work. Nothing about the package is fixed after creation — it is six ordinary charts in an ordinary folder.
Is this enough for an ISO 27001 access-control audit?
It gives you the documented process and, with approvals enabled, a dated sign-off history. It does not give you evidence that the process was followed for a given leaver — that comes from your identity system's logs, which these charts describe rather than replace.
Add all six charts to my library — 6 charts in one folder. Included with Plus.