Official skill · Operations and admin

Employee onboarding plan (30/60/90)

v1.0.0 · Updated 4 November 2026

Drafts a 30/60/90-day plan for a new hire: accounts and tools ready by day 1, week 1, people to meet, a buddy, a first deliverable, goals, and check-ins. Use it when A new hire starts in the next few weeks.

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When to use it

A new hire starts in the next few weeks
A manager needs a first-90-days plan or a new hire checklist

What you give it

Role, team, manager, start date, remote or on-site
What success looks like at day 90
Tools the role uses
Names of key colleagues (optional)

What you get

A Markdown 30/60/90-day plan with a day-1 readiness table, week 1, people to meet, first deliverable, goals, and dated checkpoints.

How it works

List what must be ready before day 1 Accounts, laptop and equipment, access to each tool, a calendar with week-1 meetings, and a buddy. SHRM's onboarding article advises setting up the desk, computer, and password logins before arrival and sending paperwork electronically before the start date. Give each item an owner and a "ready by" date, at least 2 working days before the start. Paperwork rules: "[check: local law / HR]".
Plan the first day and week by the hour that matters Who greets them, the first meeting with the manager (role, expectations, how you'll work together), lunch or a social call, and a small task they can finish in week 1. SHRM's article: "Social interaction is critical."
Pick the people to meet 5 to 10 names, each with why it matters ("Lena: approves every invoice you'll send"). Spread them across the first 3 weeks, not all on day 1. Assign one buddy who is not the manager. SHRM's onboarding guide recommends assigning mentors or buddies; its article cites a BambooHR study where 56% said a buddy or mentor was very important.
Choose the first deliverable One real piece of work the person ships by around day 30, small enough to finish, visible enough that the team sees it. It should use the tools and people from steps 1 and 3. Our default: never "read the docs" or "shadow" as the deliverable.
Set goals for each 30-day block Days 1–30 learn and ship the first deliverable; days 31–60 own a recurring piece of work; days 61–90 deliver against the role's 90-day success measure. 2 to 4 goals per block, each one checkable. This 30/60/90 split is our default; adjust the blocks for longer ramps.
Put the checkpoints on the calendar A weekly 1:1 with the manager, and review conversations at day 30, 60, and 90 with the questions to ask. SHRM's article recommends a one-month check-in and another between 3 and 6 months. Each checkpoint asks the new hire for feedback too ("what's unclear? what's blocking you?").
Note what happens after day 90 SHRM's guide says onboarding can last up to 12 months. Name the next review date and what the manager keeps doing.
Keep it fair and legal The plan covers the job. It never asks about or plans around protected characteristics (age, religion, disability, pregnancy, family status, and others). Accommodation requests go to HR, not into this plan.

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