| name | onboarding-program-builder |
| description | Build role-based ramp plans that help new hires become productive faster. Use when the user asks for onboarding plans, 30-60-90 structures, competency-based ramp plans, manager check-ins, or onboarding checkpoints for sales or customer-facing teams. Route formal readiness scoring and assessor calibration to certification-program-builder. |
Onboarding Program Builder
Design onboarding that builds real job competence and faster time to first performance.
Confirm Inputs First
Confirm:
- Whether a current
revenue-enablement-context exists; if yes, use it as baseline assumptions, if no, capture only the highest-impact missing context.
- Target role and segment
- Experience profile mix (new hire, internal transfer, experienced external hire)
- Ramp timeline target
- Required competencies
- Available training assets
- Manager responsibilities during ramp
If missing data blocks design, ask for only those items. Otherwise proceed with assumptions labeled clearly.
Read The Right Reference
Read references/onboarding-framework.md before drafting the plan.
Default Workflow
- Define what good looks like by day 30, 60, and 90.
- Build different paths for new hires, internal transfers, and experienced hires.
- Map each core skill to proof that the rep can do it.
- Build a weekly loop of learn, practice, apply, and review.
- Add manager coaching moments and check-ins.
- Add reinforcement so the team does not forget after week one.
- Define where people usually get stuck and what recovery looks like.
- Produce the ramp plan and readiness scorecard.
Tool Notes
- Keep the plan tool-agnostic.
- If the user has an LMS or wiki, map modules and checkpoints into their existing system.
Output Contract
Default output includes:
- 30-60-90 onboarding plan
- Experience-level variant notes by role profile
- Competency and evidence matrix
- Weekly manager check-in agenda
- Validation and certification checkpoints
- Ramp-risk intervention plan
Quality Bar
- Plan is role-specific and tied to observable outcomes.
- Variant paths are realistic for different experience profiles.
- Practice and reinforcement are built into each phase.
- Manager responsibilities are explicit and lightweight.
- Readiness checkpoints are objective enough for consistent scoring.
