onboarding-30-60-90

name	onboarding-30-60-90
description	Use when a hire is accepted and you need to plan their first ninety days — builds a milestone plan plus a pre-day-one setup checklist so a new person ramps deliberately instead of being left to figure it out.

Onboarding 30/60/90

A playbook for turning "someone starts on the third" into a deliberate first ninety days. It produces two things: a milestone plan the manager agrees to, and a setup checklist that guarantees day one is ready. The failure mode it prevents: a new hire who spends week one waiting on a laptop and month one guessing what "good" looks like.

Gather the inputs

1. Pull the role, level, manager, and start date. If the role is thinner than the offer implied, resolve it with the manager before planning — you can't ramp someone toward an undefined target.
2. Ask the manager the one question that anchors everything: what does "productive" look like at 30, at 60, and at 90 days? Capture concrete, observable outcomes, not adjectives.

Build the milestone plan

3. 30 days — learn and land. Access to everything, the people to meet, the systems and context to absorb, and one small real task completed end to end so they've shipped something.
4. 60 days — contribute. Owning a defined piece of work with support, giving and getting first feedback, and a check on whether the role matches the offer.
5. 90 days — own. Operating at role level on their own work, with a clear read on fit and a development direction for the next quarter.
6. For each milestone write: the outcome, who supports it, and how you'll know it's met. Get the manager's explicit agreement — an un-agreed plan won't survive the job.

Build the day-one checklist (work backward from the start date)

7. Accounts, access, and permissions requested with a lead time that lands before day one.
8. Equipment ordered and tracked to delivered, not just requested.
9. Payroll and benefits enrollment kicked off; required paperwork listed and collected.
10. A welcome plan: first-day schedule, an assigned buddy or first contacts, and the first task waiting.

Run the check-ins

11. Hold real 30/60/90 reviews with the manager: on-track, needs-attention, or off — and adjust the plan before drift becomes a bad quarter.

Quality bar

• Every milestone has an observable outcome the manager agreed to.
• Every checklist item has an owner and a due date before the start date.
• Day-one items are verified ready-the-day-before, not merely requested.
• Onboarding closes on genuine productivity, not a ticked list.

Output format

30/60/90 plan (outcome + support + done-signal per milestone, manager-agreed) → day-one checklist (item, owner, due date, status) → check-in notes at each milestone with an on-track / needs-attention call.