From offer accepted to contributing by day 90.
Onboarding is the cheapest place to invest in retention. Done well it sets the tone of the relationship; done badly it adds to attrition. The templates below cover the operational, the forward-looking, the human, and the data sides.
The onboarding checklist is the operational spine. The 30/60/90 plan is the forward-looking artefact the manager and new hire co-own. The welcome letter is the human moment on day 1. The new-hire onboarding form is the data layer HR needs to run the rest.
Employee onboarding checklist
A 4-week onboarding checklist covering pre-boarding, week 1, weeks 2–4, and the 30-day milestone.
30/60/90 day plan
A forward-looking 30/60/90 day plan for the new hire's first quarter — what good looks like at each milestone, the relationships to build, the first deliverables.
Welcome letter
A short welcome letter from the hiring manager — sent the morning of day 1.
New-hire onboarding form
A single form that captures everything HR needs from a new hire on day 1 — personal details, emergency contact, tax forms, super/401k, payment details, and the policy acknowledgements..