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. Co-owned by manager and new hire.
30/60/90 DAY PLAN — [New Hire Name] Role: [Title] Manager: [Name] Start date: [Date] First-quarter outcome: [What good looks like at day 90 — one sentence.] Days 1–30 — Learn • Complete onboarding checklist • Intro meetings with: [list 8–12 named people across functions] • Familiarity with [systems and tools the role uses daily] • First small deliverable: [a real piece of work that builds context]…
What's inside the document.
Role, manager, start date, team mission, the first-quarter outcome the role exists to produce.
Onboarding milestones, intro meetings, systems familiarity, first small deliverable that builds context.
First proper project, broader stakeholder engagement, propose one improvement, lead a smaller meeting.
Own a defined slice of the team's work, propose a goal for the rest of the year, lead a workstream.
5 to 10 named people across functions the new hire should know by day 90. Not just the manager.
Calendar slots for the three check-ins with the manager. Self-assess; manager assesses; align.
A complete document set.
- Word document (.docx) — fully editable
- PDF — print or share with managers
- Google Docs — one-click copy to your Drive
- 12 months of updates to this document
- Commercial-use licence for internal and client work
Three formats, one document.
- Word document (.docx) — fully editable
- PDF — signature-ready
- Google Docs — one-click copy to your Drive
5 steps from download to use.
- 01The manager drafts the plan before day 1; the new hire reviews and edits at day 7.
- 02List 5–10 named people to build relationships with — by name, by function, with a brief note on what they do.
- 03Use the first 30-day deliverable as a forcing function for systems familiarity.
- 04Run the 30-day, 60-day, 90-day reviews on the calendar dates you set at the start.
- 05Use the 90-day review (separate template) to close out the onboarding period.
The right document at the right moment.
Use the 30/60/90 for new hires at IC-senior, lead, and management levels — roles where there's a real ramp and the manager and new hire both benefit from a forward-looking artefact. For very junior hires, the onboarding checklist alone is enough.
For executive hires, extend to a 6-month plan with quarterly milestones. The 30/60/90 is the floor of a leadership plan, not the ceiling.
Honest answers before you download.
- Who writes the plan?
- The manager drafts it before day 1; the new hire edits it at day 7 after the first round of intro meetings. Co-ownership matters — a plan the new hire didn't shape gets ignored.
- What if the role is too unclear to plan?
- That's a sign the role itself isn't ready. Better to delay the start date by two weeks and clarify the role than have the new hire arrive into ambiguity. The plan forces the conversation.
- Do I need to share the plan widely?
- Manager and new hire only. The buddy can see it; the manager's manager can see it. Wider sharing usually creates accountability theatre rather than helpful pressure.
This 30/60/90 day plan template is a professionally drafted starting point and is not legal advice. The clauses follow current US and AU practice; adapt the document for your specific jurisdiction and have qualified counsel review any clauses you add before signing or distributing. Full disclaimer.