New-hire training plan.
A first-quarter training plan for a new hire — the courses, documents, shadowing, and first-deliverables that turn 'just started' into 'contributing'. Designed alongside the 30/60/90 plan, not instead of it.
NEW-HIRE TRAINING PLAN — [Name] Role: [Title] Manager: [Name] Start date: [Date] First-quarter outcome: [What good looks like at day 90 — one sentence aligned with the 30/60/90 plan.] Week 1 — Orientation Compliance training: anti-harassment, code of conduct, IT acceptable use, WHS/OHS baseline. Systems training: [list of tools the role uses daily]. Key documents: [team handbook, role context doc, recent retrospectives]. Intro meetings: [8–12 named people across functions]…
What's inside the document.
New hire, role, manager, start date, the team's mission and the role's first-quarter outcome.
Compliance training, systems training, key-document familiarity, intro meetings.
Role-specific training modules, shadowing rotations, the first small deliverable.
First proper project, deeper domain training, broader stakeholder engagement.
Own a defined slice, lead a meeting, contribute to a team decision.
Mandatory certifications by jurisdiction (e.g. anti-harassment training, role-specific licensing).
Weekly 1:1 cadence; 30-day, 60-day, 90-day reviews.
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.
- 01Build the training plan alongside the 30/60/90 day plan, not as a replacement.
- 02Pair every training intervention with an applied moment — knowledge alone fades within weeks.
- 03Confirm mandatory compliance training is completed in week 1 and documented in the personnel file.
- 04Track completion against the weekly 1:1; flag risks at the 30-day review.
- 05Close out the plan at day 90 with the 90-day performance review.
The right document at the right moment.
Use the new-hire training plan for every external hire and any internal move into a materially different role. The plan covers the first 12 weeks — the period where the new hire's calibration of 'how we work' sets for the rest of their tenure.
For roles with long ramp-times (legal, sales, deep technical), extend to a 6-month plan. For very junior or rotational roles, a simplified week-by-week schedule may be enough on its own.
Honest answers before you download.
- Same as the 30/60/90 plan?
- Different document, complementary purpose. The 30/60/90 plan is what good looks like at each milestone (outcome-focused); the training plan is how the new hire gets there (input-focused). Run both.
- How much training is too much?
- If the new hire has more than 4 hours of training per day in the first month, the plan is overweight. Training has to compete with the work; pacing matters.
- Should peers help train new hires?
- Yes, but structured. Assign a shadowing rotation rather than 'go find someone'. Peer training is the highest-bandwidth way to transfer how-we-actually-do-it knowledge, but only if it's scheduled.
Other documents in this neighbourhood.
30/60/90 day plan
The forward-looking outcome plan the training plan supports.
Onboarding checklist
The operational checklist that runs in parallel.
Employee training plan
Once past onboarding, the development plan for the role.
This new-hire training 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.