Journey

New hire 30–60–90 day onboarding plan

A practical, fillable 30–60–90 day onboarding journey for managers, mentors, and new hires. Includes structured checklists, competency ratings, manager and new-hire self-assessments, mentor feedback, documented 30/60/90 reviews, and fields for action items and follow-up so progress can be recorded, tracked, and handed off.

Interactive Tool

New hire 30–60–90 day onboarding plan

Use this structured onboarding form to guide new hires through their first 90 days. Complete the checklists and competency ratings as work is observed. Save one record per hire so managers, mentors, and new hires can track progress, identify training needs, and provide timely feedback.

This form is organized into role-independent milestones: first 30 days (orientation + core skills), 30–60 days (increasing independence + deeper skills), and 60–90 days (consolidation + readiness). Managers should review entries at scheduled check-ins and keep notes that inform the 30/60/90 reviews. Encourage the new hire to complete the self-assessment fields so you can compare perspectives and co-create follow-up actions.

Full name of the new employee.
E.g., Line Cook, Server, Barista, PM Supervisor.
YYYY-MM-DD
Name of the person responsible for onboarding.
Name of the experienced employee assigned to mentor.
Has the mentor been informed and agreed to the assignment?
Optional — useful for scheduling check-ins or training.
Check observed or completed items.
Observations, immediate training needs, early wins.
Coach should verify each item through observation.
Progress toward basic competence, attendance, punctuality.
Record completed formal or assigned e-learning or in-person modules.
List module names, dates completed, or links to resources.
These are manager-confirmed milestones for the first month.
1 = needs heavy supervision, 5 = fully competent
Ask the new hire to describe what they feel confident about, what they need more practice on, and any barriers.
If yes, describe below.
Specific skills or behaviors to address.
YYYY-MM-DD
Summary of performance, expectations, and agreed actions.
New hire's perspective on progress, challenges, and goals.
List who owns each action and due dates (e.g., Mentor: extra shadow shifts — due 2026-07-01).
Person responsible for ensuring actions are completed.
YYYY-MM-DD
Manager’s overall rating of readiness.
New hire’s sense of their own readiness (1 = not ready, 5 = ready).
Progress since 30-day review and any remaining gaps.
Mentor observations, recommended coaching, and readiness to reduce supervision.
Items that indicate the hire is integrated into the team.
1 = not ready, 5 = fully ready to operate independently and reliably
New hire reflection on readiness, goals, career interest, and concerns.
Summary judgement, promotion or role changes, recommended next steps.
Concrete next steps, owners, and dates (e.g., development plan, promotion date, additional training).
Useful for early interventions.
1 = very unlikely to stay, 5 = very likely to stay — use to trigger retention follow-up.
Concrete actions (promote, reassign, extend training), with dates where appropriate.
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