New Hire 30/60/90 Day Checklist (practical journey module)

Welcome — Purpose of this Journey

This onboarding journey helps managers and new hires move from orientation to dependable performance in 30–90 days. It is practical, role-adaptable (front-of-house, back-of-house, management), and focused on clear, observable competencies, guided shadowing, and predictable check-ins so you reduce confusion, build confidence, and keep people engaged.

How to use this module

Copy and adapt this journey for each role. Use the daily and weekly checklists during shifts, run the structured 30/60/90 check-ins with both manager and employee prompts, and record outcomes so you can measure time-to-competence and spot issues early.

First Week — Daily Practical Checklist

Goals for Week 1: safety, systems access, team introductions, simple tasks performed under supervision, and a comfortable first shift.

Day 1 — Welcome & Essentials

• Welcome, tour of facility, introductions to immediate team and key partners (manager, trainer, buddy).
• Complete HR paperwork, payroll setup, and review schedule/expectations.
• Safety briefing: emergency exits, first aid, fire procedures, and any site-specific hazards.
• Food safety & allergen basics (critical for any food role): handwashing, temperature control, cross-contact prevention.
• Systems access: POS login, scheduling system, time clock, and key communication channels.
• Assign a buddy and schedule the first shadow shift.

Day 2 — Observe & Try

• Shadow assigned buddy for a full shift. Manager or trainer should provide a short pre-shift briefing of expectations.
• Practice basic tasks (e.g., opening side work, plating, bussing, order entry, basic prep) under supervision.
• Short end-of-day debrief (15 minutes): what went well, what felt unclear.

Day 3–5 — Build Core Tasks

• Rotate through primary station(s) relevant to role; perform essential tasks with decreasing supervision.
• Complete a short checklist of role-specific competencies (see Templates below).
• Manager/trainer gives 1:1 feedback at shift end. Capture two quick improvement actions for next shift.

Weeks 2–4 — Move Toward Independence

Goals: consistent basic performance, understanding of common problems and standard procedures, begin taking short solo tasks during low demand.

• Week 2: Solidify routine tasks, practice communication (hand-offs, order confirmations), and begin small solo tasks with a buddy nearby.
• Week 3: Execute core tasks unaided during quieter periods; demonstrate POS and basic problem-resolution skills.
• Week 4: Lead parts of a shift (opening or closing tasks), demonstrate food-safety checklists independently, and begin contributing to minor improvements (e.g., suggest a small waste reduction or flow tweak).

30 / 60 / 90 Day Check-Ins — Templates

Structure

Each check-in has two parts: a quick manager assessment (observable evidence) and a new-hire self-reflection. Use both to set clear next-step actions.

Manager Assessment — Suggested headings

1. Attendance & Punctuality: on-time rate, no-call/no-show concerns.
2. Technical Competence: ability to perform core tasks to standard (list 3–5 role-specific tasks).
3. Food Safety & Sanitation: follows procedures consistently.
4. Communication & Teamwork: clear handoffs, polite guest interaction, collaborates under pressure.
5. Learning & Initiative: completes assigned training, asks productive questions, applies feedback.
6. Confidence & Autonomy: degree of supervision required.

New-Hire Reflection — Suggested prompts

• What do I feel confident doing today?
• What tasks still feel unclear or stressful?
• What support or training would help me improve faster?
• Do I feel I belong on the team? Any concerns I want my manager to know?

Simple Rating Table (use 1–5)

1 = Needs heavy coaching, 3 = Able with occasional support, 5 = Consistently independent

• Core Tasks: ____
• Food Safety: ____
• Customer Service / Guest Interaction: ____
• Systems & Procedures: ____
• Overall Confidence: ____

Action Plan

List 2–4 specific, time-bound actions (who owns them and by when). Example: "Manager: schedule 2 extra shadow shifts this week" or "Employee: practice ticket timing and record two improvement attempts by next check-in."

Competency Targets by Checkpoint (examples)

• 30 days: Independently complete basic shift tasks with consistent food-safety behavior, handle simple guest interactions, and demonstrate POS basics.
• 60 days: Confident in core station(s) during moderate service; fewer or no coach interventions; can mentor a new trainee on basic tasks.
• 90 days: Fully integrated contributor; meeting defined productivity or quality expectations for the role; contributes to small process improvements.

Shadowing Plan (practical)

Set a 1–2 week shadow schedule where the new hire shadows high-performing employees across typical shift patterns (peak and non-peak). For each shadow session, use a brief checklist:

• Observer notes 3 strong behaviors to emulate.
• Observer notes 2 common problems and how they were solved.
• New hire practices one observed task immediately afterward and records outcome.
• Manager/trainer gives 10-minute debrief at shift end.

Role Adaptations — Front vs Back of House

Customize the competency list for each role. Examples:

• Front-of-house: order accuracy, upselling basics, wait-time management, guest recovery.
• Back-of-house: recipe consistency, station setup, yield control, cross-contamination prevention.
• Managers/supervisors: shift leadership, staffing adjustments, escalation handling, basic coaching skills.

Quick Reference Checklist (printable)

• All required trainings completed: HR, food safety, POS, role-specific SOPs.
• Buddy assigned and shadowing schedule set.
• First-week debriefs recorded.
• 30/60/90 check-ins scheduled and recorded.
• Action plan documented after each check-in.

Red Flags & Escalation

• Missed mandatory trainings or repeated no-shows.
• Frequent guest complaints or safety violations.
• Resistance to coaching or declining performance.

When a red flag appears, schedule an immediate coaching conversation, re-assess role fit, and consider a remedial training plan or closer supervision until issues resolve.

Suggested Metrics to Track

• Time to reach 'independent' rating for core tasks.
• New hire retention at 90 days.
• Number of coaching interventions per new hire.
• Guest satisfaction scores or error/remake rate for shifts involving new hires.

Next Steps & Customization

Use this module as a starting point. Tailor task lists, competency definitions, and check-in questions for each role and location. If you later want saved checklists, progress tracking, or aggregated metrics across hires, convert the templates into interactive forms and submission flows.

End of module — copy and adapt for your team. Keep each onboarding conversation simple, evidence-based, and focused on the next clear action.