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PapaHR · Mike Pritula Academy

30-60-90 day plan for a new employee

Three stages of a month each: learn, start doing, work on your own. The new hire knows what is expected, and the manager knows what to discuss at the check-ins.

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The 30-60-90 plan is free in Free, for up to 25 employees.

  1. For each stage write what the person will learn, do and achieve.
  2. Go through the plan with the new hire in the first week.
  3. Hold check-ins on days 30, 60 and 90 and write down the outcome.

Template: a 30-60-90 plan with examples

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First 30 days — learn
  1. LearnThe product, the customers, the team’s processes, who does what
  2. DoComplete the training, join 5 customer meetings with the mentor
  3. Result by day 30Presents the product and answers common customer questions alone
  4. Check-in on day 30What went well, what gets in the way, what help is needed
Days 31–60 — start doing
  1. LearnThe hard cases, the reporting, the tools the team uses
  2. DoHandle the first own tasks with the manager’s review
  3. Result by day 60Closes typical tasks without help, first KPI numbers
  4. Check-in on day 60Progress on the goals in numbers, what to change in the plan
Days 61–90 — work on your own
  1. LearnHow the work affects the goals of the team and the company
  2. DoWork at full scope, propose one improvement
  3. Result by day 90KPIs at the team level — the basis for the probation decision
  4. Check-in on day 90The probation decision and goals for the next quarter
Keep it in PapaHR →
Onboarding Checklist Playbook Course on this topic Employee Onboarding Course — Onboarding Checklist Playbook Create an onboarding checklist with clear tasks, owners and timing, then plan how to use it across the company. $500Open the course →

How a 30-60-90 plan differs from an onboarding plan

An onboarding plan lists the tasks of HR, the manager and IT: access, documents, introductions (we have a separate template). A 30-60-90 plan holds the goals of the new hire: what they should know and deliver by the end of each month.

How to write the goals of each stage

The first 30 days are for learning and meeting people, by 60 the first tasks done alone, by 90 the result the probation decision rests on. A goal can be checked: “held 5 customer meetings”, not “got into the product”.

Questions

Who writes the 30-60-90 plan?

The manager together with the new hire in the first week. HR gives the template and makes sure the check-ins happen.

Do I need it if probation is three months?

Yes: the 90 days match the probation, and the last check-in has the facts for the decision.

What does it cost in PapaHR?

Free in Free for up to 25 employees. In PapaHR the plan comes with a letter to the new hire and a survey after each stage.

The new hire knows what is expected

Sign up for free and make a 30-60-90 plan with a letter to the new hire.

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