Onboarding plan template for a new employee
Tasks before day one, on the first day, in the first week and over three months — who does what: HR, the manager, the mentor, IT and the newcomer. Two versions: for an office and for frontline staff.
Onboarding is in the free plan of PapaHR: up to 25 employees.
- Take the template below as it is or change the tasks for your company.
- In PapaHR, pick a newcomer and the start date — the tasks get their dates.
- HR, the manager and the mentor get reminders; the newcomer sees the plan by a link.
The template: tasks by stages
Office
Before day one
- Send the newcomer a welcome email: date, time, address, who meets themHR
- Prepare the workplace, laptop, email and accessIT
- Set goals for the probation period and pick a mentorManager
- Prepare the hiring paperworkHR
First day
- Meet the newcomer, introduce the team and go through the first weekManager
- Welcome session: company, values, rules, whom to ask about whatHR
- Lunch with the mentorMentor
First week
- Learn the product and the main processes of the departmentNewcomer
- Go through the first work task with the newcomerMentor
- A short meeting after the first weekManager
First month
- Complete the first task end to end on their ownNewcomer
- Answer the newcomer survey “First month”Newcomer
- 1:1 “30 days”: what works, what to improveManager
Second month
- Take over a regular area of workNewcomer
- 1:1 “60 days”: progress on probation goalsManager
Third month
- Collect feedback from the team and the mentorManager
- 1:1 “90 days” and the probation decisionManager
- Record the probation result and draft an IDPHR
Frontline: warehouse, shop, production, drivers
Before day one
- Tell the newcomer the date, time, address and what to bringHR
- Prepare the uniform, tools, locker and passManager
- Prepare the hiring paperworkHR
First day
- Health, safety and fire training, signedHR
- Introduce the team, show the workplace and the shift scheduleManager
- Assign the mentor for the first shiftsMentor
First week
- Train on the equipment and softwareMentor
- Work 3 shifts together with the mentorNewcomer
- A short talk after the first weekManager
First month
- Shifts on their own, without the mentorNewcomer
- Answer the newcomer survey “First month”Newcomer
- 1:1 “30 days”Manager
Second month
- 1:1 “60 days”: quality of work and targetsManager
Third month
- 1:1 “90 days” and the probation decisionManager
Why a plan, not a welcome talk
Most people decide whether to stay in the first weeks. When the laptop is not ready and no one knows who the mentor is, the newcomer looks for a new job before the end of probation. A plan with owners and dates makes onboarding the same for everyone, not dependent on a busy manager.
How to use the template
The stages follow the 30-60-90 logic: before day one — access and the workplace, the first week — people and processes, the first month — first tasks, by the end of the third month — the probation review. Remove what does not fit, add your own tasks and keep the owner for each one.
Questions
What is a 30-60-90 onboarding plan?
A plan of the first three months: what a newcomer learns in 30 days, what they do on their own by 60 and what result is expected by 90. It ends with the probation review.
Who owns onboarding: HR or the manager?
Both. HR prepares the process and documents, the manager sets tasks and gives feedback, the mentor answers everyday questions. In the template each task has an owner.
Is there a version for warehouses, shops and production?
Yes, the second template is for frontline staff: safety training, the uniform, the first shift with a mentor.
How much does it cost in PapaHR?
Onboarding is in the free plan for up to 25 employees. Pro with all modules — $1.50 per employee a month.
Run the first plan today
Sign up, add the newcomer and pick the template — PapaHR sets the dates and reminds everyone of their tasks.