30-60-90 Day Plan Template
A 30-60-90 day plan sets performance objectives across a new hire's first three horizons - learning the role, starting to contribute, and moving toward full ownership - agreed between the manager and new hire early on. Employers use it to define what good looks like at each stage, rather than leaving performance expectations unspoken until a review.
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Put this together with the new hire in their first week or two, once first-week logistics are behind them. Unlike a day-by-day onboarding schedule, this plan is about performance and ramp: what they are expected to learn, contribute and eventually own, checked in on at each horizon rather than assumed.
Horizon One - Learn, Days 1 to 30
Objective: [WHAT THE NEW HIRE SHOULD UNDERSTAND BY DAY 30 - SYSTEMS, PROCESSES, THE PRODUCT OR MARKET]
Measure of success: [HOW YOU WILL KNOW THIS HORIZON WENT WELL]
Stakeholder map: [KEY PEOPLE TO BUILD A WORKING RELATIONSHIP WITH THIS MONTH]
Checkpoint conversation: [DATE] - topics: [WHAT TO DISCUSS]
Horizon Two - Contribute, Days 31 to 60
Objective: [WHAT THE NEW HIRE SHOULD BE PRODUCING OR OWNING PARTS OF BY DAY 60]
Measure of success: [SPECIFIC, OBSERVABLE OUTPUT OR OUTCOME]
Stakeholder map: [WIDER RELATIONSHIPS TO BUILD BEYOND THE IMMEDIATE TEAM]
Checkpoint conversation: [DATE] - topics: [WHAT TO DISCUSS]
Horizon Three - Own, Days 61 to 90
Objective: [WHAT THE NEW HIRE SHOULD FULLY OWN BY DAY 90, WITH MINIMAL SUPERVISION]
Measure of success: [HOW AUTONOMY AND OWNERSHIP WILL BE ASSESSED]
Stakeholder map: [RELATIONSHIPS THAT SUPPORT INDEPENDENT WORK]
Checkpoint conversation: [DATE] - topics: [WHAT TO DISCUSS, INCLUDING NEXT-QUARTER GOALS]
Shared Agreements
How often manager and new hire will check in outside the three checkpoints: [FREQUENCY]
What support the new hire can ask for at any point: [TRAINING / SHADOWING / EXTRA TIME]
Signed off by: [MANAGER NAME] and [NEW HIRE NAME], [DATE]
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How to use this template
- Draft the plan with the new hire in their first week or two, once initial onboarding logistics are settled.
- Set one clear objective per horizon rather than a long list - ramping is easier to track against a few things than many.
- Agree the measure of success for each horizon up front, so the checkpoint conversation has something concrete to look at.
- Map the stakeholders to build relationships with at each stage, widening from the immediate team to the wider organisation.
- Hold each checkpoint conversation as scheduled, even if things are going well, and adjust the next horizon's objectives based on what you learn.
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30-60-90 Day Plan Template — FAQs
How is this different from a first-week onboarding plan?
Who should write the 30-60-90 day plan?
What if the new hire is not hitting the objectives by day 90?
Does the plan need to be the same for every role?
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