A 30-60-90 day plan sets clear goals for each phase of a new hire’s first three months: learn (days 1–30), contribute (days 31–60) and own (days 61–90). For each phase list training, tasks, competency sign-offs, check-in dates and how success will be measured.
The three phases
| Phase | Goal | Typical focus |
|---|---|---|
| Days 1–30 | Learn | Orientation, safety, role fundamentals, shadowing, supervised practice |
| Days 31–60 | Contribute | Independent core work, competency sign-offs, regular workload |
| Days 61–90 | Own | Full productivity, cross-training, improvement ideas, development goals |
How to write one
- Start with the job description. List the core duties and the skills needed to perform them.
- Define “fully productive.” What does a fully ramped employee in this role do each week?
- Work backward. Decide what must be learned by day 30, done independently by day 60 and owned by day 90.
- Add training. Assign foundational training, safety training and hands-on practice to each phase.
- Add competency sign-offs. List the tasks a supervisor must observe and approve.
- Schedule check-ins. Put 30-, 60- and 90-day meetings on the calendar on day one.
- Share it. Give the plan to the new hire and their buddy.
Make it role-specific
Generic plans help a little; role-specific plans help a lot. We publish free plans for 709 job titles, for example, medical assistant, forklift operator and IT support specialist. There’s also a blank 30-60-90 day plan template.
Common mistakes
- No measurable goals
- Overloading week one with paperwork and slideshows
- Skipping check-ins when things get busy
- Leaving training to whoever happens to be available
Frequently asked questions
Who should write the 30-60-90 day plan?
The hiring manager, ideally with input from an experienced employee in the same role and HR.
Should the new hire see the plan?
Yes. Sharing it on day one sets clear expectations and gives the new hire a roadmap.
Keep reading
How to Create an Employee Onboarding Program
A practical guide for employers to build an onboarding program: pre-boarding, day one, role training, safety, 30-60-90 day plans, buddies, check-ins and how to measure results.
How to Reduce New-Hire Turnover in the First 90 Days
Why new hires leave in the first 90 days and how to keep them: realistic job previews, structured onboarding, role training, buddies, check-ins and clear paths to higher pay.
How to Measure Training ROI
How to measure the return on investment of employee training: choosing metrics, establishing baselines, calculating ROI, and presenting results to leadership, with a free calculator.