What this is

A first-90-days onboarding plan with day-one through 90-day milestones, a welcome note, a buddy pairing, a training schedule, and an offboarding checklist for when the role eventually turns over.

When to use it

Pull it out the week before a new hire's start date, so the welcome note and the first two weeks of training are already built before they show up.

Common mistake

Writing the 30/60/90 goals in a notebook during week one and never putting them anywhere the new hire can see, so by the 30-day checkpoint neither of you remembers what you agreed to.

How to use this

Download the Word doc
Fill in the bracketed sections — new hire details, buddy, milestones, and the people-to-meet table
Walk through the 30/60/90 milestones with your new hire in week one, and keep the offboarding checklist handy for whenever someone leaves

A structured first-90-days onboarding plan that blends learning with action. New hires alternate between self-directed learning they complete on their own schedule and collaborative sessions with their manager, buddy, and teammates, with clear milestones and explicit expectations from day one. Includes an offboarding checklist for when someone leaves.

Download as Word →

New Hire Details

New hire name: [Full name] · Start date: [MM / DD / YYYY]

Welcome Message

"Dear [New hire name],

Welcome to the [Team name] team! I'm [Manager name], and I'm thrilled you're here. Your first 90 days are designed to blend learning with real action, some self-directed on your own schedule, some side by side with teammates, and we'll set your 30/60/90-day goals together in week one.

Warmly, [Manager name]"

Personalize this note before sharing it with your new hire.

Milestones — First 90 Days

Day One

Orientation, computer setup, and planning the week together.

What to cover: [e.g., Welcome & introductions, equipment setup, plan the week…]

☐ Checkpoint meeting held

Week One

Settle in and establish 30/60/90-day goals with your manager.

What to cover: [e.g., Set 30/60/90 goals, meet the team, first training sessions…]

☐ Checkpoint meeting held

30-Day Checkpoint

Review early progress and first impressions.

What to cover: [e.g., Goal review, first feedback conversation…]

☐ Checkpoint meeting held

60-Day Checkpoint

Assess momentum and adjust goals where needed.

What to cover: [e.g., Progress review, deepen key relationships…]

☐ Checkpoint meeting held

90-Day Checkpoint

Full review and set goals for the next quarter.

What to cover: [e.g., 90-day review, next-quarter goal setting…]

☐ Checkpoint meeting held

Team Goals This Quarter

Goal 1: [What the team is working toward this quarter…]
Goal 2: [What the team is working toward this quarter…]

Onboarding Buddy

Buddy name: [Full name]
Your buddy is your go-to partner during onboarding, the person to ask about the company, the tools, and how things really work around here. No question is too small.

People to Meet

Person	Role	Why meet them
[Name]	[Role]	[e.g., Owns the system you'll work with…]
[Name]	[Role]	[Why they matter to this role]
[Name]	[Role]	[Why they matter to this role]
[Name]	[Role]	[Why they matter to this role]
[Name]	[Role]	[Why they matter to this role]

Training & Meeting Schedule

List the first two weeks of sessions below, then sketch the week-one day plan. Keep live sessions short and spread out, and leave room for teammates across time zones.

Week	Person	Role	Topics
Week 1	[Name]	[Role]	[Session topics…]
Week 1	[Name]	[Role]	[Session topics…]
Week 1	[Name]	[Role]	[Session topics…]
Week 1	[Name]	[Role]	[Session topics…]
Week 2	[Name]	[Role]	[Session topics…]
Week 2	[Name]	[Role]	[Session topics…]
Week 2	[Name]	[Role]	[Session topics…]
Week 2	[Name]	[Role]	[Session topics…]

Week-One Day Plan

	Monday	Tuesday	Wednesday	Thursday	Friday
Morning	9:00–12:00 · Computer setup	10:00 · Team standup	—	9:30 · Product overview	—
Afternoon	1:00–2:00 · Welcome lunch	—	2:00 · 1:1 with manager	—	4:00 · Week-one recap

On-Demand Training

Courses and resources the new hire can complete on their own schedule:

[Course or resource title — link]
[Course or resource title — link]
[Course or resource title — link]
[Course or resource title — link]
[Course or resource title — link]

Other Team & Company Resources

Knowledge base: [Link to docs / wiki home…]
Company goals: [Link to this quarter's goals…]
How the company started: [Link to the company story / about page…]
Go-to tools: [e.g., Project management tool, team wiki, company intranet, HR/payroll portal…]

Offboarding Checklist

Departing employee: [Full name] · Last day: [MM / DD / YYYY]

☐ Knowledge transfer — document open projects, key contacts, and where files live; record a handoff walkthrough.
☐ Access revocation — schedule removal of systems, email, VPN, and building access for the last day.
☐ Exit interview — hold a candid conversation; capture feedback on role, manager, and culture.
☐ Team communication — share the news with the team (with the employee's input on timing and message) and reassign responsibilities.
☐ Final paperwork — confirm final pay, benefits transition, equipment return, and signed documents.
☐ Farewell — thank them sincerely; wish them well publicly if they're comfortable with it.

Start knowledge transfer the moment a departure is known, not the final week. How someone leaves is how the remaining team judges the culture.

Onboarding Plan (30-60-90) & Offboarding