Free tool
A free 30-60-90 day plan template you fill in right here: pick the role and the start date to get three stages with goals and measures, check-in dates, a plan check, a welcome letter, check-in questions and a survey.
No sign-up. Everything is calculated in your browser, and names and plans are not sent anywhere.
Related courseEmployee Onboarding: from offer to the end of probation6 lessons: the onboarding program, preboarding, the first day, the first 30 and 90 days, closing the probation period. Homework check and a diploma after the course. $350, 1 year of access.See the course programStart from a ready-made plan and adjust it — or click “Start from scratch”. From the start date the builder calculates the dates of the three check-ins.
Each stage has a focus, goals and what the company provides. Next to each goal, write how you will know it is done: without that there is nothing to discuss at the check-in.
The welcome letter tells the new hire what the first month holds and when the first check-in is. Check-in questions: four each for days 30, 60 and 90, plus the goals of the stage.
Five statements rated from 1 to 5 and two open questions — the same form three times, so you can see the change. Google Forms and Microsoft Forms build it from a prompt.
How it works
A 30-60-90 day plan splits a new employee’s first three months into three stages. In the first month the person learns the company and the role, in the second they take on real tasks, in the third they work on their own. Each stage has goals and a check-in at the end.
The builder puts such a plan together: you pick the role and the start date and edit the goals, and it calculates the check-in dates, checks that every goal has a measure and prepares a welcome letter, check-in questions and a survey.
It is a plan for a new employee’s first three months, split into three 30-day stages. Each stage has its own goals and a check-in with the manager at the end.
The manager together with HR, before the person starts. On day one the plan is discussed with the new hire and adjusted if needed: the person has to understand and accept their goals.
Three or four. A lot of the first month goes to meeting people and learning, so the builder warns you when the first 30 days hold more than four goals.
You can write next to it how you will know it is done: a number, a date or a fact. Without a measure, the manager and the new hire will judge the result differently.
The goals of the stage — what is done and what got in the way, what is missing for the job and what changes in the plan next. The builder has four questions for each check-in.
With a short survey on days 30, 60 and 90: five statements rated from 1 to 5 and two open questions. The builder gives you a ready prompt for Google Forms and Microsoft Forms.
We will help you choose a course for your goal and answer questions about the subscription — in any messenger you prefer, during business hours.