30-60-90 day plan template
This 30-60-90 day plan template sets what a new hire will learn, deliver and own in their first three months. The manager and employee write it together in week one, review it at each milestone, and use it for early feedback. Keep each phase to three to five measurable goals.
At a glance
- Day 1 to 30: learn the work, the people and the tools.
- Day 31 to 60: contribute and start owning a piece of work.
- Day 61 to 90: own outcomes and propose improvements.
- Use it alongside the onboarding checklist, which covers paperwork and setup.
Template
30-60-90 DAY PLAN
Employee: [NAME] Role: [TITLE] Manager: [NAME] Start date: [DATE]
Buddy / mentor: [NAME] Plan agreed on: [DATE]
DAYS 1 TO 30: LEARN
Goals:
1. [e.g. Complete required training by day 15]
2. [e.g. Meet each member of the team and key partners]
3. [e.g. Shadow N [calls / projects / shifts]]
4. [e.g. Document the current process for X and ask questions]
Success looks like: [OBSERVABLE OUTCOME]
Check-in on day 30: [DATE]
DAYS 31 TO 60: CONTRIBUTE
Goals:
1. [e.g. Complete your first project or caseload under review]
2. [e.g. Take ownership of recurring task X]
3. [e.g. Give and receive feedback with the manager in 1:1s]
Success looks like: [OBSERVABLE OUTCOME]
Check-in on day 60: [DATE]
DAYS 61 TO 90: OWN
Goals:
1. [e.g. Run X independently, hitting [MEASURE]]
2. [e.g. Suggest one improvement to a process]
3. [e.g. Agree on goals for the next quarter]
Success looks like: [OBSERVABLE OUTCOME]
Review on day 90: [DATE]
SUPPORT NEEDED: [TRAINING / ACCESS / INTRODUCTIONS]
NOTES: [ ]Worked example: customer service representative
| Phase | Goals | Measure |
|---|---|---|
| Days 1 to 30 | Finish product training; shadow 10 calls; learn ticket system | Training done; knowledge check passed |
| Days 31 to 60 | Handle calls with a buddy listening; resolve common issues alone | Quality review scores agreed by manager |
| Days 61 to 90 | Handle full queue; write two help-article suggestions | Quality score and customer feedback at target |
The measures here are examples. Set your own with your manager.
Tips for managers
- Set goals the employee can control. Measure outcomes, not hours.
- Hold a 1:1 each week. Write down what you agreed.
- Give feedback early and specifically.
- Adjust the plan if the job changes.
Tips for new hires
Ask what success looks like on day 30, 60 and 90. Share what you need. Write down what you learn.
Sources
- LiveRec editorial templates; no external data used (accessed 31 October 2026)