90 Day Action Plan
90 Day Action Plan
I. Introduction
Name |
[YOUR NAME] |
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|
[YOUR EMAIL] |
Company |
[YOUR COMPANY NAME] |
Company Address |
[YOUR COMPANY ADDRESS] |
II. Objectives
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Acclimate new hires to the company culture and environment.
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Ensure new hires understand their roles and responsibilities.
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Help new hires become productive and integrated team members quickly.
III. Goals and Milestones
Month 1: Acclimation and Onboarding
Week 1:
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Introduction to the team and company structure.
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Overview of company policies, procedures, and values.
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Setup of workstations and access to necessary tools and systems.
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Schedule initial one-on-one meetings with the manager and team members.
Week 2:
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Complete mandatory training sessions on [YOUR COMPANY NAME]'s products/services.
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Begin shadowing experienced team members to understand daily workflows.
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Introduction to ongoing projects and current priorities.
Week 3:
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Assignment of a mentor or buddy for guidance and support.
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First project assignment with clear objectives and deadlines.
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Participation in team meetings and discussions.
Week 4:
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Review and discuss initial project progress with the manager.
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Feedback session with the mentor/buddy to address any challenges or questions.
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Goal-setting for the next 60 days with input from the manager.
Month 2: Integration and Skill Development
Weeks 5-6:
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Continued work on assigned projects with increasing responsibility.
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Attend advanced training sessions and workshops relevant to the role.
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Regular check-ins with the manager to review progress and provide feedback.
Weeks 7-8:
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Begin contributing to team projects and initiatives.
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Schedule a mid-point review meeting with the manager to assess integration and performance.
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Identification of additional skill development areas and training needs.
Month 3: Productivity and Evaluation
Weeks 9-10:
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Take ownership of individual tasks and projects with minimal supervision.
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Participate in cross-functional team activities and company-wide initiatives.
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Continue receiving feedback and support from the mentor/buddy.
Weeks 11-12:
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Conduct a self-assessment of achievements and areas for improvement.
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Final review meeting with the manager to evaluate overall performance.
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Establish long-term goals and career development plans with the manager.
IV. Training and Development
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Mandatory Training: Initial onboarding sessions covering company policies, safety procedures, and compliance requirements.
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Role-Specific Training: In-depth training tailored to the new hire's specific role, including software, tools, and processes.
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Continuous Learning: Access to e-learning platforms, workshops, and seminars to encourage ongoing skill development.
V. Mentorship and Support
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Assigned Mentor: [MENTOR'S NAME], a senior team member assigned to guide and support the new hire.
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Buddy System: [COLLEAGUE'S NAME], a peer-level colleague to help with day-to-day questions and integration.
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Regular Check-Ins: Scheduled meetings with the mentor and manager to track progress and address concerns.
VI. Performance Metrics and Evaluation
Key Performance Indicators (KPIs):
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Specific, measurable goals are set for the new hire to achieve within the first 90 days.
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Project Milestones: Complete three major project milestones.
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Training Assessments: Achieve a minimum score of 85% on all training assessments.
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Peer Feedback: Receive positive feedback from at least three team members.
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Attendance and Punctuality: Maintain perfect attendance and punctuality throughout the first 90 days.
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Quality of Work: Produce high-quality work that meets or exceeds company standards.
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Progress Reviews:
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Weekly Reviews: Informal check-ins to discuss immediate tasks, challenges, and achievements.
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Monthly Reviews: Comprehensive reviews to evaluate progress towards KPIs, discuss any obstacles, and adjust goals or strategies as needed.
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End of 90-Day Review: A final evaluation to assess overall performance, integration, and readiness for additional responsibilities.
Feedback Mechanisms:
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Manager Feedback: Regular feedback from the manager on performance, strengths, and areas for improvement.
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Peer Feedback: Constructive feedback from colleagues to help the new hire understand team dynamics and expectations.
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Self-Assessment: Opportunities for the new hire to reflect on their performance, identify their strengths and weaknesses, and set personal goals for improvement.
VII. Communication and Feedback
Open Door Policy:
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Encourage open communication by allowing new hires to approach their manager or HR with any issues, questions, or suggestions.
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Foster a supportive environment where new hires feel comfortable sharing their thoughts and concerns without fear of negative consequences.
Surveys and Feedback Forms:
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Onboarding Survey: Conduct an initial survey within the first month to gather feedback on the onboarding process, training sessions, and initial experiences.
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Monthly Feedback Forms: Distribute feedback forms at the end of each month to assess the new hire's satisfaction, challenges faced, and suggestions for improvement.
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90-Day Evaluation Survey: A comprehensive survey at the end of the 90 days to evaluate the overall onboarding experience and identify areas for future enhancement.
Team Meetings:
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Daily Stand-Ups: Short, daily meetings to discuss current tasks, progress, and any immediate concerns.
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Weekly Team Meetings: Longer meetings to review weekly achievements, discuss ongoing projects, and plan for the upcoming week.
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Monthly Department Meetings: Gather the entire department to discuss broader goals, updates, and company news.
One-on-One Meetings:
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Weekly Check-Ins: Scheduled one-on-one meetings with the manager to provide personalized support, address specific concerns, and offer targeted feedback.
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Bi-weekly Mentor Meetings: Regular meetings with the assigned mentor to discuss personal development, career goals, and integration into the company culture.
Communication Platforms:
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Utilize internal communication tools (e.g., Slack, Microsoft Teams) to ensure new hires have easy access to team members, resources, and support.
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Maintain clear and consistent communication channels for announcements, updates, and feedback.
VIII. Review and Adjustments
Weekly Check-ins:
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Regularly scheduled meetings every Friday with the manager to discuss the new hire’s progress, address any immediate concerns, and guide for the upcoming week.
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Discussions include reviewing completed tasks, understanding any roadblocks, and planning for upcoming assignments.
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Documenting feedback and action items to ensure continuous improvement and support.
Monthly Reviews:
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Comprehensive reviews at the end of each month to evaluate the new hire's progress against the established goals and milestones.
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Detailed discussion on what has been achieved, areas where the new hire excelled, and areas needing improvement.
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Adjustments to the plan based on the new hire’s performance, feedback from the team, and any changes in company priorities.
Feedback Mechanisms:
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One-on-One Feedback Sessions: Bi-weekly sessions with the mentor to discuss progress, and challenges, and provide constructive feedback.
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Team Feedback: Collecting input from team members regarding the new hire's integration and performance.
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Self-Assessment: Encouraging the new hire to conduct self-assessments at the end of each month to reflect on their experiences, identify strengths, and recognize areas for improvement.
Adjustments to the Plan:
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Based on the feedback and performance reviews, the action plan can be adjusted to better suit the new hire’s needs and the team’s requirements.
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Possible adjustments include additional training sessions, reassignment of tasks, or changes in project responsibilities to align better with the new hire’s strengths and career goals.
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Continuous dialogue with the new hire to ensure they feel supported and are on track to meet their goals.
Long-term Planning:
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Towards the end of the 90 days, a comprehensive review to discuss long-term goals and career development plans.
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Setting objectives for the next six months to a year, aligning the new hire's aspirations with the company’s strategic goals.
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Establishing a development plan that includes further training, potential mentorship opportunities, and clear milestones for future growth.
IX. Conclusion
This 90-day Action Plan is designed to ensure that new hires at [YOUR COMPANY NAME] are well-supported, understand their roles, and quickly become productive members of the team. By following this structured approach, we aim to create a positive onboarding experience that sets the foundation for long-term success and engagement within the company.