90-Day Employee Onboarding Plan
Prepared by:
[Your Name]
[Your Company Name]
This 90-day Employee Onboarding Plan is designed to guide the new employees through their first three months at [YOUR COMPANY NAME], ensuring seamless integration into their role, team, and organizational culture. The plan includes goals, activities, and check-ins to ensure the employee’s success and development.
Phase 1: Introduction (Week 1-2)
Objectives
Acquaint the employee with the organization’s mission, vision, and values.
Familiarize the employee with company policies, tools, and resources.
Set expectations and initial goals.
Activities
Day 1: Orientation
Introduction to [YOUR COMPANY NAME], team members, and leadership.
Overview of company culture, mission, and organizational structure.
Set up workstations, email accounts, and access to necessary software and tools.
Day 2-5: HR and Compliance Training
Review of company policies (attendance, dress code, confidentiality).
Benefits and compensation overview.
Complete necessary paperwork and legal compliance training (e.g., harassment training, data privacy).
Week 1-2: Role-Specific Training
Introduction to daily tasks and responsibilities.
Shadow team members and observe workflows.
Meet with the supervisor to discuss role-specific goals and performance expectations.
Set short-term tasks and initial projects.
Check-in
At the end of Week 2, conduct a one-on-one meeting to discuss the employee’s adjustment, address any challenges, and answer questions.
Phase 2: Integration (Week 3-6)
Objectives
Develop an understanding of the employee’s role within the broader team and organization.
Encourage relationship-building and team collaboration.
Begin working on projects with support and guidance.
Activities
Week 3-4: Mentorship and Team Integration
Assign a mentor to guide the employee through tasks and offer support.
Encourage participation in team meetings and collaborative projects.
Involve the employee in team-building activities or lunches to foster camaraderie.
Week 4-6: Ongoing Training and Development
Continue with role-specific training and attend relevant workshops or webinars.
Focus on developing skills required for long-term success in the role (e.g., advanced software usage, leadership skills).
Week 3-6: Review and Feedback Sessions
Regular check-ins with the manager to discuss progress on key projects and goals.
Provide constructive feedback on performance and any necessary improvements.
Address any questions or concerns the employee may have.
Check-in
End of Week 4: Feedback session with manager to assess the employee’s integration, discuss challenges, and adjust goals if necessary.
End of Week 6: Mid-point review with HR and manager to assess progress towards role expectations and long-term goals.
Phase 3: Growth and Independence (Week 7-12)
Objectives
Enable the employee to work independently and take ownership of projects.
Assess performance and readiness for continued growth.
Prepare for longer-term development beyond the first 90 days.
Activities
Week 7-8: Independent Work
Begin managing key projects with minimal supervision.
Collaborate with other departments as needed, demonstrating an understanding of cross-functional processes.
Continue to refine skills through advanced training or industry-related certifications.
Week 9-10: Performance Review and Goal Setting
One-on-one meeting with the manager to assess performance against initial goals.
Discuss long-term career development plans, including opportunities for growth and additional responsibilities.
Week 11-12: Prepare for Future Development
Set clear goals for the next 6-12 months based on performance and career interests.
Discuss opportunities for additional training or leadership development.
Final check-in with HR for feedback on the onboarding process and any suggestions for improvement.
Check-in
End of Week 12: Final evaluation meeting with HR and manager to assess overall performance, discuss achievements, and identify areas for growth.
Summary of Key Milestones
Week | Objectives | Key Activities | Check-ins |
|---|
1-2 | Orientation, Introduction to Role | Company policies, tools setup, initial training | First one-on-one meeting with the manager |
3-6 | Team Integration, Skill Development | Mentorship, project work, feedback sessions | Mid-point review with HR and manager |
7-12 | Independence, Performance Review | Independent work, goal setting, career development | Final evaluation with manager and HR |
Expected Outcomes
Employee Success: By the end of the 90 days, the employee should be comfortable and confident in their role, with a clear understanding of their goals and responsibilities.
Employee Engagement: The employee should feel integrated into the team and organizational culture, fostering long-term loyalty and job satisfaction.
Performance Milestones: The employee should meet or exceed performance goals set in the onboarding plan, demonstrating their potential for future success and growth.
This 90-day Employee Onboarding Plan provides a structured path for new employees to transition smoothly into their role and [YOUR COMPANY NAME], ensuring long-term success for both the employee and the company.
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