Employee onboarding plan

Purpose

Translate a new employee’s role, start date, team practices, and company requirements into an executable first-day, first-week, day-30, day-60, and day-90 plan.

Scope

Cover role outcomes, manager and buddy responsibilities, required policies, equipment, application access, introductions, learning modules, first deliverables, check-ins, and probation evidence.

Excluded: provisioning accounts, approving access, contacting the hire, and making a performance or employment decision.

Data basis

• Offer or role brief with title, team, manager, start date, location, and employment type.
• Role scorecard, team handbook, onboarding checklist, security and compliance training catalogue.
• Access catalogue, equipment matrix, calendar of required sessions, and prior role plan.

Result

A dated onboarding plan with task, owner, due phase, dependency, evidence of completion, and 30/60/90 outcome columns, plus an exception list for unavailable prerequisites.

Quality criteria

• Every role outcome maps to an observable first-90-day deliverable.
• Mandatory policy and security training is named with due phase and source.
• Access tasks identify system, role, dependency, and required approval without claiming access exists.
• Dates derive from the stated start date and retain “before start” where applicable.
• Unassigned or contradictory responsibilities appear in exceptions.

Instructions

Sequence prerequisites before dependent work: identity and equipment before system access, and system access before production deliverables. Use the supplied role scorecard as the priority order. Keep owner, approver, and participant distinct. Mark optional learning separately from mandatory training. Do not invent meetings, software, or deadlines; use “date to be scheduled” when the source provides no date.

Adapt before use

• Add the role scorecard, onboarding checklist, access catalogue, and required training list.
• Map manager, buddy, HR, IT, security, and facilities owner labels.
• Define working-day calculation, mandatory training deadlines, and probation checkpoints.
• State the evidence expected at each 30-day review, such as a shipped deliverable or completed shadowing record.