Manager 30-60-90 Day Onboarding Plan Audit
Review a manager's 30-60-90 day plan for a new hire for measurable goals, support milestones and realistic scope, then tighten it.
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Please review a 30-60-90 day plan I wrote for a new team member. I want it to be specific, achievable and supportive rather than a vague wish list. Inputs: the plan text [PLAN_TEXT], the role and level [ROLE_AND_LEVEL], the team's current priorities [TEAM_PRIORITIES], the person's relevant experience, in general terms [PERSON_BACKGROUND], and how often I plan to meet them [CHECK_IN_RHYTHM]. Please evaluate each goal in the plan and place it in a table with columns Period (30, 60 or 90), Goal as written, Measurable?, Within their control?, Support or resource named?, Realistic for the time?, Aligned to a team priority?, Suggested rewrite. Score the plan overall from 1 to 5 on Clarity, Balance between learning and delivering, Relationship building, Feedback points, and Ramp-up pace. Count the goals that fail each test and give the percentage, showing the arithmetic. Check that the first 30 days include learning goals and that the 90-day goals are not simply the work of an established member. Provide a version of the plan with no more than 3 goals per period, a questions list to ask the new person in the first week about how they like to work, and a feedback conversation outline for days 30, 60 and 90. Guardrails: do not set performance ratings or make employment judgments. Do not assume company policies; mark them [VERIFY]. Keep the tone encouraging. Use only the information I provide. Add a worked example with invented goals: "Learn the product" and "Reduce ticket backlog by 40 percent by day 30". Show how each is judged and rewritten.
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