What is a 30-60-90 day onboarding plan?

A 30-60-90 day onboarding plan structures a new employee's first three months with clear goals and milestones. The first 30 days focus on learning the role, 60 days on contributing to the team, and 90 days on delivering independent results. Research shows structured onboarding improves new hire retention by 82% and productivity by over 70%.

What should be included in pre-boarding?

Pre-boarding covers everything before Day 1: sending the offer letter and employment contract, completing background checks, setting up workstation and IT accounts, adding the new hire to payroll and benefits, sharing the employee handbook and first-day logistics, and introducing them to their manager via email.

How is the manager checklist different from the new hire checklist?

The manager checklist covers administrative tasks, goal-setting meetings, and check-ins — things the manager must do to support the new hire. The new hire checklist covers learning activities, relationship-building, and deliverables the employee is expected to complete. Both checklists are aligned to the same 30-60-90 day timeline.

Can I track onboarding progress automatically in an ATS?

Yes. Treegarden connects your ATS pipeline directly to onboarding workflows. Once a candidate is marked as hired, onboarding tasks are automatically assigned to both the manager and the new hire. Progress is tracked in real time, and automated reminders prevent tasks from falling through the cracks.

Home › Resources › 30-60-90 Day Onboarding Checklist

30-60-90 Day Employee Onboarding Checklist

Comprehensive onboarding coverage from pre-boarding through Month 3. Two versions: Manager's checklist and New Hire's checklist. Interactive progress tracking included.

Free Checklist 60 Items Manager + New Hire Progress Tracking

How to use this checklist Check off items as you complete them. Your progress is saved automatically in your browser. Use the Manager version to ensure you're supporting the new hire at every stage, or share the New Hire version directly with your new employee.

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Pre-Boarding — Before Day 1

7 items

Send signed offer letter and employment contractConfirm return receipt before proceeding with IT setup

Initiate background check and reference verificationAllow 5–7 business days for results

Request IT to provision laptop, accounts, and system accessEmail, Slack, ATS, HRIS, code repos as applicable

Add new hire to payroll and benefits enrollmentSend benefits guide at least 3 days before start date

Send welcome email with Day 1 logisticsInclude: start time, location or remote link, dress code, parking

Assign onboarding buddy or peer mentorBrief the buddy on their role before Day 1

Prepare 30-60-90 day plan draft to review together on Day 1Align goals to team OKRs and role JD

Day 1 — Welcome & Orientation

5 items

Personally greet the new hire and conduct office/virtual tourIntroduce to immediate team members

Complete HR paperwork: tax forms, I-9/work authorization, emergency contacts

Review the employee handbook and key policies togetherConfirm acknowledgment signature collected

Schedule recurring 1-on-1 cadence for first 90 daysRecommended: weekly for Month 1, bi-weekly for Months 2–3

Walk through role expectations and success metrics for Day 30

Week 1 — Learning & Context

4 items

Schedule cross-functional introductions (stakeholders, key collaborators)Aim for 3–5 meetings in the first week

Provide access to product/service demos, documentation, and key resources

Conduct end-of-week check-in: address blockers and clarify priorities

Confirm all system access is working (email, tools, ATS, HRIS)Escalate IT issues immediately if unresolved

Month 1 — Day 30 Milestone

5 items

Conduct 30-day formal check-in and review initial goalsAssess role fit, ask for onboarding feedback

Provide first formal feedback: what's going well and areas to develop

Confirm training requirements completed (compliance, tools, role-specific)

Set goals for Month 2 collaboratively (60-day targets)

Share new hire's progress with HR and stakeholders if applicable

Month 2 — Day 60 Milestone

5 items

Conduct 60-day review and assess contribution to team goals

Identify any performance gaps and create a development plan if neededDocument and share with HR before 90-day mark

Expand new hire's responsibilities to more independent work

Collect 360 feedback from teammates and cross-functional partners

Set 90-day goals: key outcomes the new hire should own independently

Month 3 — Day 90 Completion

4 items

Conduct 90-day formal review: achievements, strengths, growth areas

Confirm probation period outcome and communicate to HRDocument decision and any extended evaluation if applicable

Discuss long-term career path and development opportunities

Transition from weekly 1-on-1s to standard team cadenceNew hire is now a fully contributing team member

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Pre-Boarding — Before Day 1

4 items

Sign and return offer letter and employment contract

Complete pre-employment forms sent by HR (tax, banking, benefits enrollment)

Read the employee handbook and company policiesNote any questions to raise on Day 1

Confirm Day 1 logistics with your manager (start time, location, what to bring)

Day 1 — Settle In

5 items

Complete I-9 / work authorization paperwork

Set up workstation, accounts, and tools (email, Slack, VPN, HRIS)Flag any access issues to IT or your manager immediately

Meet your manager and team — note names and roles

Review your 30-60-90 day plan with your manager and ask clarifying questions

Acknowledge employee handbook and code of conduct in writing

Week 1 — Learn the Landscape

5 items

Attend all scheduled introduction meetings with stakeholders

Read key company docs: product overview, brand guidelines, org chart, strategy

Shadow a colleague to understand workflows and team processes

Complete mandatory compliance training (security, harassment, data privacy)

Connect with your onboarding buddy — schedule regular check-ins

Month 1 — Start Contributing

6 items

Complete role-specific technical training and tool certifications

Take ownership of your first assigned project or deliverable

Attend 30-day review with manager — share your observations and questions

Document your understanding of processes and flag any inefficienciesFresh eyes are valuable — write down what seems unclear

Build relationships outside your immediate team — schedule coffee chats

Provide feedback on the onboarding experience to HR (survey or 1-on-1)

Month 2 — Build Momentum

5 items

Complete your first major deliverable or project milestone

Attend 60-day review — present achievements and identify growth areas

Proactively seek feedback from peers and cross-functional partners

Contribute ideas in team meetings — build your internal profile

Review personal development goals with manager and update 90-day targets

Month 3 — Own Your Role

5 items

Deliver on all 90-day goals and document outcomes

Complete 90-day formal review with manager

Identify opportunities to improve team processes or reduce inefficiencies

Establish yourself as a go-to resource in your area of expertise

Agree on long-term career path and next steps with your manager

Connect your ATS to onboarding

Treegarden automatically creates onboarding tasks the moment a candidate is marked as hired — no manual handoff needed.