reph

Templates · People

Onboarding plan template

30/60/90 day plan for a new teammate

Start with this template →Sign in

Opens on reph with the template ready to start. No account needed; sign in to keep your document.

Use it when

Someone joins your team soon and you want their first 90 days, contacts and check-ins written down before day one

Who it's for

ManagerEngineering managerTech leadOperations

Part of a kit

Hiring and onboarding, step 4 of 4. Job description, interview scorecard, hiring debrief and a 30/60/90 onboarding plan.

Filled example

The template filled in for a made-up company, so you can see what good looks like.

Onboarding plan: Aisha Bello, Support Operations Lead

Manager: Tomás Ferreira · Start date: 3 November 2026

Welcome

Welcome to Northwind Support, Aisha! By the end of 90 days we hope you own our support tooling and reporting end to end, and that the weekly support review runs on numbers you trust. This plan covers what to set up, who to meet, and what "ramped up" looks like at each milestone.

Mermaid diagram (drawn as a picture in reph)
timeline
    title Aisha's first 90 days
    Week 1 : Zendesk and Looker access : Meet support leads : Shadow 4 live queues
    Day 30 : Audit of macros and routing : First weekly report shipped
    Day 60 : Owns routing rules : Runs the weekly support review
    Day 90 : Fully ramped : Q1 tooling plan agreed

Key contacts

Name Role Why they matter
Tomás Ferreira Manager Priorities, unblocking, weekly 1:1
Grace Lin Buddy Has run support ops ad hoc for a year; knows every workaround
Owen Price Team lead, Tier 2 Biggest user of the routing rules you will own
Mira Shah Data analyst Owns the Looker models behind support reporting

Week 1

30 days

  • Goals: know how tickets flow from arrival to close, and ship one report the team uses.

60 days

  • Goals: own routing and run the weekly review without Tomás preparing it.

90 days

  • Goals: a Q1 support tooling plan, reviewed by Tomás and Owen.

Resources

  • Support handbook (Northwind wiki, "Support" space)
  • Routing rules map and the 2025 postmortem on misrouted refunds
  • Looker dashboard: Support weekly

Check-in schedule

When Who Focus
End of week 1 Tomás How's it going, blockers
30 days Tomás Progress against goals
60 days Tomás and Owen Independence, feedback
90 days Tomás Ramp review, next goals

The template

Show the blank template

Onboarding plan

Manager: [your name] · Start date: [date]

Welcome

Set the tone before day one: what success looks like at the end of 90 days, in plain language.

Welcome to the team! This plan covers your first 90 days: what to set up, who to meet, and what "ramped up" looks like at each milestone.

Mermaid diagram (drawn as a picture in reph)
timeline
    title First 90 days
    Week 1 : Accounts and setup : Meet key contacts : First small task
    Day 30 : Oriented : Guided work shipped
    Day 60 : Independent : Owns a workstream
    Day 90 : Fully ramped : Ramp review

Key contacts

Who they'll actually need, not the whole org chart.

Name Role Why they matter
Manager
Buddy
Team lead

Week 1

Logistics and orientation. The goal is confidence to navigate, not deep contribution yet.

30 days

Goal: oriented and contributing on guided work.

  • Goals:

60 days

Goal: working independently on medium-complexity work.

  • Goals:

90 days

Goal: fully ramped, with the same expectations as any team member at this level.

  • Goals:

Resources

The handful of docs people actually reach for in month one.

Check-in schedule

Frequent early, tapering off. Silence in week one reads as "no one's watching," not "trusted."

When Who Focus
End of week 1 Manager How's it going, blockers
30 days Manager Progress against goals
60 days Manager Independence, feedback
90 days Manager Ramp review, next goals

Questions

When should I share this with the new hire?
A few days before they start, so day one is not spent guessing
What counts as fully ramped?
Doing the same work as any teammate at their level, with normal review and no extra hand holding
What if they fall behind the plan?
Raise it at the next check-in, adjust the plan, and look at the plan before the person

Fill it with your agent

Connect Claude to reph over MCP, then paste this. The draft arrives as suggestions you accept or reject section by section. How to connect Claude.

Find my reph doc "Onboarding plan" with search_docs, then read it with read_doc. Draft 30, 60 and 90 day goals from the job description and team roadmap doc, and Key contacts and Resources from the team page I link. Use only work information about the new hire (role, start date, team), never personal details. File it with suggest_edit, one replace_section op per section (heading line kept) so each can be accepted alone. Ask each open question (the buddy, the first task, missing access) with add_comment quoting that section's heading line, then call request_review with a one-line summary.

Related templates

Job description

Role summary, responsibilities, requirements and benefits

RecruiterManagerFounder

Interview scorecard

Structured evaluation against role competencies

RecruiterManagerEngineering managerTech lead

Hiring debrief

Structured hiring debrief: independent panel scores recorded before discussion, evidence by competency, concerns, a bias check and the hire or no hire decision

RecruiterManagerEngineering managerTech lead

1:1 notes

Recurring 1:1 agenda: wins, blockers, growth, action items

ManagerEngineering managerTech lead

Performance review

Self and manager review against goals and values

ManagerEngineering managerTech lead

Team charter

A team's mission, scope, members and roles, ways of working, rituals, decision rights and how to reach them

ManagerEngineering managerTech leadAnyone

Start with this template →Sign in