New Hire Onboarding Plan: [Name], [Job title]

A manager and People-team plan that takes one new hire from accepted offer to the end of the first 90 days: preboarding, first day, first week, the 30, 60 and 90 day phases, a named buddy, required compliance training and check-in reviews. Based on common onboarding practice, with dated UK, EU and US pointers for the legal steps that fall in the first days. Replace every [bracketed] value and every row marked Example. Legal steps vary by country: this is a planning format, not legal advice.

Outcomes at 90 days
Preboarding (offer accepted to day 1)
Day 1 and week 1
The 90 days by phase
Buddy
Stakeholders to meet
Required and role training
Legal steps in the first days (dated pointers)
Check-ins and probation
Feedback on onboarding
Standard and licence note

Document control

Field	Value
Plan ID	[ONB-2027-004]
New hire	[Name], [job title]
Manager	[@manager]
Buddy	[@buddy]
People partner	[@people-partner]
Offer accepted	YYYY-MM-DD
Start date (day 1)	YYYY-MM-DD
Probation ends	YYYY-MM-DD (or "No probation")
Location and work pattern	[Office / hybrid / remote, country]
Status	[Preboarding / Active / Complete]

Revision history

Version	Date	Author	Change
0.1 (Example)	2026-11-10	[@manager]	Plan created after offer acceptance
1.0 (Example)	2027-01-08	[@manager]	Goals agreed with the new hire in week 1

1. Outcomes at 90 days

ID	Outcome	Evidence	Review
OUT-1 (Example)	Ships one firmware change to production with a peer review	Merged change and release note	Day 60
OUT-2 (Example)	Runs the bench test suite without help	Test log signed off by buddy	Day 30
OUT-3 (Example)	Owns bug triage for the sensor module	Triage rota and two closed bugs	Day 90 review
OUT-4 (Example)	Has met every stakeholder in section 6	Stakeholder list complete	Day 60
[OUT-N]	[Outcome]	[Evidence]	[Day]

2. Preboarding (offer accepted to day 1)

Task	Owner	Due	Done
Welcome message from the manager, with the first-week outline	Manager	Within 2 working days of acceptance	[ ]
Contract, handbook and policies sent for signature or reading	People team	[2 weeks] before start	[ ]
Right-to-work check completed (before employment starts where required)	People team	Before day 1	[ ]
Payroll, tax and bank details collected through the secure HR system	People team	Before day 1	[ ]
Laptop, phone and equipment ordered; desk or home setup agreed	IT, manager	[2 weeks] before start	[ ]
Accounts requested by role through `ops/onboarding-checklist`	Manager, IT	[5 working days] before start	[ ]
Buddy named and briefed	Manager	[2 weeks] before start	[ ]
Reasonable adjustments discussed during hiring arranged	People team, manager	Before day 1	[ ]
First-week calendar booked	Manager	[3 working days] before start	[ ]

Example: for a start on Monday 2027-01-04, Quillfen ordered the laptop on Monday 2026-12-21, two weeks before the start date.

3. Day 1 and week 1

Day 1

Welcome by the manager in person or on video; team introduction
Laptop, accounts and building access working before noon
Day-one written terms given where the law requires them (see section 8)
Health and safety induction for the workplace: fire exits, first aid, incident reporting, display screen setup for home workers
Lunch or coffee with the buddy
The manager explains this plan and the 90-day outcomes

Week 1

One-to-one with the manager to agree outcomes and the 30-60-90 Day Plan (career/ninety-day-plan)
Introductions to the stakeholders in section 6
Team ways of working: tools, meetings, how decisions are made
A first small task with a clear finish line
End-of-week check-in: what went well, what is missing

4. The 90 days by phase

Phase	Focus	Activities	Review
Days 1 to 30	Learn	Product and customer overview, codebase or process tour, shadowing, required training, first small task	30-day check-in (Example: Tuesday 2027-02-02)
Days 31 to 60	Contribute	Owns tasks with support, joins the on-call or support rota as a shadow, first improvement suggestion	60-day check-in (Example: Thursday 2027-03-04)
Days 61 to 90	Own	Owns an area, works with less supervision, sets goals for the next quarter	90-day review (Example: Friday 2027-04-02, the last working day before day 90, Saturday 2027-04-03)

5. Buddy

Item	Detail
Buddy	[@buddy], [role]
Time set aside	[2 hours per week in month 1, 1 hour per week after]
Covers	Tools, unwritten rules, who to ask, social introductions
Does not cover	Performance feedback, pay, formal HR questions
Ends	[Day 90], with a short feedback note to the manager

6. Stakeholders to meet

Person or team	Why	By	Met
Hardware lead (Example)	Board revisions and test rigs	Week 2	[ ]
Product manager (Example)	Priorities and roadmap	Week 1	[ ]
Quality engineer (Example)	Release and test sign-off	Week 3	[ ]
[Person or team]	[Reason]	[Week]	[ ]

7. Required and role training

Training	Type	Due	Recorded in
Health and safety induction	Required	Day 1	[HR system]
Information security and acceptable use	Required	Week 1	[Learning system]
Data protection and privacy	Required	[Day 30]	[Learning system]
Anti-harassment and equality	Required	[Day 30]	[Learning system]
Code of conduct and whistleblowing route (`compliance/whistleblowing-policy`)	Required	[Day 30]	[Learning system]
[Role skill course]	Role	[Day 60]	[Learning system]

8. Legal steps in the first days (dated pointers)

Jurisdiction	Step	Official source
UK	Right-to-work check before employment starts. Principal written statement of terms on or before day 1; the wider statement within two months.	https://www.gov.uk/check-job-applicant-right-to-work and https://www.gov.uk/employment-contracts-and-conditions/written-statement-of-employment-particulars
EU	Written information on working conditions under the national law transposing Directive (EU) 2019/1152, with short deadlines for the essential items.	https://eur-lex.europa.eu/eli/dir/2019/1152/oj/eng
US	Form I-9: Section 1 by the employee no later than day 1; Section 2 by the employer within three business days of the start. State new-hire reporting and tax forms also apply.	https://www.uscis.gov/i-9

9. Check-ins and probation

Check-in	Date	Outcomes reviewed	Notes and agreed actions	Signed off
End of week 1	YYYY-MM-DD	Plan agreed	[Notes]	[@manager]
30 days	YYYY-MM-DD	OUT-2	[Notes]	[@manager]
60 days	YYYY-MM-DD	OUT-1, OUT-4	[Notes]	[@manager]
90 days	YYYY-MM-DD	All outcomes	[Notes, next-quarter goals]	[@manager]
Probation review	YYYY-MM-DD	Role standards	[Confirmed / extended / other, per contract]	[@manager], [@people-partner]

If the new hire is not meeting expectations, agree support first. A formal process, if needed later, follows the Performance Improvement Plan (hr/performance-improvement-plan) and the Disciplinary and Grievance Procedure (hr/disciplinary-grievance-procedure).

10. Feedback on onboarding

What was missing on your first day?
Which session or person helped most in the first month?
What did you need to know earlier?
How clear were your 90-day outcomes, from 1 (unclear) to 5 (very clear)?

Standard and licence note

Based on common onboarding practice, with dated legal pointers from GOV.UK, USCIS and Directive (EU) 2019/1152 checked on 2026-10-30. Original text written for this collection; people and organisations are fictional. Not legal advice: check the current official text and a qualified professional. Template licence: MIT.

New Hire Onboarding Plan Template (Preboarding to Day 90)

Preview