30-60-90 Day Plan Template

What this template is for

A 30-60-90 day plan is a three-phase onboarding plan that turns a new hire's first quarter into three checkable chunks: learn (days 1–30), contribute (days 31–60), and improve (days 61–90). Instead of one vague 'ramp up' to-do, it gives the employee and their manager the same answer to 'what does good look like by day 30, 60, and 90?' This template lays the three phases side by side as columns, and each column breaks into the same three parts — a goal, a set of action items, and success criteria that say when the phase is done. You get three scenes to adapt. The first is a new employee onboarding plan, the most common use of the format: the first 30 days are about learning the team, tools, and workflow, the next 30 about owning the first task independently, and the last 30 about proposing an improvement and setting the next goals. The second scene is for a promotion or a new role, where the plan starts from scope and expectations rather than tasks. The third is a sales role plan, where the 90 days run on activity and pipeline — learn the pitch, open a pipeline, then close the first deal. Every card is a replaceable example, and the three columns are color-coded so the whole 90-day arc reads at a glance. This template structures the plan; it does not make HR performance-evaluation conclusions. Build it around the real person: their role, the tools they must learn, the first task they should own, and how success will be measured.

When to use this template

• Onboard a new employee across their first 90 days — learn, contribute, improve.
• Plan a promotion or a new role, starting from scope and expectations.
• Set a sales rep's 90-day ramp from first call to first closed deal.
• Split each 30-day phase into a goal, action items, and success criteria.
• Swap the example roles, tools, and goals for your team's real ones.
• Reuse the same three columns for any 90-day ramp, not just new hires.

How to use it

1. 1Start with the person and the role — the plan is about one employee, not a generic template.
2. 2Split the 90 days into three phases: days 1–30, days 31–60, and days 61–90.
3. 3Write one goal per phase, then the action items that get there.
4. 4Add success criteria to each phase so 'done' is measurable, not a feeling.
5. 5Replace the example content with your team's real roles, tools, and processes.
6. 6Review the plan with the employee and update it as the 90 days unfold.

Quick example

Related resources

How it compares to similar tools

Common mistakes to avoid

• Writing phases without success criteria

  'Learn the product' has no finish line. Each phase needs a success criterion — 'I can run a discovery call alone' — so both sides agree when the phase is done.

• Filling all three phases at once

  Days 61–90 depend on what actually happens in days 1–60. Draft the first phase in detail, keep the later phases lighter, and update them as the employee progresses.

• Copying a generic template without editing

  A 30-60-90 day plan only works if it names the real tools, people, and tasks of the job. Replace every example card with the employee's actual first task and team.

• Turning the plan into a performance scorecard

  The plan is a ramp, not an evaluation. Using it to judge performance too early makes new hires hide problems instead of surfacing them.

• No review rhythm

  A plan that is written once and never revisited drifts from reality. Agree a check-in point at the end of each 30-day phase and adjust the next one.

Frequently asked questions