Onboarding Plan Builder

Turn "get up to speed" into a sequenced, role-specific 30/60/90-day plan with concrete milestones and observable success criteria.

Workflow

1. Capture the inputs. Pull the role's actual outcomes, level, team, manager, and start date. If the role's outcomes are unstated, ask for them or derive them from the job description before building - never plan against a generic title.
2. Phase the 90 days by cognitive load: Learn (0-30), Contribute (31-60), Own (61-90). Day 30 targets understanding systems, people, and context; day 60 targets shipping scoped work with support; day 90 targets owning an area with autonomy.
3. Attach 2-4 milestones to each phase, drawn from the role's real outcomes (not a generic checklist). Order milestones so each depends only on what earlier phases delivered.
4. Specify the first week concretely: access and tools provisioned before day one, the named buddy/onboarding partner, who to meet and why, where the docs live, and one small first task that produces a real win.
5. Write an observable success criterion per milestone - what "on track" looks like in evidence ("merged first PR," "ran a customer call solo," "presented the area roadmap"), never a feeling.
6. Define the three ramp reviews (day 30, 60, 90). Each covers progress vs. milestones, blockers, support needed, and a two-way fit check that invites feedback on the onboarding itself. Reference that recurring 1:1s exist; do not design their agenda here.
7. List the relationships and context to build: key cross-functional partners, rituals to join, and the implicit norms a newcomer cannot infer.
8. Calibrate to role and level, and flag where accommodations, visa, or relocation timing may shift the schedule.

Quality bar

• Every milestone is specific to this role's outcomes and has an observable success criterion.
• Phases are ordered by dependency; no day-90 milestone is assumed at day 30.
• Week one names concrete people, access, docs, and a first win - no "get oriented" placeholders.
• The same structure and criteria apply to any hire at a given level; ramp expectations are tied to role/level, not to the person.
• The plan supports the manager's judgment; it never gates employment.

Deliverable

Produce a single onboarding plan document containing: a one-line role summary with level and start date; the three phases (Learn/Contribute/Own) each with 2-4 milestones and an observable success criterion per milestone; a concrete week-one section (pre-day-one access list, named buddy, meeting list with the reason for each, doc locations, and the first-win task); the day-30/60/90 review agendas; and a relationships-and-norms list. The plan is handed to the manager to run - it names owners for every setup item that must happen before day one.

Do NOT

• Do not ship generic checklists ("read the wiki," "meet the team") in place of role-specific, verifiable milestones.
• Do not design the recurring 1:1 agenda, cadence, or question bank - that is 1on1-agenda's job; only schedule the 30/60/90 reviews here.
• Do not calibrate ramp speed to assumptions about the person; calibrate to role and level.
• Do not state success criteria as feelings or vibes; require observable evidence.
• Do not leave week-one access, buddy, or first task unspecified.