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Free 30-60-90 Day Plan Template
A ready 30-60-90 day plan with goals, success measures and check-in dates for each phase. Pick a plan type, edit it here and download it in Word or PDF, or copy it into Google Docs.
- 5 ready plans: general, new employee, manager, sales and interview
- Check-in dates worked out from the start date
- Download in Word or PDF, or copy into Google Docs
Build your 30-60-90 day plan
Pick a plan type, add the basics and edit the goals for each phase. The plan below updates as you type.
Text in [square brackets] is a placeholder. Replace it with your own detail.
Company and support needed (optional)
What is a 30-60-90 day plan? A 30-60-90 day plan sets out what a new employee will learn, do and deliver in their first three months. The first 30 days focus on learning, days 31 to 60 on contributing, and days 61 to 90 on owning the role. Each phase has goals, a way to measure success and a check-in with the manager.
30-60-90 day plan template: preview and edit
This is the General 30-60-90 day plan. Edit the form above to change it, and replace any text in [square brackets] with your own detail.
30-60-90 Day Plan
| Name | [Employee name] |
|---|---|
| Role | [Job title] |
| Manager | [Manager name] |
| Company | [Company name] |
| Start date | [Start date] |
Main goal by day 90: Be fully productive in the role, with clear goals agreed with my manager for the next quarter.
Days 1 to 30: Learn
Focus: the role, the people and the tools
Goals
- Finish onboarding, paperwork and access to all tools
- Agree on expectations and how success is measured with my manager
- Meet [8 to 10] key teammates and stakeholders
- Learn the product, customers and main processes
- Write down questions and first observations
How success is measured
- All onboarding tasks done by day [30]
- Expectations written down and agreed
- First check-in held with my manager
Day 30 check-in: [date] with [Manager name]
Days 31 to 60: Contribute
Focus: take on real work and deliver early wins
Goals
- Take ownership of [first project or responsibility]
- Deliver the first piece of work to an agreed standard
- Ask my manager and peers for feedback and act on it
- Suggest one improvement to a process I now know well
How success is measured
- [First project] delivered on time
- Feedback collected from my manager and [2] peers
- One improvement proposed
Day 60 check-in: [date] with [Manager name]
Days 61 to 90: Own
Focus: work independently and plan ahead
Goals
- Handle core responsibilities without day-to-day support
- Deliver [project] and share the results
- Set goals for the next quarter with my manager
- Review this plan and agree on what comes next
How success is measured
- Core work done independently
- [Measurable result, for example a target or deadline met]
- Next-quarter goals agreed
Day 90 check-in: [date] with [Manager name]
Support needed
- Introductions to [names or teams]
- Training on [tools or systems]
- Weekly 1:1 with my manager
Employee: ______________________ Date: ____________
Manager: ______________________ Date: ____________
Your plan is ready. Use Download Word, Download PDF or Copy for Google Docs above any time. Want to see how Peoplebox turns this plan into tracked goals, 1:1s and check-ins?
30-60-90 day plan templates by role
Each version keeps the same three phases and changes the goals and measures for the role. Open one for its own guide and sample plan, or pick it in the editor above.
New employee onboarding plan
Onboarding tasks, training, first project and the 90-day review, agreed by the new hire and manager.
Open the new employee onboarding plan →30-60-90 day plan for managers
For new and first-time managers: 1:1s with every report, team goals, quick wins and a hiring plan.
Open the 30-60-90 day plan for managers →30-60-90 day sales plan
Ramp goals for SDRs and account executives: product learning, pipeline, meetings booked and quota.
Open the 30-60-90 day sales plan →30-60-90 day plan for interview
A one-page plan candidates present in a final round to show how they will approach the role.
Open the 30-60-90 day plan for interview →What to include in a 30-60-90 day plan
A good plan fits on one or two pages and answers three questions: what will I learn, what will I deliver and how will we know it worked.
| Section | What to write |
|---|---|
| Basics | Employee name, role, manager, start date and company. |
| Main goal by day 90 | One sentence on what success looks like at the end of three months. |
| Phase focus | A short theme for each phase, such as learn, contribute and own. |
| Goals per phase | Three to five concrete goals for each 30-day block. |
| Success measures | How each phase will be judged: numbers, deliverables or feedback. |
| Check-in dates | A meeting with the manager at day 30, 60 and 90 to review progress. |
| Support needed | Training, tools, introductions or time the employee needs. |
| Sign-off | Employee and manager agree on the plan and date it. |
How to write a 30-60-90 day plan
- Start with the main goal. Write one sentence on what success looks like by day 90.
- Split the work into three phases. Learn in the first 30 days, contribute in days 31 to 60 and own the role in days 61 to 90.
- Add three to five goals per phase. Keep each goal specific, such as “meet each of the 8 people on the team”, not “get to know the team”.
- Decide how each phase is measured. Use numbers, deliverables or feedback, so the check-in has a clear answer.
- Book the check-ins. Put the day 30, 60 and 90 meetings in the calendar in week one.
- Agree on it together. Employee and manager review the draft, change what is unrealistic and sign it off.
30-60-90 day plan examples
Short examples for four common roles. Load the closest plan type above and change the goals to match.
HR manager
30 days: meet HR team and business leaders, review policies, HRIS data and open hiring.
60 days: fix the top onboarding gap, start a monthly people metrics report.
90 days: launch the review cycle calendar and a plan for the next two quarters.
Software engineer
30 days: set up the dev environment, ship a small bug fix, learn the codebase and release process.
60 days: own a feature end to end, take part in code reviews and on-call shadowing.
90 days: lead a medium-sized project and join the on-call rotation.
Customer success manager
30 days: learn the product, meet the top [20] accounts and review renewal dates.
60 days: run business reviews with key accounts and flag churn risks.
90 days: own a book of accounts with renewal and expansion targets.
Marketing manager
30 days: review past campaigns, channels, budget and funnel data.
60 days: run a first campaign and set a reporting dashboard.
90 days: present a quarterly plan with pipeline targets.
How managers and HR use a 30-60-90 day plan
A clear plan matters because onboarding is often weak: Gallup reports that only 12% of U.S. employees say their company does a good job of onboarding. For HR, the plan links onboarding to performance. The manager shares a draft in the first week, the new hire adds to it, and the three check-ins become short, structured reviews. If your company has a probation period, the day 90 check-in can double as the probation review. Once the plan is done, the goals for the next quarter move into your regular goal-setting and review process.
Tips for a 30-60-90 day plan that works
- Keep it short. One page per phase is plenty.
- Front-load learning. Most new hires try to deliver too much in month one.
- Name people, not teams, in the “meet” goals.
- Write measures you can check in five minutes at the check-in.
- Revisit the plan at day 30. Priorities often change once the new hire knows more.
Track the plan after day 90
Peoplebox brings goals, 1:1s and check-ins into one place, so the 30-60-90 day plan flows into regular performance reviews.
Related guides
- SMART goals examples for employees
Turn each phase goal into something specific and measurable.
- One-on-one meetings guide
Run the 30, 60 and 90 day check-ins well.
- How to set expectations with your manager
Agree on what success looks like in week one.
- Development goals examples
Goals to add once the first 90 days are done.
30-60-90 day plan template FAQs
What is a 30-60-90 day plan?
It is a plan for an employee’s first three months in a new role. It splits the time into three 30-day phases, usually learn, contribute and own, with goals, success measures and a manager check-in for each.
What should be included in a 30-60-90 day plan?
The employee and role basics, a main goal by day 90, a focus for each phase, three to five goals per phase, how success is measured, check-in dates, the support needed and a sign-off.
Who writes the 30-60-90 day plan, the manager or the employee?
Both. The manager usually shares a first draft with the priorities for the role, and the new employee adds detail and agrees on it in the first week. Candidates also write one for interviews.
What are the three phases of a 30-60-90 day plan?
The first 30 days are for learning the role, people and tools. Days 31 to 60 are for contributing to real work and delivering early wins. Days 61 to 90 are for owning the role and planning the next quarter.
How detailed should a 30-60-90 day plan be?
Detailed enough to check at each meeting. Three to five goals per phase with a clear measure each is usually right. Longer plans tend to go unread.
Can I use this as a 30-60-90 day plan template in Word?
Yes. Download Word gives you an editable .doc file that opens in Microsoft Word, LibreOffice and Google Docs.
Is this 30-60-90 day plan template free?
Yes. You can build and edit the plan on this page for free. To download it in Word or PDF, or copy it for Google Docs, you share your name, work email and phone number once. After that, every HR Toolkit download stays unlocked in your browser.
Can I edit the plan in Word or Google Docs?
Yes. The Word file opens in Microsoft Word and can be uploaded to Google Docs. You can also use Copy for Google Docs and paste into a new document with the formatting kept.
Is the information I type stored?
No. The plan is built in your browser and what you type is not sent anywhere. Only the name, work email and phone number in the download form are shared with Peoplebox.
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