# Onboarding Plan Skill

Creates a complete, structured onboarding plan tailored to a specific role — covering the first 90 days with clear milestones and success criteria.

## Required Inputs
- **Role and level** of the new hire
- **Team and manager**
- **Key stakeholders** they will work with
- **Top 3 priorities** for their first 90 days
- **Tools and systems** they will need access to
- **Company stage** (startup / scaleup / enterprise)

## Output Structure

### Onboarding Plan: [Name] — [Role]
**Start date:** [Date] | **Manager:** [Name] | **Buddy:** [Name]

---

### Before Day 1 (Manager checklist)
- IT setup: laptop, accounts, email, Slack, key tools
- Access provisioned to key systems
- First week calendar blocked with key meetings
- Buddy assigned and briefed
- Welcome message sent with Day 1 logistics

---

### Week 1: Orient
Theme: Listen, learn, do not act yet.

| Day | Focus | Key activities |
|---|---|---|
| Day 1 | IT setup, team intro | 1:1 with manager, team lunch |
| Day 2 | Product deep dive | Demo, key docs to read |
| Day 3 | Process and tools | Shadow key workflows |
| Day 4 | Stakeholder intros | 3-4 intro 1:1s |
| Day 5 | Week 1 debrief | Check-in, questions logged |

**Week 1 milestone:** Can describe what the company does, the team role, and their top 3 priorities.

---

### Days 8-30: Learn
Learning goals:
- Deep understanding of product from customer perspective
- Know key metrics the team is measured on
- Understand current projects and status
- Map key stakeholder relationships
- Complete all compliance/HR training

**30-day milestone:** All stakeholder 1:1s complete. 2-3 early observations shared with manager.

---

### Days 31-60: Contribute
Goals:
- Own at least one project end-to-end
- Make one meaningful contribution
- Build cross-functional relationships
- Identify one process improvement

**60-day milestone:** Delivered one tangible output. Manager says "this person is contributing."

---

### Days 61-90: Lead
Goals:
- Operating independently on core responsibilities
- Has formed and shared a point of view on priorities
- Building reputation with key stakeholders

**90-day milestone:** Ready for formal review. Clear 6-month plan in place.

---

### 90-Day Review Questions
Manager: Meeting expectations? What to double down on? What to develop?
New hire: Have the clarity, tools, support needed? What surprised you? What would you change about onboarding?

## Quality Checks

- [ ] Before Day 1 manager checklist is complete (IT, access, buddy, calendar)
- [ ] Each phase (orient/learn/contribute/lead) has a clear milestone
- [ ] 90-day review questions are included for both manager and new hire
- [ ] Plan is tailored to the specific role and level (not generic)
- [ ] Key stakeholder 1:1s are listed by name or role

## Anti-Patterns

- [ ] Do not produce a generic plan that could apply to any role — the plan must reference the specific role, team, tools, and priorities provided, not use placeholder text
- [ ] Do not skip the Before Day 1 manager checklist — IT access and system provisioning failures on day 1 destroy first impressions and waste the new hire's first week
- [ ] Do not set milestones without distinguishing between the orient, learn, contribute, and lead phases — collapsing phases produces plans where new hires are expected to lead before they understand the product
- [ ] Do not omit the 90-day review questions — the review is the accountability mechanism for the entire plan, and skipping it makes the milestones meaningless
- [ ] Do not treat the plan as a task list — each phase should have a clear theme and a milestone that describes an observable capability, not just a set of completed activities

## Example Trigger Phrases
- "Create a 30/60/90 day plan for a new [role]"
- "Write an onboarding plan for [name] starting as [role]"
- "Build a first 90 days roadmap for our new hire"
