# 30-60-90 Day Onboarding Plan

Builds a personal 30-60-90 day plan for a new role outside the classroom. Use it in the first week of a new job to structure early priorities and signal to your manager that you are organized and intentional.

## Prompt

## Context
You are helping [YOUR NAME], a former [GRADE LEVEL AND SUBJECT] teacher who has just started a new role as [NEW JOB TITLE] at [EMPLOYER NAME]. The role is in [INDUSTRY OR SECTOR]. Key responsibilities as described in the job posting or offer: [ROLE RESPONSIBILITIES]. Manager's stated priorities for the first 90 days: [MANAGER PRIORITIES]. Tools and systems used in this role: [TOOLS AND SYSTEMS]. Colleagues or stakeholders to build relationships with: [KEY STAKEHOLDERS].

## Task
Write a 30-60-90 day onboarding plan with three phases. For each phase, include: a short statement of the phase's focus, four to six concrete goals, and two to three relationship-building actions. Phase 1 (days 1 to 30): learn the landscape, systems, and people. Phase 2 (days 31 to 60): contribute to active work, demonstrate reliability, identify gaps. Phase 3 (days 61 to 90): take ownership of a defined area, propose one improvement or initiative, and set goals for months four through six.

## Standards
- 500 to 700 words. Use a clear structure with labeled phases.
- All goals and relationship actions must connect to the role responsibilities and manager priorities provided. Do not invent generic career advice goals.
- Draw on the teacher's background only where it is genuinely relevant to the new role. Do not over-explain the transition or call attention to what is unfamiliar.
- Do not promise specific outcomes, promotions, or performance ratings.
- Tone: direct and professional. This is a working document, not a performance.
- Do not invent tools, stakeholders, systems, or responsibilities not supplied in the inputs.
- If any bracketed input is missing or ambiguous, ask before drafting the relevant section.

## Variables

- YOUR NAME
- GRADE LEVEL AND SUBJECT
- NEW JOB TITLE
- EMPLOYER NAME
- INDUSTRY OR SECTOR
- ROLE RESPONSIBILITIES
- MANAGER PRIORITIES
- TOOLS AND SYSTEMS
- KEY STAKEHOLDERS

## Input checklist

- [ ] The job posting or offer letter with stated responsibilities and any onboarding expectations
- [ ] Notes from your initial conversation with your manager, including anything they said about first-90-day priorities
- [ ] A list of the tools or systems you will use (even if you have not been trained on them yet)
- [ ] Names or roles of colleagues and stakeholders you have already been introduced to or told you will work with
- [ ] Strip any student names, grades, or identifying details from materials you bring from previous teaching roles before pasting (FERPA), and keep personal data out of AI tools not approved for it
- [ ] Paste your actual role responsibilities, not a guess at what the role involves

## Verification checklist

- [ ] Confirm every goal listed connects to a real responsibility from the job description or a real priority your manager stated, not a generic onboarding goal the AI invented
- [ ] Check that no accomplishments, metrics, or outcomes are claimed that you have not yet achieved (the plan describes intentions, not results)
- [ ] Verify no tools, systems, or stakeholders appear that you did not supply in the inputs
- [ ] Read the relationship-building actions: confirm each one involves a real person or team mentioned in your inputs, not a fabricated colleague
- [ ] Check that your teaching background is referenced only where it is genuinely relevant to the new role, not used as a credential for skills you have not demonstrated in a corporate context
- [ ] Confirm the plan's tone fits your specific workplace culture, not a generic corporate environment

## Sample output

Sample output. Generated by AI from sample inputs:

**30-60-90 Day Onboarding Plan**
Dana Reyes | Instructional Designer, Brightpath Learning

**Phase 1: Days 1 to 30 - Learn**
Focus: Understand how Brightpath builds and delivers courses before contributing to them.

Goals:
1. Complete all required onboarding training in Workday by end of week two.
2. Review the last three courses launched on the Articulate Storyline platform, noting structure, tone, and review process.
3. Shadow one senior instructional designer through a full course development cycle.
4. Get familiar with Brightpath's course review process and who approves final content.
5. Identify the project management tool (Asana) and learn how projects are tracked.

Relationship actions:
- Schedule a 30-minute intro meeting with each of the three designers on the team to learn their current projects and working style.
- Introduce yourself by email to the two subject matter experts you will work with most often.

**Phase 2: Days 31 to 60 - Contribute**
Focus: Take on a real deliverable and demonstrate you can work within Brightpath's process.

Goals:
1. Complete a first-draft storyboard for the onboarding module assigned by [manager name] and incorporate one round of feedback.
2. Attend all weekly design syncs and come with one observation or question per meeting.
3. Learn to use the Articulate Storyline template library without assistance by end of day 60.
4. Document one recurring friction point in the current review process and note it for the Phase 3 proposal.

Relationship actions:
- Debrief with your assigned SME after the storyboard review to understand their preferred communication style.
- Ask your manager for a mid-point check-in at day 45.

**Phase 3: Days 61 to 90 - Ownership**
Focus: Own a defined deliverable and begin showing initiative.

Goals:
1. Deliver a completed, reviewed module ready for QA by day 85.
2. Prepare a one-page proposal for streamlining the SME review cycle, based on what you observed in Phase 2.
3. Schedule a 90-day review with your manager to align on goals for months four through six.
4. Complete the Articulate Rise certification offered through the company's LMS by end of day 90.

Relationship actions:
- Send a short thank-you note to each person who spent time with you during onboarding.
- Ask the team lead about stretch projects available in Q3.

## Customization notes

Adjust the phase goals based on whether the new role is client-facing, internal, or remote. For instructional design roles, the first phase should lean heavily on reviewing existing course content and processes. For L&D coordinator or corporate trainer roles, substitute goal types to reflect facilitation schedules, vendor relationships, and learning management system access. Teachers moving into higher education instructional roles may have a longer ramp, since faculty relationships take longer to build.

---

From The Teacher Transition Library at vetslearn.com/libraries/teacher