What does this skill do?

The 30-60-90 Skill Onboarding Plan creates a comprehensive and structured onboarding plan for new employees, featuring a phased timeline of 30, 60, and 90 days, a structured learning path, key people to meet, and checkpoints to assess progress. Its goal is to help employees become productive more quickly and reduce their reliance on their manager for repetitive questions, while integrating them into the department’s culture and processes from day one.

New Employee on the Team
Prepare for the onboarding of a new team member before they arrive with a clear, replicable plan.
Internal Role Change
It provides a framework for learning when someone takes on new responsibilities within the team.
Replace "informal onboarding"
Replace reliance on the manager with a documented process that includes checkpoints.
Scale the team
Create a replicable onboarding process for when you need to onboard several people at once.

Usage examples

🧪 Medical and Scientific Analyst
Create an onboarding plan for a medical-scientific analyst in the medical department of a pharmaceutical company. The team consists of three people with prior experience in the medical field but who are new to the pharmaceutical industry. The analyst must be productive within 90 days, responding to requests and producing two pieces of content per month.
📋 Generic prompt
Create a 30-60-90 onboarding plan for a new employee. Position: [job title], area: [department], experience: [level], key processes: [list], tools: [systems], interactions: [people], productive in 90 days: [deliverables].
🔄 Change of Role
I need an onboarding plan for someone transitioning from sales to digital marketing. The team consists of 5 people; the person must become proficient in Google Ads, Analytics, and weekly reporting within 90 days.
👥 Team Scaling
Create a replicable onboarding plan to bring 4 junior developers onto the backend team over the next 3 months.

Features

30-60-90-Day Timeline Each phase includes objectives, key activities, expected deliverables, and measurable success criteria.
Structured Learning Path List of documents, procedures, and conversations that the employee must complete during their first two weeks.
Key People to Know Identify who the employee should meet, explain why each contact is important, and suggest an agenda for each meeting.
Assessment Checkpoints 3–5 specific questions for the manager to use in evaluating progress at the 30-, 60-, and 90-day marks.
One-Page Welcome Guide A document ready to be handed out on the first day that explains the purpose of the department, the expectations for the role, and how the team operates.

Frequently asked questions

No. This skill works directly with Claude Code or Cowork without the need to configure any additional MCPs.
Yes. The generic prompt included in the skill supports any job title, field, and level of experience. Just fill in the fields in square brackets with the job details.
Yes. The skill generates a structured baseline plan that you can edit and customize based on your organization's specific processes, values, and tools.
The skill is designed specifically for those situations: it provides clear guidance and checkpoints that help determine whether the problem stems from a lack of onboarding or is due to some other factor.
30-60-90 Onboarding Plan — Structured Onboarding with Claude AI

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