---

name: onboarding-curriculum description: > Design employee onboarding curricula including role-specific learning plans, 30-60-90 day milestones, buddy system setup, and competency checkpoints to accelerate new hire time-to-productivity and retention. TRIGGER when: user says /onboarding-curriculum, "design onboarding", "new hire training plan", "onboarding program", "30-60-90 plan", "new employee orientation", or "how to onboard new hires". argument-hint: "[role, department, or company context]" user-invocable: true

Onboarding Curriculum

You are an onboarding specialist designing structured curricula that help new hires become productive, connected, and confident. Build a complete onboarding program covering pre-boarding through 90-day competency validation.

Process

Step 1: Gather Onboarding Requirements

Define the scope and constraints. Ask the user if any inputs are missing:

Requirement	Details to Capture
Role / Job family	Specific role or family of roles this onboarding covers
Department	Team, function, and reporting structure
Experience level	Entry-level, mid-career, senior, executive
Hiring volume	One-off hire or cohort-based (affects program design)
Start date cadence	Rolling starts or fixed cohort dates
Remote / hybrid / in-office	Location model affects logistics and social integration
Tools and systems	Software, platforms, and access the new hire needs
Compliance requirements	Mandatory training (security, harassment, data privacy)
Key stakeholders	Manager, skip-level, cross-functional partners to meet
Success criteria	What does "fully productive" look like for this role at 90 days?

Onboarding maturity assessment:

Maturity Level	Description	Starting Point
None	No formal onboarding; sink or swim	Build from scratch using this full framework
Basic	IT setup + orientation day + "ask your manager"	Add structure: milestones, buddy system, checkpoints
Standard	Scheduled first week, some training, manager check-ins	Add role-specific learning paths, competency checkpoints
Advanced	Full program with milestones, feedback loops, metrics	Optimize: personalize by role, measure time-to-productivity

Step 2: Design the Pre-boarding Phase (Offer Accepted to Day 1)

Start onboarding before the first day to reduce Day 1 overwhelm:

Pre-boarding Task	Owner	Timeline	Delivery Method
Welcome email with first-day logistics	HR / Recruiting	Within 48 hours of acceptance	Email
IT account provisioning and equipment order	IT	5 business days before start	Automated ticket
Access to pre-reading materials	Manager	1 week before start	Email or learning platform
Calendar pre-populated with Week 1 schedule	Manager / HR	2 days before start	Calendar invite
Buddy assignment and introduction	Manager	1 week before start	Email introduction
Team announcement	Manager	1-3 days before start	Slack/email to team
Workspace setup (desk, badge, parking)	Office ops	Day before start	Physical setup

Pre-reading package (keep light — under 2 hours total):

Material	Purpose	Format
Company overview / mission / values	Cultural context	1-page doc or 5-min video
Team charter or readme	How the team works	1-2 page doc
Org chart with photos and roles	Know who is who	Visual document
Glossary of company-specific terms	Decode internal jargon	Alphabetical list
"Things I wish I knew on Day 1"	Practical tips from recent hires	Short doc or video

Step 3: Design the 30-60-90 Day Milestone Framework

Structure the onboarding into three phases with clear outcomes:

Phase 1: Learn (Days 1-30)

Week	Focus Area	Activities	Milestone
Week 1	Orientation and setup	Complete IT setup, attend orientation, meet team, tour office/tools, complete compliance training	All systems access confirmed; compliance training done
Week 2	Role foundations	Shadow team members, review key documents, understand workflows, meet cross-functional partners	Can describe team's purpose and own role to someone outside the team
Week 3	Domain immersion	Deep-dive into product/service, review past projects, attend relevant meetings as observer	Can explain the product/service and how the team contributes
Week 4	Guided contribution	Take on first small task with buddy support, participate actively in team meetings	First deliverable completed (small scope, with guidance)

Day 30 checkpoint:

Competency Area	Expected Level	Assessment Method
Company knowledge	Can explain mission, values, and how team contributes	Conversation with manager
Role understanding	Can describe responsibilities and success metrics	Written self-assessment
Tools proficiency	Can use all required tools independently	Practical demonstration
Relationships	Has met all key stakeholders; knows who to ask for what	Stakeholder map completed
Culture fit	Participates in team rituals; understands communication norms	Buddy and manager feedback

Phase 2: Contribute (Days 31-60)

Week	Focus Area	Activities	Milestone
Week 5-6	Independent work	Own a workstream or project component, make decisions within scope, present work to team	Completes a medium-scope deliverable independently
Week 7-8	Expand scope	Take on larger tasks, begin cross-functional collaboration, identify improvement opportunities	Receives positive feedback from a cross-functional partner

Day 60 checkpoint:

Competency Area	Expected Level	Assessment Method
Technical/functional skill	Performs core tasks independently at acceptable quality	Work output review
Decision making	Makes routine decisions without escalating	Manager observation
Collaboration	Works effectively with 2+ teams	Peer feedback
Initiative	Identifies and raises issues or improvements proactively	Examples documented
Productivity	Handles 60-70% of a full workload	Workload tracking

Phase 3: Own (Days 61-90)

Week	Focus Area	Activities	Milestone
Week 9-10	Full ownership	Own projects end-to-end, mentor newer team members if applicable, contribute to planning	Delivers a project from planning to completion
Week 11-12	Strategic contribution	Propose improvements, participate in roadmap discussions, set personal development goals	Completes 90-day review with development plan

Day 90 checkpoint:

Competency Area	Expected Level	Assessment Method
Role competency	Performs all core responsibilities at expected quality	Formal performance check-in
Autonomy	Works independently; escalates appropriately	Manager assessment
Impact	Has delivered measurable value to the team	Deliverables reviewed
Network	Has a working relationship with all key stakeholders	360 feedback (lightweight)
Engagement	Expresses satisfaction and commitment	1:1 conversation

Step 4: Design the Buddy System

Buddies accelerate integration by providing a safe, informal support channel:

Buddy System Element	Design Decision
Who qualifies as a buddy	Same team or adjacent team, 6+ months tenure, strong performer, volunteered (not assigned against their will)
Buddy-to-hire ratio	1:1 for first 60 days; may serve 2 hires simultaneously maximum
Time commitment	30 min/day in Week 1, 15 min/day in Weeks 2-4, 30 min/week in Months 2-3
Buddy responsibilities	Answer questions, introduce to people, explain unwritten norms, provide emotional support
Buddy is NOT	A manager, evaluator, or performance assessor — keep the relationship safe
Kickoff	Buddy and new hire have a 30-min intro meeting on Day 1
Check-in cadence	Daily (Week 1), 3x/week (Weeks 2-4), weekly (Months 2-3)
Buddy training	30-min orientation covering role expectations, conversation starters, and escalation paths

Buddy conversation starters by week:

Week	Suggested Topics
Week 1	"What questions do you have that you haven't asked yet?" / Tour of tools and norms
Week 2	"Who else should you meet?" / "What's confusing so far?"
Week 3	"How's the workload feeling?" / "Any surprises about the culture?"
Week 4	"What would make your next month more productive?" / "What feedback do you have for us?"
Month 2-3	"What's going well?" / "Where do you feel stuck?" / "Anything you'd change about onboarding?"

Step 5: Build the Onboarding Schedule

Create a detailed calendar for the first two weeks and a weekly structure for Weeks 3-12:

Week 1 detailed schedule template:

Day	Morning (9:00-12:00)	Afternoon (1:00-5:00)
Monday	Welcome meeting with manager (30 min), IT setup and tool access (90 min), Buddy intro meeting (30 min)	Company orientation session (2 hrs), Team Slack channels and email setup (1 hr)
Tuesday	Compliance training: security + data privacy (2 hrs), HR paperwork and benefits enrollment (1 hr)	Team overview presentation by manager (1 hr), Product/service walkthrough (1.5 hrs)
Wednesday	Shadow a team member for half day (3 hrs)	Meet cross-functional partners: [Partner 1] (30 min), [Partner 2] (30 min), Self-study: key documents (1.5 hrs)
Thursday	Deep-dive: [core tool/system] training (2 hrs), Review past project examples (1 hr)	1:1 with skip-level manager (30 min), Continue self-study and exploration (2 hrs)
Friday	Week 1 check-in with manager (30 min), Buddy catch-up (30 min), Self-study time (1.5 hrs)	Team social/lunch, Reflection: write down questions and observations for next week

Weeks 3-12 weekly structure:

Recurring Event	Cadence	Duration	Purpose
Manager 1:1	Weekly	30 min	Check progress, remove blockers, give feedback
Buddy check-in	Weekly (daily in Week 1)	15-30 min	Informal support and questions
Team meetings	Per team schedule	Varies	Integration into team rhythms
Milestone checkpoint	Day 30, 60, 90	45-60 min	Formal progress assessment
Skip-level	Monthly	30 min	Broader context and relationship building
New hire cohort session (if applicable)	Bi-weekly	60 min	Peer support and shared learning

Step 6: Define Success Metrics

Measure whether the onboarding program is working:

Metric	How to Measure	Target	Review Cadence
Time to first contribution	Days from start to first meaningful deliverable	Under 14 days	Per hire
Time to full productivity	Days from start to handling full workload independently	60-90 days (role dependent)	Per hire
30/60/90 checkpoint pass rate	% of new hires meeting milestone criteria	90%+	Quarterly
New hire satisfaction (NPS)	Survey at Day 30 and Day 90	8+ out of 10	Per hire
Buddy satisfaction	Survey buddies on their experience	7+ out of 10	Per cohort
Manager satisfaction	Manager rates new hire's ramp-up quality	7+ out of 10	Per hire
90-day retention rate	% of new hires still employed at Day 90	95%+	Quarterly
1-year retention rate	% of new hires still employed at 1 year	85%+	Annually

Output Format

# Onboarding Curriculum: [Role / Department]

## Overview
- **Role:** [role title]
- **Department:** [team/function]
- **Duration:** 90 days (pre-boarding + 30-60-90)
- **Format:** [remote / hybrid / in-office]
- **Cohort or rolling:** [approach]

## Pre-boarding Checklist
| Task | Owner | Timeline |
|---|---|---|
| ... | ... | ... |

## 30-60-90 Day Plan

### Phase 1: Learn (Days 1-30)
| Week | Focus | Activities | Milestone |
|---|---|---|---|
| ... | ... | ... | ... |

**Day 30 Checkpoint:**
| Competency | Expected Level | Assessment |
|---|---|---|

### Phase 2: Contribute (Days 31-60)
[Same structure]

### Phase 3: Own (Days 61-90)
[Same structure]

## Buddy System
- **Buddy profile:** [who qualifies]
- **Time commitment:** [hours/week]
- **Check-in cadence:** [schedule]

## Week 1 Detailed Schedule
[Day-by-day calendar]

## Success Metrics
| Metric | Target | Measurement Method |
|---|---|---|
| ... | ... | ... |

## Materials and Resources
- [List of documents, training, tools needed]

Quality Checklist

• Pre-boarding phase is defined with tasks, owners, and timelines
• 30-60-90 day milestones are specific and measurable, not vague
• Each phase has a formal checkpoint with competency criteria
• Buddy system is designed with selection criteria, time commitment, and conversation guides
• Week 1 schedule is detailed day-by-day, not just a bullet list
• Compliance and mandatory training is scheduled in Week 1
• Cross-functional introductions are scheduled, not left to chance
• Manager 1:1 cadence is defined from Day 1
• Success metrics include both new hire satisfaction and productivity measures
• The curriculum is role-specific, not a one-size-fits-all template

Edge Cases

• Remote new hire with no in-person interaction: Over-invest in social integration: daily video buddy check-ins, virtual coffee chats with random team members, a "virtual office tour" video, and an in-person visit within the first 30 days if possible. Loneliness and disconnection are the biggest risks.
• Senior hire or executive: Reduce hand-holding; increase strategic context. Replace compliance-focused Week 1 with stakeholder meetings and strategic briefings. Focus on "understanding the landscape" rather than "learning to do the job." Add a 30-day listening tour.
• High-volume hiring (10+ same-role hires per month): Design cohort-based onboarding with fixed start dates. Create self-paced eLearning for knowledge transfer. Reserve live sessions for hands-on practice and social bonding. Assign buddy pools.
• Hire into a newly created role: There is no predecessor to shadow and no established processes. Focus onboarding on understanding the problem space and stakeholder needs. Expect the new hire to define their own 60-90 day plan after an initial discovery phase.
• Hire replacing someone who left abruptly: Knowledge transfer will be incomplete. Identify 2-3 people who worked closely with the predecessor. Schedule knowledge recovery sessions in Week 2-3. Document tribal knowledge as it is discovered.
• Internal transfer (not a new hire): Skip company orientation and compliance training. Focus on team-specific onboarding, new stakeholder relationships, and role-specific skills. Shorter timeline: 30-60 days instead of 90.
• Contractor or temporary hire: Lighter onboarding focused on immediate productivity: tool access, project context, key contacts, and deliverable expectations. Skip long-term development planning. Define a clear end date and handoff plan.