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Provided templates and an example for a Technical Writer role.",{"@graph":14,"@context":73},[15,34,56],{"@type":16,"itemListElement":17},"BreadcrumbList",[18,23,27,31],{"item":19,"name":20,"@type":21,"position":22},"https://docshare.wps.com","Home","ListItem",1,{"item":24,"name":25,"@type":21,"position":26},"https://docshare.wps.com/template/","Template",2,{"item":28,"name":29,"@type":21,"position":30},"https://docshare.wps.com/template/forms/","Forms",3,{"item":32,"name":10,"@type":21,"position":33},"https://docshare.wps.com/template/employee-30-60-90-day-plan-template-indeed/242253/",4,{"url":32,"name":10,"@type":35,"image":36,"author":41,"headline":10,"publisher":44,"fileFormat":47,"inLanguage":8,"description":12,"dateModified":48,"datePublished":49,"encodingFormat":47,"isAccessibleForFree":50,"interactionStatistic":51},"DigitalDocument",{"url":37,"@type":38,"width":39,"height":40},"https://docshare.wps.com/thumbnails/employee-30-60-90-day-plan-template-indeed/242253.png","ImageObject",442,249,{"name":42,"@type":43},"WPS_1786070896","Person",{"url":19,"name":45,"@type":46},"DocShare","Organization","application/pdf","2026-10-12","2026-09-12",true,{"@type":52,"interactionType":53,"userInteractionCount":55},"InteractionCounter",{"@type":54},"ViewAction",11,{"@type":57,"mainEntity":58},"FAQPage",[59,65,69],{"name":60,"@type":61,"acceptedAnswer":62},"What elements should each 30-day phase of a 30-60-90-day plan include?","Question",{"text":63,"@type":64},"Each phase should include a focus, priorities, goals, and metrics for measurement. The focus differs by phase, while priorities and goals become more specific within that context.","Answer",{"name":66,"@type":61,"acceptedAnswer":67},"How does the plan recommend defining SMART goals?",{"text":68,"@type":64},"Use SMART goals to ensure goals are specific, measurable, achievable, relevant, and time-bound. Success should be detailed so it’s clear how achievement will be verified for each phase.",{"name":70,"@type":61,"acceptedAnswer":71},"What tips help managers create an effective 30-60-90-day plan with a new employee?",{"text":72,"@type":64},"Base the plan on the employee’s role, allow flexibility for course correction, and don’t write it for them—let the employee create their own plan. Provide necessary resources, introduce relevant stakeholders if needed, and conduct regular reviews at the 30, 60, and 90 day marks.","https://schema.org",{"og:url":32,"og:type":75,"og:title":10,"og:site_name":45,"og:description":12},"article",{"robots":77,"canonical":32},"index,follow",{"doc_id":79,"site_id":7},242253,1790913599,{"code":4,"msg":82,"data":83},"success",[84,88,93,98,103,108,112,117,122],{"id":55,"doc_module":22,"doc_module_name":25,"category_name":85,"show_sort_weight":86,"slug":87},"Presentations",90,"presentations",{"id":89,"doc_module":22,"doc_module_name":25,"category_name":90,"show_sort_weight":91,"slug":92},12,"Resumes",80,"resumes",{"id":94,"doc_module":22,"doc_module_name":25,"category_name":95,"show_sort_weight":96,"slug":97},14,"Invoices",70,"invoices",{"id":99,"doc_module":22,"doc_module_name":25,"category_name":100,"show_sort_weight":101,"slug":102},15,"Posters",60,"posters",{"id":104,"doc_module":22,"doc_module_name":25,"category_name":105,"show_sort_weight":106,"slug":107},16,"Social Media",50,"social-media",{"id":109,"doc_module":22,"doc_module_name":25,"category_name":29,"show_sort_weight":110,"slug":111},17,40,"forms",{"id":113,"doc_module":22,"doc_module_name":25,"category_name":114,"show_sort_weight":115,"slug":116},18,"Letters",30,"letters",{"id":118,"doc_module":22,"doc_module_name":25,"category_name":119,"show_sort_weight":120,"slug":121},21,"Paper Templates",5,"papers-templates",{"id":123,"doc_module":22,"doc_module_name":25,"category_name":124,"show_sort_weight":4,"slug":125},158,"General","general-158",{"code":4,"msg":82,"data":127},{"doc_id":79,"user_id":128,"nickname":42,"user_avatar":129,"doc_module":22,"category_id":109,"category_name":29,"doc_title":10,"doc_description":12,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":55,"is_deleted":4,"is_public":22,"is_downloadable":22,"audit_status":22,"page_count":135,"language":136,"language_code":8,"site_id":7,"html_lang":8,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":12,"update_tm":140,"read_time":26},549768072016,"https://ap-avatar.wpscdn.com/davatar_155a257f0dc6eb9ab79c44ca47cae57d","[Company Logo Delete or Replace]  \nPost yourjob on Indeed or find more templates and samples in the Employer Resource Library.  \n______________________________________________________________________  \nWhat should be included in a 30-60-90-day plan  \nEach 30-day phase of a plan should include a focus, priorities, goals and metrics for measurement. The focus is different for each phase.  \n● Month 1: Learning. This is where your employee learns about the culture and expectations of your company, as well as the role they’re undertaking. It can include reading documentation, such as your mission, procedures and policies. In most roles, this phase should also include meeting the people essential to the job. Depending on the role, this can include colleagues, direct reports, clients and project stakeholders.  \n● Month 2: Contributing. In the second month, your employee should be contributing to the company’s mission. This can look different depending on the role but often includes evaluating processes to see if there’s room for improvement, contributing to meetings and helping to better the team’s functioning. During this phase, they should also be increasing their workload and showing more initiative.  \n● Month 3: Execution. The final 30 days of the plan should focus on using the  \nknowledge and experience gained in the first 60 days to execute ideas and effectively perform their role. For those in managerial or executive roles, the focus should be on leading their team and initiating change that improves processes and advances the company’s goals. For employees not hired into leadership positions, this can focus on them taking ownership of their role and working independently instead of relying on a manager to direct their work.  \nWithin the focus or context of each month, the plan should show the employee’s priorities. These are more specific than the focus but broader than goals. Priorities can include learning internal processes, forming relationships with all project stakeholders or defining the problems your company needs to solve.  \nThe next section sets goals, which are more specific again. Use SMART goals to help ensure your employee succeeds. SMART goals should be specific, measurable, achievable, relevant and time-bound.  \nYou can use different types of goals to make sure your employees achieve everything you want them to in their role. Many people who use 30-60-90-day plans divide goals into learning goals, professional or performance goals and personal goals. Learning  \n[Company Logo Delete or Replace]  \ngoals are based on what they need to learn each month, performance goals focus on what they need to achieve and personal goals concentrate on building relationships in the business.  \nLastly, each phase needs metrics. This is often covered by the measurable aspect of a SMART goal, but make sure you detail what success looks like for each phase. Make it quantifiable, such as having a five-minute catch-up with each direct report, so it’s easy to see that the goal has been achieved.  \nTips for working with new employees to make a 30-60-90-day plan  \n● Base it on their role. A 30-60-90-day plan can’t be generic. To ensure it’s useful for your new employee, use their job description to help guide the creation.  \n● Allow for course correction. Although you should create the entire plan when they start the job, it should be flexible. They may run into challenges, or grasp the role much quicker than expected.  \n● Don’t write it for them. Let your employee create their own plan. Not only does this give them ownership, but they know their own strengths and weaknesses and understand where they need to put their focus.  \n● Give them the resources they need. Make sure they have access to the  \ndocuments and people they need. You can also offer to introduce them to stakeholders or clients and join meetings if you think it’s required.  \n● Conduct regular reviews. Meet with them at the 30, 60 and 90 day marks to ensure they’re on trac","cbCaioftMcVX76tF","https://ap.wps.com/l/cbCaioftMcVX76tF","pdf",226830,6,"English","# What should be included in a 30-60-90-day plan\n## Month 1: Learning\n## Month 2: Contributing\n## Month 3: Execution\n# Tips for working with new employees to make a 30-60-90-day plan\n# 30-60-90-day plan template\n# 30-60-90-day plan example","[{\"question\":\"What elements should each 30-day phase of a 30-60-90-day plan include?\",\"answer\":\"Each phase should include a focus, priorities, goals, and metrics for measurement. The focus differs by phase, while priorities and goals become more specific within that context.\"},{\"question\":\"How does the plan recommend defining SMART goals?\",\"answer\":\"Use SMART goals to ensure goals are specific, measurable, achievable, relevant, and time-bound. Success should be detailed so it’s clear how achievement will be verified for each phase.\"},{\"question\":\"What tips help managers create an effective 30-60-90-day plan with a new employee?\",\"answer\":\"Base the plan on the employee’s role, allow flexibility for course correction, and don’t write it for them—let the employee create their own plan. Provide necessary resources, introduce relevant stakeholders if needed, and conduct regular reviews at the 30, 60, and 90 day marks.\"}]","Employee 30-60-90-Day Plan Template - Indeed | PDF",1789188428]