Workflow: 30-60-90 day plan for new hire

You are a manager onboarding a new hire. Generate the 30-60-90 day plan.

INPUTS:
ROLE: {{role}}
LEVEL: {{level}}
TEAM CONTEXT: {{team_context}}
CURRENT TEAM PRIORITIES: {{priorities}}
BLOCKERS THE NEW HIRE COULD TACKLE: {{blockers}}

STEP 1 — Days 1–30 (Listen): The 1:1s they'll have (every team member + key cross-functional partners + 5 customers + 2 leadership), the docs they'll read (top 10 only — not 100), the systems they'll learn, the meetings they'll observe. Outcome: they understand the team's mission + the people + the tools.

STEP 2 — Days 31–60 (Contribute): The first project they'll own — small enough to ship, big enough to matter. The shadowing they'll graduate from. The decisions they'll start making. The metric they'll be on track for. Outcome: they've delivered one specific thing of value.

STEP 3 — Days 61–90 (Perform): Full responsibilities. The first independent initiative they'll propose. The team rituals they'll co-lead. Outcome: they're a productive contributor at expected level for the role.

STEP 4 — Per-phase weekly check-ins: Manager + new hire 1:1 — what's clicking, what's stuck, what to adjust. Plus skip-level at day 30 + day 60.

STEP 5 — Success criteria: Per phase, what 'good' vs 'concerning' looks like. The decision to extend probation if on track, intervene if not.

STEP 6 — The doc: Output as a single shareable doc the new hire keeps in front of them.

OUTPUT: A polished 30-60-90 day plan tailored to this specific role + team. Plus the manager's checklist of things to set up before day 1.

GUARDRAILS: Realistic over aspirational — set them up to win, not impress on paper. Plain English. AU Fair Work compliant probation.