Pre-boarding -> First Week -> 30 Days -> 60 Days -> 90 Days -> Alumni Check-in
     |               |           |           |           |             |
  Paperwork,    Orientation, Learn the   Contribute  Own work,    Assess
  access,       team,        domain,     independently validate    long-term
  welcome kit   culture,     tools,      with some    ramp         fit
                role clarity processes   support      complete

Name:          [Employee name]
Role:          [Job title]
Manager:       [Manager name]
Start date:    [Date]
Last updated:  [Date]

--- FIRST 30 DAYS: Learn ---

Theme: Understand the people, product, processes, and tools.

Goals:
  [ ] Complete all required onboarding sessions and access setup
  [ ] Meet every direct teammate (1:1, 30 min each)
  [ ] Shadow 3 customer calls / user sessions / team ceremonies
  [ ] Read and summarize the team's top 3 strategy docs
  [ ] Complete [role-specific technical or domain training]
  [ ] Deliver one small, scoped contribution (PR, spec section, call debrief)

Success looks like: I can describe what we do, why, and how. I have met everyone
and know who owns what. I have shipped something small.

--- DAYS 31-60: Contribute ---

Theme: Apply learning to real work with support.

Goals:
  [ ] Own one project or workstream end-to-end (with buddy support)
  [ ] Drive at least one team meeting or demo
  [ ] Identify one process or area that could be improved (documented, not just noted)
  [ ] Receive a mid-ramp check-in from manager; adjust plan if needed
  [ ] [Role-specific milestone - see references/thirty-sixty-ninety.md]

Success looks like: I am adding value independently on real work. My manager
trusts me to take on a full project. I am proactively unblocking myself.

--- DAYS 61-90: Own ---

Theme: Operate independently and start contributing beyond assigned work.

Goals:
  [ ] Deliver [role-specific 90-day output - see references/thirty-sixty-ninety.md]
  [ ] Propose one improvement that was not on the original plan
  [ ] Complete a 90-day self-assessment and share with manager
  [ ] Identify gaps in onboarding; document feedback for the program
  [ ] Begin mentoring the next new hire if possible

Success looks like: My manager considers me fully ramped. I am operating at full
capacity and contributing to team direction, not just executing tasks.

--- REVIEW ---

30-day check-in date: ___________   Status: On track / Needs adjustment
60-day check-in date: ___________   Status: On track / Needs adjustment
90-day check-in date: ___________   Status: Ramped / Extended ramp needed

Selection criteria for buddies:
  - Tenure: 1-3 years (long enough to know the culture; recent enough to remember ramp)
  - Voluntary: Never assign an unwilling buddy
  - Same team: preferred for role context; cross-team is acceptable for culture
  - Not the direct manager: removes hierarchy dynamics from the relationship

Buddy responsibilities:
  Week 1:  Daily check-in (15 min). Answer "how does X work here?" questions.
           Give a personal tour of tools, channels, and unwritten norms.
  Week 2-4: Weekly 1:1 (30 min). Review 30-day milestones together.
            Introduce new hire to 3-5 people outside their immediate team.
  Month 2-3: Bi-weekly check-in. Shift from "how things work" to "how to thrive."

Buddy training (required before assignment):
  - What a buddy is and is not (not a second manager)
  - Common new hire anxieties and how to normalize them
  - What to escalate vs. handle vs. let the manager handle
  - How to give feedback without undermining the manager relationship

Program health metrics:
  - Buddy assignment rate: target 100% within Day 1
  - Check-in completion rate: target > 80% of scheduled check-ins completed
  - New hire satisfaction with buddy: survey at Day 30 and Day 90 (target > 4/5)
  - Buddy NPS: would the buddy volunteer again? (target > 70%)

Knowledge owner:  [Name, role]
Knowledge recipient(s): [Names, roles]
Transfer period:  [Start date] to [End date]
Facilitator:      [Manager or program owner]

Step 1: Inventory (Day 1-3)
  - List every recurring task, project, and decision owned by the knowledge owner
  - Classify each as: documented / undocumented / tacit (judgment-based)
  - Prioritize by: criticality x undocumented status

Step 2: Document undocumented items (Day 3-10)
  - Knowledge owner writes runbooks/SOPs for top 5 critical undocumented items
  - Minimum viable doc: purpose, inputs, steps, outputs, failure modes, escalation

Step 3: Shadow and pair sessions (Day 5-15)
  - Recipient shadows knowledge owner for all priority-1 tasks
  - Pair on at least one real execution of each critical process

Step 4: Reverse shadow (Day 10-20)
  - Recipient leads; knowledge owner observes and corrects
  - Knowledge owner must not jump in unless the recipient is about to cause real harm

Step 5: Independent execution + Q&A window (Day 15-30)
  - Recipient owns all transferred tasks
  - Knowledge owner available for questions but does not step in proactively
  - All Q&A captured in writing and added to documentation

Step 6: Sign-off (Day 30)
  - Both parties confirm transfer is complete
  - Any gaps documented as open items with owners and due dates

DAY 1 - MONDAY: Orientation and belonging
  AM: Manager welcome (30 min) - role context, team culture, what success looks like
      IT and access setup (60 min) - do not leave new hire alone with this
      Team intro lunch or coffee chat
  PM: Buddy intro (30 min)
      Self-directed: read team charter, team wiki, product tour
      End of day: manager checks in - "how was today, what questions do you have?"

DAY 2 - TUESDAY: Product and context
  AM: Product deep-dive session with PM or product lead (60 min)
      Customer story session - watch 2-3 recorded calls or interviews
  PM: 1:1s with 2 teammates (30 min each)
      Self-directed: explore product as a user, document first impressions

DAY 3 - WEDNESDAY: Process and tools
  AM: Team ceremonies walkthrough (standup, sprint planning, retro - observe at least one)
      Tooling walkthrough with buddy or team member
  PM: Shadow a key team workflow (code review, design review, sales call, etc.)
      Self-directed: set up local environment or workspace

DAY 4 - THURSDAY: Deeper domain
  AM: Domain deep-dive (technical architecture, market landscape, customer segment)
      1:1s with 2 more teammates
  PM: First small contribution scoped and started (PR, doc edit, research task)
      Self-directed time to work on first contribution

DAY 5 - FRIDAY: Reflection and connection
  AM: First contribution review or pair session
      1:1 with manager (30 min) - week-in-review, questions answered, plan confirmed
  PM: Team social or informal gathering if available
      Self-directed: write personal 30-day plan draft; send to manager

Track name:     [Role] Onboarding Track
Duration:       30 days (runs alongside general onboarding)
Owner:          Hiring manager or team lead
Buddy:          Senior practitioner in the same role

Week 1: Orientation to the discipline
  - How this role works at [company] vs. industry norms
  - Key tools, systems, and workflows
  - Top 5 resources every [role] must read/watch

Week 2: Observation
  - Shadow 3+ experienced practitioners in real work
  - Attend all relevant team rituals as observer
  - Review 3+ examples of strong prior work output

Week 3: Guided participation
  - Take on one real task with close support
  - Pair on at least 2 sessions with experienced practitioner
  - Draft your first real output (review before sending/shipping)

Week 4: Supported independence
  - Own first real output end-to-end
  - Share with team; receive structured feedback
  - Self-assess against role expectations; discuss with manager

Day 7 survey (5 questions, < 3 min):
  1. I felt welcomed and expected on my first day (1-5)
  2. I have the tools and access I need to do my job (1-5)
  3. I understand what is expected of me in the first 30 days (1-5)
  4. My buddy has been helpful (1-5)
  5. What is the one thing we should improve about the first week? (open text)

Day 30 survey (8 questions, < 5 min):
  + Progress and clarity scores
  + Buddy program quality
  + Manager support quality
  + Open: what is still unclear or missing?

Day 90 survey (10 questions, onboarding NPS):
  + Full ramp assessment
  + Would you recommend this onboarding? (NPS)
  + What was most valuable?
  + What should be cut or changed?