Preview of the New Hire Onboarding 30-60-90 Kit

The 30/60/90 planA few clear goals per phase, each with a way to know it is met, an owner, and a status, so the 90-day review is fair instead of fuzzyXLSX

Real tabs from the kit workbook. Example names and dates are illustrative.

Hiring and onboarding

New Hire Onboarding 30-60-90 Kit

Name: New Hire Onboarding 30-60-90 Kit
Brand: TrueStep HR
SKU: TSHR-031
Price: 59.00 USD
Availability: InStock

Turn a signed offer into a confident, productive team member. Enter the start date and the workbook sets the review dates and the compliance deadlines; the plan, the checklist, and the check-ins carry the rest, from before day one to a documented 90-day review. Built for the owner, manager, or HR team of one onboarding without a system behind them.

$59USD

One-time purchase, no subscription. Instant download.

Built by expert HR practitioners and leaders

The Onboarding and First 90 Days Field Guide (14 pages): the whole arc from the signed offer to the 90-day review, pre-boarding, the first day and week, a 30/60/90 plan with goals that hold up, who owns what, remote onboarding, and the compliance basics you cannot skip
A workbook that does the date math for you: enter the new hire and the start date, and the 30, 60, and 90-day review dates, a live current phase, and the compliance deadlines fill in on their own
A 30/60/90 plan and an onboarding checklist: a few clear goals per phase with a way to know each is met, and every task from before day one through the first month with an owner and a completion meter
A compliance tracker for the required steps: the I-9, the W-4, the state new-hire report, and E-Verify if you use it, each with who completes it, a due date calculated from the start date, and a place to record it done
Editable Word templates for every touchpoint: a welcome note with sample wording, a first-day and first-week schedule, a printable 30/60/90 plan, a reusable check-in and review form with the 90-day fit decision, and a printable checklist

The kit gives you the plan, the dates, and the follow-through. It does not file forms for you, and it is plain that deadlines and required forms vary by state, so you confirm yours and use the current edition of each form.

One-time purchase Instant download Editable files 14-day guarantee

A field guide, a plan workbook, and editable templates for onboarding new employees, and practical business and HR guidance, not legal or tax advice. Required forms, deadlines, and reporting rules change and vary by state; the tracker reflects general federal timing, so use the current edition of each form, confirm your state’s requirements, and review anything unusual with qualified counsel.

Not the right fit? Take the 60-second match.

Last reviewed June 2026

Buying for clients or multiple entities? The White-Label tier is in the license.

What you get

Four files that carry the first 90 days

Read the Field Guide once for the shape of it, then work the system: enter the start date, build the plan, run the checklist, and keep the check-ins going. Each file stands on its own, so start where your next hire is today.

PDFStart here

Start Here

A one-page map: read the Field Guide first, enter the new hire and the start date in the Workbook, build the 30/60/90 plan, work the checklist from before day one, and keep the check-in log running through the reviews. It also names the first-week steps you cannot skip, the I-9, the W-4, new-hire reporting, and E-Verify if it applies, which the Workbook tracks.

PDFRead first

The Onboarding and First 90 Days Field Guide (14 pages)

What good onboarding does, the whole arc on one page, the pre-boarding window between offer and start, the compliance basics done right, a first day heavy on belonging, a first week that ends in a check-in, the 30/60/90 plan, goals someone could check, who owns what between the manager, HR, and the buddy, remote and hybrid onboarding, and the quiet failures that derail it.

XLSXExcel

The 30/60/90 Plan Workbook

Your running system: enter the start date and the review dates, a live current phase, and the compliance due dates fill in for you. It holds the goal plan with a way to know each goal is met, an onboarding checklist with a completion meter, the compliance tracker, a check-in log, and a definitions tab. It ships with a sample hire to follow and clear, and it works in Excel or Google Sheets.

DOCXWord

Editable Onboarding Templates

Five working tools you fill in per hire: a welcome note with sample wording to adapt, a first-day and first-week schedule to share before the start date, a printable 30/60/90 plan, a reusable check-in and review form with a fit-and-decision section for day 90, and a printable onboarding checklist. Shaded fields to type over, and yours to rebrand.

How it works

The method in the order a hire runs

Start the moment the offer is signed, not the morning they arrive. The kit gives you the dates, the words, and the follow-through; the manager shows up for it, and anything unusual goes to qualified help.

STEP 01

Read the Field Guide and set the owners

Start with the guide so the whole arc is clear before day one is. Then name who owns what: the manager owns the plan and the outcome, HR or the owner handles compliance and logistics, and a buddy answers the day-to-day questions. Onboarding fails far more often from no owner than from a missing perk.

STEP 02

Enter the hire and the start date

Open Plan Setup and enter the new hire, the role, and the start date. The end of the first week, the 30, 60, and 90-day review dates, a live current phase, and the compliance deadlines all fill in for you, and they all update if the start date moves.

STEP 03

Work the window before day one

Run the pre-boarding tasks on the checklist: order equipment and request access the day the offer signs, send the paperwork ahead, and share the welcome note and the first-week schedule from the templates before they arrive. This window is the cheapest place to prevent a bad first week.

STEP 04

Run day one and the first week, then set the plan

Keep day one light on tasks and heavy on belonging, with the essential paperwork done: I-9 Section 1 and the W-4 on the first day, the rest of the required steps tracked to their due dates. End week one with a check-in, and agree the 30/60/90 goals together, each with a way to know it is met.

STEP 05

Keep the check-ins running and decide at 90

Hold the 30, 60, and 90-day reviews from the check-in form, log each one, and judge each phase against its own bar: understanding at 30, supported contribution at 60, independent ownership at 90. The 90-day review is documented, and it answers the question that matters: the role is working, or what needs to change.

The standard

A plan and a present manager

Onboarding rarely fails dramatically. It fades: the forms get done, but nobody owns the first 90 days, and a good hire learns the role by guessing. The first weeks set the tone for how long someone stays and how fast they get good at the job, and nearly every onboarding failure traces back to no owner, no plan, or a manager who was not there. The fix is not a perk. It is a plan with dates, an owner for every task, and a manager who shows up for it.

The failure patterns are predictable: paperwork treated as the whole plan, an absent manager in week one, everything dumped on day one with nothing sequenced, goals nobody wrote down, a laptop that is not ready, check-ins that never happen, and a required step that quietly slips. Every one of them is avoidable with a plan, an owner, and dates someone is watching. That is what this kit sets up.

Start before day one. The window between a signed offer and a start date is the cheapest place to prevent problems. Equipment and access get requested the day the offer signs, the paperwork goes ahead, and the welcome note and schedule arrive before they do, so the new hire shows up expected and equipped instead of idle while a login gets sorted.

Write goals someone could check. “Get up to speed” gives a new hire nothing to aim at. The plan ties each goal to the real duties of the role, matches the bar to the phase, learning at 30, supported contribution at 60, ownership at 90, and writes down how you will both know it is met, which is what makes the 90-day review fair.

Get the required steps right the first week. A few steps are legally required for every new employee, with deadlines that start on day one: the I-9, the W-4, the state new-hire report, and E-Verify if it applies to you. The tracker calculates each due date from the start date and holds it until it is recorded done; deadlines vary by state, so confirm yours and use the current edition of each form.

Is this for you

Who it is built for

Who this kit fits, and where to go if your need is something else.

Built for

An owner or manager in a small business hiring without an HR team behind them, who wants the first 90 days to run on a plan instead of memory, with the legally required steps tracked to their dates.
An HR team of one putting a consistent onboarding in place across managers, with the same checklist, the same plan format, and one workbook per hire so every start runs the same way.
A manager with a new hire starting in the next few weeks who wants the welcome out, day one planned, and the 30/60/90 goals agreed in week one, without rebuilding the basics from scratch.

If you are looking for

Eligibility paperwork across the people you already employ, rather than one new hire. The I-9 and Wage-Hour Audit Kit is built for auditing the files you have.
Established people drifting or leaving after their first year. That is a retention problem rather than an onboarding one, and the Retention and Stay Interview Action Kit works it properly.
The ongoing manager habits after the plan ends, one-on-ones, feedback, and goals through the year. The People Manager Toolkit carries the everyday side.

Questions

Before you buy

What format are the files and can I edit them?

The Start Here and the 14-page Field Guide are print-ready PDFs, the Plan Workbook is an Excel file that also works in Google Sheets, and the onboarding templates are an editable Word document with shaded fields you type over. The templates are built to rebrand and reuse for every hire, and the workbook ships with a sample hire you review and clear before entering your own.

Is this legal advice?

No. It is practical business and HR guidance and general information for onboarding new employees. The kit is plain about the required steps and their general federal timing: I-9 Section 1 no later than the first day and Section 2 within three business days of the start date, the current year’s W-4 plus any state withholding form, the new-hire report to your state within 20 calendar days federally and sooner in many states, and E-Verify where it applies, within three business days if you use it. Forms and deadlines change and vary by state, so the kit tells you to use the current edition of each form, confirm your state’s rules, and review anything unusual with qualified counsel.

Does it work for a remote or hybrid hire?

Yes. The Field Guide has a section on remote and hybrid onboarding: ship equipment early enough that it works before day one, put the introductions and check-ins on the calendar because the hallway is not there to do it for you, and write down the unwritten rules an office hire absorbs by osmosis. It is also plain about remote I-9 review: the alternative procedure requires E-Verify enrollment in good standing, and otherwise documents are examined in person.

We only hire a few people a year. Is a kit worth it?

That is who it is built for. A company that hires weekly has an onboarding machine; an owner who hires twice a year rebuilds it from memory each time, which is where the missed access, the unplanned first week, and the slipped form come from. The workbook is one file per hire, the templates fill in per person, and the checklist is the institutional memory, so the second hire costs you an hour instead of an afternoon.

How is this different from a free 30/60/90 template?

A free template is one page of the system. This kit carries the whole arc: the pre-boarding window, a first day and first week with an owner on every task, the compliance steps with due dates calculated from your start date, goals with a written way to know each is met, and the check-in record that makes the 90-day decision fair. It also covers what a template never will: who owns what, how to onboard remote, and the failure patterns to design out.

What is the refund policy?

Digital products are covered by a 14-day money-back guarantee. See the refund policy for the full terms.

What happens after I buy?

Checkout delivers an instant download link, and a receipt with the same link arrives by email. Open the Start Here page first, then read the Field Guide before your new hire’s start date if you can. If a file gives you trouble, email support@truestephr.com.

Can I expense this purchase to my business?

Most customers buy TrueStep HR tools for business use, and a tool you use for work often qualifies as a deductible business expense. Whether it does for you depends on your situation, so confirm with your accountant or tax professional. Your receipt arrives by email at checkout and works as documentation.

Pairs with

Tools that work alongside this kit

Onboarding picks up where hiring ends. These cover the role definition the goals build on, the window between the accepted offer and day one, and the cost of the ramp the plan manages.

Want the whole function covered? The Complete TrueStep HR System includes this kit and the rest of the core TrueStep HR catalog, organized by the employee lifecycle. View the Complete System ›

Get the kit

Run the next 90 days on purpose

Enter the start date and let the workbook set the dates, send the welcome before day one, agree goals someone could check, track the required steps to done, and decide at 90 days on a written record instead of a feeling.

$59

One-time purchase, no subscription

An onboarding field guide, a 30/60/90 plan workbook, and editable templates, not legal or tax advice. Last reviewed June 2026.