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30-60-90 Day Onboarding Check-In Framework

Document ID: CHK-HR-002
Owner: Human Resources & People Operations Lead
Entities: Alas 9 Inc. & Operating Subsidiaries
Audience: People Managers, Mentors, and New Team Members
Purpose: Establish a transparent, evidence-based milestone framework for supporting new hires through their first ninety days of employment, ensuring clear expectations, rapid alignment, and mutual feedback.

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📄 30-60-90 Day Onboarding Check-In Framework (CHK-HR-002)

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Employee Profile​

FieldDetail
Employee Name__________________________________________________
Role / Title__________________________________________________
Venture / Department[ ] Alas 9 Corporate [ ] ALAS ARTISTRY LLC [ ] Digital Ventures
Manager Name__________________________________________________
Start Date[YYYY-MM-DD]

1. 30-Day Milestone: Foundation & Orientation​

Objective: Confirm role clarity, operational environment setup, cultural integration, and successful completion of initial training tasks.

Evaluation Criteria​

  • Tooling & Environment: All necessary hardware, software accounts, repos, and communications channels are fully configured.
  • Policy & Compliance: Form I-9, tax withholding, NDA, and core policy acknowledgments are 100% completed.
  • Team Introductions: Completed 1-on-1 discovery meetings with primary team members and key cross-functional leads.
  • Initial Deliverable: Successfully completed at least one standard task, work order, or sprint ticket independently.

Discussion & Feedback Prompts​

  1. What has gone well during your first 30 days, and where have you encountered friction?
  2. Do you have clear clarity on what success looks like in your role on a daily and weekly basis?
  3. Are there tools, resources, or additional context you need from management to perform effectively?

30-Day Summary Rating: [ ] Exceeding Expectations [ ] On Track [ ] Needs Alignment
Manager Notes & Action Items:

Signatures: Manager: _______________________ Employee: _______________________ Date: _________

2. 60-Day Milestone: Integration & Core Execution​

Objective: Evaluate operational rhythm, core competency demonstration, quality of work product, and cross-functional collaboration.

Evaluation Criteria​

  • Core Competency: Demonstrates solid command over primary technical, service, or operational workflows without daily oversight.
  • Quality & Accuracy: Work product consistently meets quality standards, SOP specifications, and turnaround benchmarks.
  • Problem Resolution: Identifies operational bottlenecks or edge cases and proposes pragmatic solutions.
  • Feedback Responsiveness: Receptive to peer and manager coaching; integrates feedback into subsequent deliverables.

Discussion & Feedback Prompts​

  1. Which projects or responsibilities have felt most energizing, and which have felt most challenging?
  2. How is communication flowing between you, your immediate team, and cross-functional partners?
  3. What areas of skill development or specialized training should we prioritize over the next 30 days?

60-Day Summary Rating: [ ] Exceeding Expectations [ ] On Track [ ] Needs Alignment
Manager Notes & Action Items:

Signatures: Manager: _______________________ Employee: _______________________ Date: _________

3. 90-Day Milestone: Autonomy & Long-Term Alignment​

Objective: Formalize full operational autonomy, evaluate 90-day goal achievement, establish annual development objectives, and confirm full onboarding transition.

Evaluation Criteria​

  • Full Autonomy: Operates independently with high accountability, consulting manager primarily on strategic decisions or major exceptions.
  • Value Delivery: Tangible contributions to team goals, customer satisfaction metrics, or revenue milestones achieved.
  • Process Mastery: Recommends continuous improvement enhancements to team SOPs or operating documentation.
  • Cultural Alignment: Models corporate values, collaborative spirit, and ethical standards across daily interactions.

Discussion & Feedback Prompts​

  1. Looking back across the 90 days, what are you proudest of accomplishing?
  2. Where do you see opportunities to innovate or streamline workflows in your department over the coming year?
  3. What are your primary professional development goals for the next 6 to 12 months?

Final Onboarding Disposition:

  • Successful Completion: Transition from probationary/onboarding status to regular ongoing employment standing.
  • Extended Evaluation (30 Days): Targeted coaching plan initiated to address specific performance gaps.
  • Mutual Separation: Position requirements and candidate capabilities do not align; proceed to separation protocol.

Manager Sign-Off: _______________________________________ Date: _________________
Employee Sign-Off: ______________________________________ Date: _________________