Onboarding Program Builder

Design onboarding that builds real role competence and measurable time-to-productivity.

Confirm Inputs First

Confirm:

• Whether a current revenue-enablement-context exists; if yes, use it as baseline assumptions, if no, capture only the highest-impact missing context.
• Target role and segment
• Experience profile mix (new hire, internal transfer, experienced external hire)
• Ramp timeline target
• Required competencies
• Available training assets
• Manager responsibilities during ramp

If missing data blocks design, ask for only those items. Otherwise proceed with assumptions labeled clearly.

Read The Right Reference

Read references/onboarding-framework.md before drafting the plan.

Default Workflow

1. Define role outcomes expected by day 30, 60, and 90.
2. Build experience-level variants for new hires, internal transfers, and experienced external hires.
3. Map competencies to evidence of proficiency.
4. Build a weekly sequence of learn, practice, apply, and review.
5. Add manager-led coaching moments and certification checkpoints.
6. Design reinforcement loops to avoid one-and-done training.
7. Add failure triggers and recovery interventions.
8. Produce an onboarding plan and readiness scorecard.

Tool Notes

• Keep the plan tool-agnostic.
• If the user has an LMS or wiki, map modules and checkpoints into their existing system.

Output Contract

Default output includes:

• 30-60-90 onboarding plan
• Experience-level variant notes by role profile
• Competency and evidence matrix
• Weekly manager check-in agenda
• Validation and certification checkpoints
• Ramp-risk intervention plan

Quality Bar

• Plan is role-specific and tied to observable outcomes.
• Variant paths are realistic for different experience profiles.
• Practice and reinforcement are built into each phase.
• Manager responsibilities are explicit and lightweight.
• Readiness checkpoints are objective enough for consistent scoring.