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30 60 90 day plan template
30 60 90 day plan template

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Date: March 8th 2023


Between:

Coach:

First_name
Last_name
Acme LLC.
Client:

First_name
Last_name
Corporation Corp.

This Contract is between Client (the "Client") and Acme LLC, a California limited liability company (the "Coach").

The Contract is dated January 23, 2023.

1. WORK AND PAYMENT.

1.1 Project. The Client is hiring the Coach to develop a coaching relationship between the Client and Coach in order to cultivate the Client's personal, professional, or business goals and create a plan to achieve those goals through stimulating and creative interactions with the ultimate result of maximizing the Client's personal or professional potential.

1.2 Schedule. The Coach will begin work on February 1, 2023 and will continue until the work is completed. This Contract can be ended by either Client or Coach at any time, pursuant to the terms of Section 4, Term and Termination.

The Coach and Client will meet by video conference, 4 days per month for 2 hours.

1.3 Payment. The Client will pay the Coach an hourly rate of $150. Of this, the Client will pay the Coach $500.00 (USD) before work begins.

1.4 Expenses. The Client will reimburse the Coach's expenses. Expenses do not need to be pre-approved by the Client.

1.5 Invoices. The Coach will invoice the Client in accordance with the milestones in Section 1.3. The Client agrees to pay the amount owed within 15 days of receiving the invoice. Payment after that date will incur a late fee of 1.0% per month on the outstanding amount.

1.6 Support. The Coach will not be available by telephone, or email in between scheduled sessions.

2.DUTIES AND RESPONSIBILITIES.

- A coaching relationship is a partnership between two or more individuals or entities, like a teacher-student or coach-athlete relationship. Both the Client and Coach must uphold their obligations for the relationship to be successful.

- The Coach agrees to maintain the ethics and standards of behavior established by the International Coaching Federation (ICF).

- The Client acknowledges and agrees that coaching is a comprehensive process that may explore different areas of the Client's life, including work, finances, health, and relationships.

- The Client is responsible for implementing the insights and techniques learned from the Coach.

3. REPRESENTATIONS.

3.1 Overview. This section contains important promises between the parties.

3.2 Authority To Sign. Each party promises to the other party that it has the authority to enter into this Contract and to perform all of its obligations under this Contract.

3.3 Coach Has Right To Give Client Work Product. The Coach promises that it owns the work product, that the Coach is able to give the work product to the Client, and that no other party will claim that it owns the work product. If the Coach uses employees or subcontractors, the Coach also promises that these employees and subcontractors have signed contracts with the Coach giving the Coach any rights that the employees or subcontractors have related to the Coach's background IP and work product.

3.4 Coach Will Comply With Laws. The Coach promises that the manner it does this job, its work product, and any background IP it uses comply with applicable U.S. and foreign laws and regulations.

3.5 Work Product Does Not Infringe. The Coach promises that its work product does not and will not infringe on someone else's intellectual property rights, that the Coach has the right to let the Client use the background IP, and that this Contract does not and will not violate any contract that the Coach has entered into or will enter into with someone else.

3.7 Client-Supplied Material Does Not Infringe. If the Client provides the Coach with material to incorporate into the work product, the Client promises that this material does not infringe on someone else's intellectual property rights.

4. TERM AND TERMINATION

This Contract is ongoing until it expires or the work is completed. Either party may end this Contract for any reason by sending an email or letter to the other party, informing the recipient that the sender is ending the Contract and that the Contract will end in 7 days. The Contract officially ends once that time has passed. The party that is ending the Contract must provide notice by taking the steps explained in Section 9.4. The Coach must immediately stop working as soon as it receives this notice unless the notice says otherwise.

If either party ends this Contract before the Contract automatically ends, the Client will pay the Contractor for the work done up until when the Contract ends. The following sections don't end even after the Contract ends: 3 (Representations); 6 (Confidential Information); 7 (Limitation of Liability); 8 (Indemnity); and 9 (General).

3. INDEPENDENT CONTRACTOR.

The Client is hiring the Coach as an independent contractor. The following statements accurately reflect their relationship:

- The Coach will use its own equipment, tools, and material to do the work.

- The Client will not control how the job is performed on a day-to-day basis. Rather, the Coach is responsible for determining when, where, and how it will carry out the work.

- The Client will not provide the Coach with any training.

- The Client and the Coach do not have a partnership or employer-employee relationship.

- The Coach cannot enter into contracts, make promises, or act on behalf of the Client.

- The Coach is not entitled to the Client's benefits (e.g., group insurance, retirement benefits, retirement plans, vacation days).

- The Coach is responsible for its own taxes.

- The Client will not withhold social security and Medicare taxes or make payments for disability insurance, unemployment insurance, or workers compensation for the Coach or any of the Coach's employees or subcontractors.

6. CONFIDENTIAL INFORMATION.

6.1 Overview. This Contract imposes special restrictions on how the Client and the Coach must handle confidential information. These obligations are explained in this section.

6.2 The Client's Confidential Information. While working for the Client, the Coach may come across, or be given, Client information that is confidential. This is information like customer lists, business strategies, research & development notes, statistics about a website, and other information that is private. The Coach promises to treat this information as if it is the Coach's own confidential information. The Coach may use this information to do its job under this Contract, but not for anything else. For example, if the Client lets the Coach use a customer list to send out a newsletter, the Coach cannot use those email addresses for any other purpose. The one exception to this is if the Client gives the Coach written permission to use the information for another purpose, the Coach may use the information for that purpose, as well. When this Contract ends, the Coach must give back or destroy all confidential information, and confirm that it has done so. The Coach promises that it will not share confidential information with a third party, unless the Client gives the Coach written permission first. The Coach must continue to follow these obligations, even after the Contract ends. The Coach's responsibilities only stop if the Coach can show any of the following: (i) that the information was already public when the Coach came across it; (ii) the information became public after the Coach came across it, but not because of anything the Coach did or didn't do; (iii) the Coach already knew the information when the Coach came across it and the Coach didn't have any obligation to keep it secret; (iv) a third party provided the Coach with the information without requiring that the Coach keep it a secret; or (v) the Coach created the information on its own, without using anything belonging to the Client.

6.3 Third-Party Confidential Information. It's possible the Client and the Coach each have access to confidential information that belongs to third parties. The Client and the Coach each promise that it will not share with the other party confidential information that belongs to third parties, unless it is allowed to do so. If the Client or the Coach is allowed to share confidential information with the other party and does so, the sharing party promises to tell the other party in writing of any special restrictions regarding that information.

7. LIMITATION OF LIABILITY.

Neither party is liable for breach-of-contract damages that the breaching party could not reasonably have foreseen when it entered this Contract.

8. INDEMNITY.

8.1 Overview. This section transfers certain risks between the parties if a third party sues or goes after the Client or the Coach or both. For example, if the Client gets sued for something that the Coach did, then the Coach may promise to come to the Client's defense or to reimburse the Client for any losses.

8.2 Client Indemnity. In this Contract, the Coach agrees to indemnify the Client (and its affiliates and their directors, officers, employees, and agents) from and against all liabilities, losses, damages, and expenses (including reasonable attorneys' fees) related to a third-party claim or proceeding arising out of: (i) the work the Coach has done under this Contract; (ii) a breach by the Coach of its obligations under this Contract; or (iii) a breach by the Coach of the promises it is making in Section 3 (Representations).

8.3 Coach Indemnity. In this Contract, the Client agrees to indemnify the Coach (and its affiliates and their directors, officers, employees, and agents) from and against liabilities, losses, damages, and expenses (including reasonable attorneys' fees) related to a third-party claim or proceeding arising out of a breach by the Client of its obligations under this Contract.

9. GENERAL.

9.1 Assignment​. This Contract applies only to the Client and the Coach. Neither the Client nor the Coach can assign its rights or delegate its obligations under this Contract to a third-party (other than by will or intestate), without first receiving the other's written permission.

9.2 Arbitration. As the exclusive means of initiating adversarial proceedings to resolve any dispute arising under this Contract, a party may demand that the dispute be resolved by arbitration administered by the American Arbitration Association in accordance with its commercial arbitration rules.

9.3 Modification; Waiver. To change anything in this Contract, the Client and the Coach must agree to that change in writing and sign a document showing their contract. Neither party can waive its rights under this Contract or release the other party from its obligations under this Contract, unless the waiving party acknowledges it is doing so in writing and signs a document that says so.

9.4. Noticies.

(a) Over the course of this Contract, one party may need to send a notice to the other party. For the notice to be valid, it must be in writing and delivered in one of the following ways: personal delivery, email, or certified or registered mail (postage prepaid, return receipt requested). The notice must be delivered to the party's address listed at the end of this Contract or to another address that the party has provided in writing as an appropriate address to receive notice.

(b) The timing of when a notice is received can be very important. To avoid confusion, a valid notice is considered received as follows: (i) if delivered personally, it is considered received immediately; (ii) if delivered by email, it is considered received upon acknowledgement of receipt; (iii) if delivered by registered or certified mail (postage prepaid, return receipt requested), it is considered received upon receipt as indicated by the date on the signed receipt. If a party refuses to accept notice or if notice cannot be delivered because of a change in address for which no notice was given, then it is considered received when the notice is rejected or unable to be delivered. If the notice is received after 5:00pm on a business day at the location specified in the address for that party, or on a day that is not a business day, then the notice is considered received at 9:00am on the next business day.

9.5 Severability. This section deals with what happens if a portion of the Contract is found to be unenforceable. If that's the case, the unenforceable portion will be changed to the minimum extent necessary to make it enforceable, unless that change is not permitted by law, in which case the portion will be disregarded. If any portion of the Contract is changed or disregarded because it is unenforceable, the rest of the Contract is still enforceable.

9.6 Signatures. The Client and the Coach must sign this document using Bonsai's e-signing system. These electronic signatures count as originals for all purposes.

9.7 Governing Law. The validity, interpretation, construction and performance of this document shall be governed by the laws of the United States of America.

9.8 Entire Contract. This Contract represents the parties' final and complete understanding of this job and the subject matter discussed in this Contract. This Contract supersedes all other contracts (both written and oral) between the parties.

THE PARTIES HERETO AGREE TO THE FOREGOING AS EVIDENCED BY THEIR SIGNATURES BELOW.

Coach

First_name
Last_name
Acme LLC.
Client

First_name
Last_name
Corporation Corp.
Table of contents

What's interesting is, your 30-60-90-day plan for job success in 2024 starts with understanding the role's demands and integrating as a new hire. It is evident that the onboarding process should define clear goals aligned with high-level priorities and set SMART objectives. 

Emphasize personal goals, but they should correlate with company directives. Remember, in the first 30 days, focus on understanding the company culture, and setting actionable goals. 

It is significant to note that the next 30 days (60-day mark) should involve executing the strategic action plan that will address the role's demands. The cool thing is this phase will form the basis for your 90-day review. Don’t forget that the 30-60-90 day plan is not static; adjustments can be made according to changing metrics or business needs.

Understanding the 30-60-90 Day plan

Clearly, it's a well-established fact that the 30-60-90-day plan is a strategic action plan designed to clearly outline the following things for a new job during the first three months:-

  • High-level priorities
  • Actionable goals
  • Objectives for a new job during the first three months

It’s just fascinating how this focused plan ideally integrates the new hire into the onboarding process effectively to meet the role's demands! 

It is essential to understand that the performance review occurs at the end of the 90-day period.

Inarguably, tailored plans based on this model allow new employees to succeed.

What is a 30-60-90 day plan?

It's an undeniable truth that this plan is a strategic action plan typically used in the onboarding process of new hires. The amazing thing about this plan is it follows SMART goals (Specific, Measurable, Achievable, Relevant, and Time-bound) principles. 

Definitely, the initial 30 days largely focus on:-

  • Training
  • Understanding the new job
  • Company culture

What’s notable is the following 30 days (60-day plan) revolve around more in-depth involvement and contribution. It’s astounding how the 90-day plan solidifies the employee's position within the company by achieving actionable goals! 

Why is a 30-60-90 day plan important?

It’s worth noting that a 30-60-90-day plan is crucial in succinctly outlining your strategic action plan from the onset of a new job, and, usually, it provides clear goals and objectives tailored to meet the role's demands. 

Bonsai is the ultimate project management tool, offering a single platform that caters to the diverse needs of modern businesses. It integrates client management, project tracking, financial oversight, and team collaboration, streamlining the entire project lifecycle.

Link to Task Management

Effective capacity planning ensures optimal resource utilization, preventing burnout. Bonsai's project management platform offers real-time insights into team availability and workload. By setting daily or weekly capacity rates, managers can allocate tasks appropriately, maintaining a balanced workload across the team.

The best thing about this methodical approach is it aids in effective new hire integration during the on-boarding process while keeping track of high-level priorities. 

With such a plan, what’s remarkable is one can meaningfully enhance performance reviews that guarantee productivity within the first few months on a job.

Key elements of a 30-60-90 day plan

The plan is structured into three distinct periods with clear goals. Initially, the notable thing is the focus is on understanding the role's demands and objectives while setting personal SMART goals. 

What's obvious is following the 30-day initiation, the plan focuses on implementing high-level priorities and actionable goals.

Setting clear goals

It is crucial to realize that setting clear goals is a crucial step. 

These objectives, tailored to suit the role's demands, should be SMART goals. 

The best thing about this is it serves as both a strategic action plan guiding the onboarding process as well as a benchmark for future 90-day reviews during performance review sessions. 

The remarkable thing is it also promotes successful new hire integration, cementing high-level priorities into actionable goals. This approach not only helps to meet the requirements of your job, but it also aids in realizing personal goals in a professional scenario. One thing is proven: setting clear goals is of utmost importance.

Identifying Key Performance Indicators (KPIs)

One thing is for sure: Key Performance Indicators (KPIs) form an integral part of a strategic action plan. Usually, during the onboarding process, these KPIs are used to gauge new hire integration that further helps to set clear, actionable goals for the new job. 

What's obvious these objectives should align with SMART goals, aiding in monitoring performance for the 90-day review. It is important to mention that performance review remains instrumental in tracking progress. 

Defining success metrics

It's no secret that success metrics for new hire integration should ideally be defined in the initial “30-60-90-day plan.” 

Consequently the cool thing is this will give clear goals and objectives to the new hire. 

Commonly, the 90-day review serves as an initial performance review and measures the success of the strategic action plan implemented. 

It's crucial to be aware that the metrics should mirror SMART goals which align with their personal goals and the job's high-level priorities. What’s remarkable is outlining these targets in tailored plans will also support the new hires in their new job.

Creating a 30-60-90 day plan: a step-by-step guide

This plan is part of the on-boarding process. It’s staggering how it offers a clear roadmap of the objectives and strategic action plan for the first three months! 

To add on, it facilitates new hire integration by meeting the role's demands. Usually, it is obvious that high-level priorities, and actionable goals should be highlighted. This plan will be instrumental during your 90-day review, reflecting your performance and progress accurately.

Step 1: understanding the company and role

It stands to reason that with a tailored plan, you will not only understand the high-level priorities of your role but also streamline the onboarding process. 

The fantastic thing about your manageable and actionable goals is they can propel you toward success. 

Link to Project Management

Moreover, a comprehensive 90-day review can keep you on track that makes certain that the new hire integration is seamless and up to the mark. One thing is for certain: Focusing on SMART goals and incorporating them into your performance review can ensure that your progress is measurable.

Step 2: setting goals for each phase

It is evident that the second step to creating a 30-60-90-day plan for a new job is setting clear goals during each phase of the onboarding process. It’s crucial to define high-level priorities as goals that are SMART and it should be taken into consideration both your personal aspirations along with the role's demands. 

What’s fascinating is this will form a strategic action plan which will guide your efforts in the new hire integration phase. 

Some examples of objectives may include:

  • Familiarizing yourself with the company culture and workflows within the first 30 days
  • Usually, taking on more responsibilities or projects after the 60-day milestone
  • Preparation for a 90-day review with improvements in specified performance areas.

It is widely acknowledged that tailored plans with actionable goals are crucial for success in any role.

Step 3: identifying resources and tools

It's well known that for crafting a successful onboarding process, first, we draft a 30-60-90-day plan. The remarkable thing about this is it acts as a roadmap that helps new employees understand high-level priorities.

Plus, at the end of 90 days, a performance review will be conducted. It’s obvious that this helps in understanding “How well the new hire has assimilated into his new job?” and “Are there any areas that need further attention?” 

Most importantly, all these tools ensure a strategic action plan for every new employee.

Step 4: reviewing and refining the plan

It is crucial to realize that once the plan for the new job is drafted, it's essential to review and refine this strategic action plan. 

Impressively this involves cross-checking to ensure the following things:- 

  1. The objectives reflect the role's demands
  2. Had aligned with personal goals

What's worth mentioning is SMART goals should form the basis of the plan. It's a matter of fact that the onboarding process, new hire integration, and 90-day review should all be factored in. 

Best practices for implementing a 30-60-90 day plan

One thing is for sure: Implementation of a 30-60-90-day plan is crucial for seamless new hire integration. Utilize the SMART goals approach. 

It's common knowledge that the 90-day review is a vital part of the performance review. Please ensure it aligns with the objectives set in the initial plan to track continuity and progress.

Communicating the plan

As part of the onboarding process, it’s essential to work together to create this plan. What’s worth noticing is that this strategic action plan will keep in mind the role's demands and the personal goals for the new hire. 

At the same time, it will set clear and actionable goals.

It is vital to note that we'll ensure these aims align with the high-level priorities of the new job and focus on using SMART goals. 

Tracking progress regularly

It is beyond dispute that establishing a structured onboarding process anchored on the plan is crucial to successful new hire integration. One thing is for certain:v This personified strategic action plan allows the mapping out of clear goals, high-level priorities, etc. that has been aligned with the role's demands and personal goals of the new hires. 

Inevitably, progress should then be consistently tracked; with a significant performance review conducted at the end of the ninety day review period.

Adapting the plan as needed

It's apparent that in a new job, it is crucial to adapt the plan as per the role's demands. Predictably, the onboarding process is part of a strategic action plan.

 

Note that during your 90-day review, actual performance is assessed against clear, actionable goals set at the beginning. 

The worrying thing about any disconnect noticed during this performance review is it can point toward the need for a tailored plan. 

Examples of 30-60-90 day plan templates

Surprisingly, the framework of this plan may include:-

  • High-level priorities during the first 30 days
  • Understanding organizational culture and structure 

What’s amazing is the next 30 days could entail setting personal goals and SMART goals relevant to the position! 

The final 30 days would then proceed towards a 90-day review, and, it comes as no surprise that it involves a comprehensive performance review reflecting the new hire's progression.

Bonsai's 30-60-90 day plan template

The 30-60-90 day plan template is a concise plan highlights the importance of workload balance and how Bonsai's features can aid in achieving it.

Between days 30 and 60, shift towards active contribution by managing tasks and collaborating on projects. Use Bonsai's tracking capabilities to measure progress. In the final phase, days 60 to 90, aim to lead initiatives and optimize workflows. Leverage Bonsai's analytics to assess project outcomes and refine strategies. This structured plan, aligned with SMART goals, ensures a productive start and ongoing success in project management

Link to Resourcing

Bonsai's capacity management feature helps in tracking budget, tasks, and hours, providing a comprehensive view of business operations and team efficiency. It's an essential tool for maintaining a balanced and productive work environment.

Microsoft Office's 30-60-90 day plan template

It's a well-established fact that the 30-60-90-day plan template by Microsoft Office provides new hires integration into their new jobs with ease. 

Mainly, the plan neatly outlines the:- 

  • The process of onboarding process
  • Role's demands

The best thing about this robust plan is that new hires can navigate their roles effectively. 

Smartsheet's 30-60-90 day plan template

It is safe to say that Smartsheet's plan template has been designed to guide new hires through the onboarding process and lay down their strategic action plan. 

Certainly, it's an invaluable resource for setting high-level priorities and preparing for the 90-day review. 

The remarkable thing about this template is it considerably eases new hire integration. 

There is no denying that tailored plans effectively guide employees in their new job. It’s astonishing how this fosters a smoother transition and higher job performance! 

Canva's 30-60-90 day plan template

It's significant to note that Canva's plan template is an invaluable tool during the onboarding process, aiding new hires as they transition into their new roles. 

Consequently, it assists in setting clear and actionable goals that makes sure the new team member understands the role's demands.

What’s fascinating is the template is designed to be tailored to individual objectives and personal goals for achieving the best results.

How agencies can benefit from a 30-60-90 day plan

One thing is clear: Agencies can greatly benefit from implementing this plan during the on-boarding process.

The fantastic thing about this plan is it provides a clear vision and sets up a strategic action plan that aligns with high-level priorities and the specific role's demands. What’s more, the SMART goals outlined in the plan foster actionable goals and personal objectives. This can be scrutinized during the 90-day review. Moreover, the great thing about using this plan is it offers the opportunity to tailor plans better to fit each new job.

Improved on-boarding process

It is important to emphasize that our improved on-boarding process embraces this plan. 

Inevitably this includes setting up SMART goals that align clearly with the role's demands and the individual's personal goals. 

Additionally, it involves a detailed strategic action plan laying out actionable goals as clear as daylight! 

What’s worth noticing is there's an opportunity for a thorough performance review at the end of each key stage. 

With constantly tailored plans, we ensure all objectives are met. This makes the step into the business as easy as pie for each recruit! 

Enhanced performance management

It's indisputable that enhanced Performance Management involves a strategic action plan, which includes the plan for new hires. 

Enhanced performance management in Bonsai focuses on leveraging key metrics and intuitive tools to streamline project tasks. By utilizing real-time data, Bonsai aids in scheduling, tracking milestones, and managing budgets efficiently.

Link to Client Management

It offers task templates for recurring projects, prioritization options, and the ability to set dependencies, ensuring tasks align with overall business goals. Bonsai's dashboard provides a clear overview of progress, helping to identify bottlenecks and maintain project momentum.

Undoubtedly, this process aids new hire integration into the system. What's worth highlighting the performance of the new job holder is reviewed using a 90-day review mechanism. 

The cool thing about this process is it ensures that the initial plan is followed as well as necessary adjustments are made.

Increased employee engagement

It's proven that implementing a 30-60-90-day plan during the onboarding process is fundamental to new hire integration. The amazing thing about this plan is it provides a clear path toward success in a new job along with fostering employee confidence and satisfaction. 

In addition to setting clear goals, it is beneficial to remember that a 90-day review or performance review is also imperative to ensure that employees consistently meet their objectives.

Conclusion: the power of a 30-60-90 day plan for job success

It is fair to say that this plan can significantly enhance new hire integration during the onboarding process. 

By setting clear goals and SMART objectives, a new employee can understand their role's demands and align them with personal goals. 

One thing is proven: This strategic action plan also paves the way for a smooth 90-day review, highlighting high-level priorities and creating actionable steps, thereby ensuring job success.

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30 60 90 day plan template

First Name
Last Name
Acme LLC.
Client
First Name
Last Name
Corporation Corp.
First Name
Last Name
Acme LLC.
Client
First Name
Last Name
Corporation Corp.