30-60-90 Day Performance Plan
Build a structured, values-aligned onboarding and performance plan for a new hire — with a pre-first-day checklist, a first-week hourly schedule, strengths-based coaching notes, and milestone goals for Days 30, 60, and 90.
💡 How this works: Sage will generate your plan in the chat window. Copy and paste into Word, Google Docs, or your HR system. Use dropdowns and short notes — no need for full sentences. Sage will develop your notes into a polished, ready-to-use plan.
Step 1 — Business Segment, Role & New Hire
Select your business segment — job titles, checklist defaults, and milestone language will update to match your operation.
Greenhouse
Nursery
Landscape
Garden Center
Interior Plantscape
General / All
Select the employee journey type — the plan will be tailored to this hire's role and onboarding path.
Field / Crew
Growers, landscapers, installers, drivers
Retail / Customer-Facing
Garden center floor, cashier, plant advisor
Office / Administrative
Scheduling, billing, HR, operations support
Management / Leadership
Supervisors, crew leads, department heads
Sales / Account Management
Estimators, account reps, business development
Seasonal / Short-Term
30-day focused ramp-up plan
✨ Short bullet points work great. Sage will build milestone goals around these responsibilities.
Step 2 — Pre-First Day Checklist
Build the checklist of everything that needs to be ready before Day 1. Defaults are pre-filled based on your segment — add, remove, or customize as needed.
👔 Uniform, Tools & Equipment
🔑 Credentials, Paperwork & Access
💻 Technology & Systems
📢 Communications & Culture
Step 3 — Strengths, Values & Team
🌿 Why this matters: Employees thrive when their natural strengths are identified early and put to use. The goal isn't to fix weaknesses — it's to position this hire where they can contribute most and coach thoughtfully around areas where they'll need support. Answer what you know from the interview and hiring process.
✨ Even rough impressions help Sage write coaching language that resonates with this specific person.
✨ Frame as development opportunities. Sage will use coaching language throughout the plan.
Works best with clear structure
Thrives with autonomy
Highly collaborative
Strong individual contributor
Motivated by recognition
Motivated by growth & learning
Detail-focused and thorough
Big-picture thinker
Calm under pressure
Still getting to know them
★ Company values in action: The most effective onboarding connects performance expectations directly to values — not just what the job requires, but how you expect it to be done. Add your values and describe what they look like day-to-day in this role.
Your company values — how they show up in this role (up to 5)
Value
What it looks like in this role
Step 4 — First Week & Milestone Goals
First 5 days — hourly schedule context
Sage will generate a structured Day 1-5 hourly schedule based on the journey type selected. Add specific people, topics, or moments to build into the first week.
✨ The more specific you are about who shows what and when, the more useful the hourly schedule will be.
Days 1-30
Learning & Orientation — absorb, observe, establish trust
Days 31-60
Building Confidence — contribute, refine, own tasks
Days 61-90
Full Contribution — lead, improve, set the standard
Step 5 — Settings & Output
Self-evaluation at each checkpoint
New hire rates themselves before manager review
Manager notes section
Space for manager observations at each review
Improvement plan section
Structured support if performance is below expectations
What do you need Sage to generate?
Full Performance Plan default
Complete plan — pre-boarding checklist through Day 90 review template.
First 5 Days Hourly Schedule
Hour-by-hour for Days 1-5 with shadowing, training, and structured touchpoints.
Pre-Day 1 Manager Checklist
Standalone checklist — everything to have ready before Day 1.
Strengths & Coaching Guide
Manager coaching notes based on strengths, work style, and development areas.
Milestone Review Templates
Structured Day 30, 60, and 90 review documents ready for check-in meetings.
New Hire Welcome Document
A first-person welcome summary for the new hire — what to expect and how to succeed here.