The Value of a 30/60/90-Day Plan - and How to Create One

One of the strategies I suggest with some of my clients is creating a 30/60/90-day plan during the interview process.  

Let’s start with the benefits of creating such a plan, which is usually in the form of a PowerPoint.

Demonstrates Your Initiative

Most candidates aren’t going to do a plan like this, so you will immediately stand out and show you’re willing to put in extra effort. It also shows that you have thought beyond the interview, pictured yourself in the role, and given extensive thought to how you could be successful in the role.

Shows your Understanding

The process of developing a plan requires you to thoroughly research the role and the company. You’ll need to understand the company’s mission, values, and vision—as well as any specific challenges or opportunities you would be able to effect change on in the role.

Illustrates Strategic Thinking

You are showing your ability to be strategic, identify key priorities and break them down into manageable phases, and anticipate challenges. If you include metrics for success, you’re showing your ability to measure impact.

Builds Credibility

Your plan will leave a strong, positive impression on the hiring manager, and reduces the perceived risk of hiring by providing a clear vision of how you will hit the ground running. Finally, it opens a conversation about expectations and makes sure you are on the same page in regards to your initial contributions.

NOTE: Where to insert your 30/60/90-day plan really depends on the specific circumstances of the interview process. In some cases, you may feel you have sufficient information to create it before your first interview, especially if you know the candidate pool is already quite small. I’ve had clients wait until their first meeting with their new boss, after being hired. In most cases, however, it is appropriate to insert after the first or second interview. 

Plan Format

There are lots of templates out there for you to use, and exactly what you include will depend on the role, the company, and other factors.

The format I use with my clients:

10 slides, with 9 following the format below. You have 1 “floater” slide of your choosing.

#1: Intro page with contact info (optionally: a quote or philosophy you operate by)

#2: Leadership Philosophy overview with examples

#3: Vision specific to that company and that position (when there is no specific company in mind, there will be a placeholder for this slide)

#4: High-level overview of 30/60/90, such as:

30 - Learn

Meet with partners, peers, internal stakeholders to learn the business and HR systems. The goal will be to accelerate my learning process to make an effective and expedient contribution. To have a seamless transition in the HR Role, from existing CHRO to incumbent CHRO Manager, is to plan, stay on course while remaining agile.

60 - Assess

Analyze the existing key processes to understand the performance of core, short- and long-term initiatives by HR for operations. Identify opportunities for short-term and long-term improvement, based on feedback from stakeholders, company president, and HR team members.

90 - Optimize

Identify opportunities for improvement, potential process or program improvements. Use existing or begin building HR Scorecards to measure strategic alignment with business operations.

#5: Details of 30-day, with specific bullet points

#6: Details of 60-day, with specific bullet points

#7: Details of 90-day, with specific bullet points

#8 – Measurements of success at 30,60,90, such as:

30 Days - Learn

-Begin relationship-building HR Staff, Executive, Line, & Union Leadership, and other key stakeholders

-Learn HRIS systems, Employee Handbook and Union Contract

-Knowledge transfer, pending ER issues & actions

-Benefits and Payroll learning

-Understanding of ongoing HR projects, KP/Metric & Financial Analytic Knowledge

-Talent Acquisition Process Review

-Training and Development Process Review

#9: Closing page with a repeat of contact information

Options for 10th page:

1 – Page with 2-3 recommendations (could be pulled from LI profile or performance evals)

2 – An embedded video you have created with appropriate text on the page

3 – Page with links to publications and presentations; appropriate text on the page

4 – Case study, with either actual pictures or stock artwork as appropriate

5 – Something else you believe would be useful

6 - Summarize by comparing what company stands for/is looking for and what the candidate offers