30 60 90 day plan for a new job: a flexible outline for any role
Enter your role, an outcome and the support that helps, and get a flexible 30, 60 and 90 day outline to talk through with your manager.
A 30 60 90 day plan is often described as something for managers or office jobs. It is just as useful if you are starting on a shift, in a trade, behind a counter, in a school or in a public-sector office: three short conversations in your first three months, with a few points written down beforehand. This builder drafts those points for you to change.
- Add your role and an outcome you want to work toward, if you have one.
- Say what would help you do the work, and one thing you want to clarify.
- Choose a check-in rhythm to propose, and add a working-with-me note if you want one.
- Make the plan, then edit, copy or download it.
Part of Career support that works for you, LAYIQ's guide for neurodivergent people, and useful to anyone. The guide that goes with this tool: read it here.
30 / 60 / 90 starting plan
Your plan will appear here: things to talk about in your first 30, 60 and 90 days, and the check-in rhythm you propose.
This plan is a set of topics to talk about, not a performance standard. It does not schedule anything, and your employer has not agreed to any of it. You choose what to bring to a conversation, and when.
What this plan is for
The plan is a way to decide what to ask and when, so the first months are not guesswork. In the first 30 days you find out what matters and where to ask. By 60 days you try one manageable task. By 90 days you look back at what happened and decide what comes next. Each stage is a topic for a conversation, not a deadline.
| Stage | What the plan suggests you talk about | What to write down afterward |
|---|---|---|
| First 30 days | What the most important duties are, what good work looks like, where instructions live and who answers which questions. Also the one thing you wanted to clarify, and the support you proposed. | What you now know, and what is still unclear |
| By 60 days | One manageable task connected to your outcome, what worked, what got in the way and whether the support is helping. | What worked, one barrier and one request |
| By 90 days | What you have done compared with the expectations you agreed, a next responsibility or thing to learn, and the support and check-ins going forward. | What to keep, what to change and when to talk again |
A Plan Is Not a Performance Standard
The plan is a draft written from your side. Your employer has not agreed to it, it books no meetings and it is not a measure of how you are doing. Many jobs also have their own probationary or introductory period with their own reviews, so ask in writing how yours works and what it involves. For jobs in the U.S. federal competitive service, the Office of Personnel Management tells supervisors that probationers should get closer supervision and instruction as needed and regular feedback.4
How it looks in different kinds of work
- Hourly and service work. The first 30 days might be learning the opening routine, who to ask when a customer wants something unusual, and what a good shift looks like. A check-in can be five minutes before or after a shift.
- Trades. Ask how your work is checked, which tools and tasks you can do on your own, and who signs off. An outcome might be working one task unsupervised.
- Public-sector and office work. Ask where process documents are kept and how priorities are set. If your role has a formal probationary period, ask when reviews happen.
- Care, education and similar work. Ask who covers questions during the day, how handovers work and what is written down versus said.
- Management. The same plan works for a new manager, with your team's expectations added to the first 30 days.
Asking for the check-ins you want
The builder offers four check-in rhythms: a weekly written update with a short conversation, a twice-weekly short check-in, a written update with questions as needed, or agreeing a rhythm with your manager. The one you pick is a proposal. Say it plainly and invite changes: "I would like a short written update each week and a short conversation about it. Does that work for you, or would something else suit you better?"
Follow-up meetings help because supports and priorities change as you learn the job. The Job Accommodation Network's ADHD page lists task directions in writing and follow-up meetings to review how supports are working among the ideas employers can consider.1 Its executive functioning page lists providing minutes of meetings and trainings.2 JAN presents these as options, not entitlements.
A note on what helps you do good work
The builder has an optional section for a short working-with-me note, sometimes called a personal user manual. It covers how you like to get instructions, when you focus best and what helps if you seem stuck. Fill in as much or as little as you like. It does not ask about a diagnosis.
The note goes in your plan only if you fill in at least one of those fields, under its own heading, with a line saying you choose what to share and with whom. The box called "Things I would rather not share yet" is only for you. What you write there is never added to the plan, the copy or the download. If you want to ask for something you need because of a disability, the Accommodation Request tool keeps an ordinary preference and a formal request separate. For more on what to ask in the first weeks, read starting a new job as a neurodivergent person.
Share Only What You Choose To
A working-with-me note is yours to share in whole, in part or not at all. Under U.S. federal guidance from the EEOC, an employee may ask for a reasonable accommodation at any time during employment, and no particular words or written form are required.3 Whether a request is covered depends on your situation and where you work. The plan itself is a LAYIQ drafting aid, and it has not been tested as a way to improve reviews, pay or how long people stay.
Frequently asked questions
Is a 30 60 90 day plan only for managers?
No. It works for any role, including hourly, trade, service, care, education and public-sector jobs. The stages stay the same: learn the work and where to ask, try one manageable task, then look back and decide what comes next. Only the examples change.
Is this only for neurodivergent people?
No. It was written with ADHD, autistic, dyslexic and other neurodivergent workers in mind, and anyone starting a job can use it. You do not need a diagnosis, and the builder never asks about one.
What happens to what I type?
It stays on this page while it is open. Moving between LAYIQ's career tools keeps it; refreshing or closing the page removes it. Nothing is saved to an account or sent to your employer or anyone else. Anything you write under "Things I would rather not share yet" stays out of the plan, the copy and the download.
Do I have to share the working-with-me note?
No. It is your note, and you decide what to share and with whom. Many people share one paragraph with a manager and keep the rest. You can also leave the whole section blank.
Does the plan schedule meetings or tell my manager?
No. It sets no reminders, books no meetings and sends nothing. The check-in rhythm is a proposal you raise yourself, and your manager may suggest something different.
Will this improve my review or help me keep the job?
We can't promise that. The plan has not been evaluated for outcomes. It aims to make the first months easier to talk about, not to set a standard for how you are doing.
Sources
- Job Accommodation Network. Attention Deficit/Hyperactivity Disorder (ADHD) (opens in a new tab). Accessed November 12, 2026.
- Job Accommodation Network. Executive Functioning Deficits (opens in a new tab). Accessed November 12, 2026.
- U.S. Equal Employment Opportunity Commission. Enforcement Guidance on Reasonable Accommodation and Undue Hardship under the ADA (opens in a new tab). Published October 17, 2002. Accessed November 12, 2026.
- U.S. Office of Personnel Management. Practical Tips for Supervisors of Probationers (opens in a new tab). Accessed November 12, 2026.
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