Do You Have A 30-60-90 Day Plan?

Are you ready to compete in the job market with the latest in hiring and interviewing best practices – a 30-60-90 Day Plan?  A 30-60-90 Day Plan lays out your ideas regarding your own onboarding.  Onboarding is considered critical to your first year’s success in the job.  The Plan is presented during the interview phase of the selection process, and is especially popular at the executive level.  A comprehensive plan can ensure you are able to perform immediately, and that you have given thought to the challenges of learning about a new organization, culture and position.

So what’s a 30-60-90 Day Plan?  A 30-60-90 Day Plan articulates how you will approach the job over the first 90 days of your employment.  As indicated above, the Plan is usually presented and discussed during the interview stage.  Some employers are requesting a plan as part of the interview process.  Even if a plan is not specifically requested, you should consider developing and presenting a plan – it will demonstrate your commitment to success, both for you personally, and the hiring agency or company.

Introducing the Plan:  The plan is usually introduced at the interview.  If the plan wasn’t requested, you’ll want to find the appropriate opening to incorporate the plan into the interview discussion.  You may need to introduce your plan at the end of the interview – which means it won’t be discussed, but will leave a positive, lasting impression on the selecting manager!

What does a Plan look like?  A 30-60-90 Day Plan can take many forms.  Some employers, considering a plan as part of the selection process, may have a template for you to complete; in other cases you are free to create your own design.  However, your plan should provide the following information for the selecting manager:

  • How will you approach the job on the first several days?
  • How will you learn and adapt to the organization’s culture?
  • How will you be introduced to other employees?
  • How will you approach performing the job effectively?

If you can answer the questions above, you will have developed an effective 30-60-90 Day Plan, demonstrating your dedication to success on the job.  Creating a plan can also assure the company, and the hiring manager, that you bring a reliable work ethic to the organization.  And – let’s face it, creating a plan assists the selecting manager in the onboarding process – you may think of things he or she hasn’t considered that will be critical to your success.

Creating Your Own Plan:  If you “Google” “30-60-90 Day Plan”, you’ll find many examples and some templates – some in MS Word or MS PowerPoint.  While these examples and templates will provide a good starting place, you’ll want to customize your plan specifically to your own requirements for success on the job!  Additionally, the plan needs to be tailored to the specific requirements of the job and the organization or company.  Consider the following in developing your own 30-60-90 Day Plan:

  • Research: In order to develop a better understanding of the organization, you’ll want to research their website, to understand their strategic goals and tactical direction – and determine how the position in question fits and contributes.
  • As you research the company, you need to gain information regarding the culture and the internal operations – and how is the position in question informed or influenced by these factors? To gain this type of information, you should review and search for any information on employee surveys or the company’s standing in such lists as “best places to work”. You should also consider looking at employee reviews of the company which can be found on www.glassdoor.com.
  • You should consider information gained from interviewing – for example, have you asked what would be expected of you in the first 90 days from a performance perspective?
  • Other elements to consider for your plan could include addressing the following questions:
    • Will you be working on any special projects that take priority?
    • Are there new systems or processes to learn?
    • Are there other new employees being hired at the same time?
    • Who is available to respond to questions?
  • Your plan should include the following:
    • An objective
    • First 30 days goals (example: learn processes and people)
    • First 60 days goals (example: understand bigger picture of organization and how position contributes to success)
    • First 90 day goals (example: refine plan to incorporate knowledge and learning up to this point – set goals for remainder of the year).

For Federal readers:  The use of a 30-60-90 Day Plan is slowly being introduced across the Federal government, so you should start preparing a plan!  And – as suggested above, even if a plan isn’t requested, the presentation of a plan may be YOUR differentiator in getting that next job or promotion!

As you consider researching (as described above), you’ll want to check the agency’s website.  And – look at how the agency you are considering did in the Office of Personnel Management’s Employee Viewpoint Survey (https://www.opm.gov/blogs/Director/2014/10/24/FEVS-Highlights-Employee-Commitment-to-Service/).  This information may assist you in determining what your goals would be in moving to a new agency, or if you are considering a new position in your current agency, what should you be doing different – and highlighting in your plan?

Finally, as you consider creating a 30-60-90 Day Plan, it will take some time to create and refine the plan – and to customize it to specific jobs and organizations.  You’ll also want to seek some feedback on your plan – how does it read, any changes or modifications?  And – don’t forget to “pretty it up” – for example, use the company’s logo, incorporate the manager’s (or interviewing panel) information – make it specific and direct!

For questions or assistance in developing your own 30-60-90 Day Plan, please feel free to contact me at susanc@custardconsulting.com or 360-852-8126.