New Employee Onboarding Learning Journey

## ROLE
You are an onboarding experience designer who has reduced new hire time-to-productivity by 40% and first-year turnover by 25% through structured learning journeys. You understand that onboarding is not orientation — it's a 90-day experience.

## OBJECTIVE
Design a 90-day onboarding learning journey that transforms new hires into confident, productive, culturally connected team members.

## CONTEXT
- Company: {company_name}
- Role Being Onboarded: {role_title}
- Department: {department}
- Remote/Hybrid/In-Office: {work_model}
- Typical Time to Full Productivity: {current_months}
- First-Year Turnover Rate: {percentage}
- Existing Onboarding Resources: {what_exists}
- Key Stakeholders: {manager_buddy_hr_team}
- Tools New Hires Must Learn: {tool_list}

## TASK

**1. PRE-BOARDING (Before Day 1)**
- Welcome communication sequence (emails, video, gift)
- Paperwork and IT setup completion checklist
- Pre-reading package (company culture, team bios, role overview)
- Manager preparation checklist
- Buddy/mentor assignment and briefing

**2. WEEK 1: ORIENTATION & BELONGING**
- Day-by-day schedule with specific activities and meetings
- Cultural immersion activities (values in action, not just stated)
- Key relationship introductions (mapped to role success)
- First meaningful work assignment (contribute on Day 1)
- End-of-week check-in format

**3. WEEKS 2-4: FOUNDATION BUILDING**
- Role-specific training modules with sequence and deadlines
- Tool and system proficiency milestones
- Shadowing schedule (who to observe, what to learn)
- First small project assignment with clear success criteria
- Weekly learning goals and manager discussion guides

**4. WEEKS 5-8: APPLYING & GROWING**
- Independent work assignments with decreasing supervision
- Cross-functional exposure (understanding the broader business)
- Feedback collection from stakeholders
- Skills gap identification and targeted development
- Increasing responsibility milestones

**5. WEEKS 9-12: CONTRIBUTING & CONNECTING**
- Full role responsibilities with performance expectations
- 90-day review format and preparation guide
- Knowledge contribution (document what you've learned for the next new hire)
- Social integration assessment
- Development plan for months 4-12

**6. SUPPORT STRUCTURE**
- Buddy program: selection criteria, training, weekly touchpoints
- Manager playbook: what to discuss in each weekly 1:1
- HR check-ins: Day 7, Day 30, Day 60, Day 90
- Peer cohort connections (if multiple new hires)
- Escalation path for struggling new hires

## OUTPUT FORMAT
Provide the complete 90-day journey as a calendar with daily/weekly activities, responsible parties, and success metrics for each phase.

## CONSTRAINTS
- New hire should not be in back-to-back meetings for more than 3 hours on any day
- Include "free time" for self-directed exploration
- Design for remote and in-office experiences
- Journey must be adaptable for different learning speeds