[CONFIRM: Linda approves this onboarding structure before it goes into active use — this document is a proposed process built from HR best-practice research (RESEARCH_HR_FullCycle_BestPractices_20260823.md §5), not yet an adopted Bark & Purr policy.]
Why This Structure
Most shops do fine on Compliance (paperwork, basic training) and then stall — the pieces that actually keep people, Culture and Connection, get skipped under day-to-day pressure. This plan builds all four in on purpose, with a buddy assigned from day one and 3–5 concrete goals at each checkpoint instead of vague "settling in" expectations.
New Hire Header
| Team Member | _______________________ |
| Position | _______________________ |
| Start Date | _______________________ |
| Buddy (assigned Day 1) | _______________________ |
| Manager | _______________________ |
Day 30 — Compliance + Clarification
Focus: Knowledge Acquisition
Formalizes the existing 30-day commission gate as a written checklist — not just a calendar date.
3–5 Day-30 goals (fill in per hire):
Day 60 — Culture
Focus: Supervised Contribution Review
Is this person becoming part of how we do things here — not just able to do the tasks?
3–5 Day-60 goals (fill in per hire):
Day 90 — Connection
Focus: Independent-Ownership Review
Connection is what actually drives retention past the first year — this checkpoint checks for it directly, not just task competence.
3–5 Day-90 goals (fill in per hire):
Buddy Role
Assigned on Day 1, before the new hire's first shift. Cheap to run, high-leverage for retention — the buddy is the go-to for "dumb questions," checks in at least weekly through Day 60, and is one of the two relationships checked for at the Day-90 review.
Acknowledgment
New Hire: Date:
Manager: Date:
Manager: Date: