An onboarding checklist is a predefined list of tasks that guides new employees through their initial days and months at a company. It keeps the process consistent with all new hires so they have the information about what to expect and how things work. Using a phased checklist can reduce early confusion and help new hires settle in with more confidence, which may limit common adjustment issues like feeling overwhelmed or unsure about expectations.
This onboarding checklist template is intended for HR teams, department heads, and team leads. It includes task lists divided by phases—starting from day one and continuing through the first 90 days. Each task includes a checkbox and corresponding completion date to track progress through the onboarding process.
How to Use This Checklist
This guide explains how each part of the checklist works and how to adjust task details based on the employee’s role or schedule.
Employee Details
Use this section to record the employee’s name, ID, department, and job title. These details link the checklist to the correct person and define what type of tasks, timelines, or goals apply during onboarding.
Orientation – First Day
This phase covers tasks that typically take place on the first day, such as welcoming the employee, introducing them to the team and workplace, reviewing basic policies, and setting up accounts or equipment.
Since these activities happen on the same day, note the time alongside the date to review how the day was organized or how long each task took. By noting the time, you can prepare a more organized schedule for future hires.
First Week (Check-In and Setting-In)
This phase is designed to cover the employee’s adjustment during their first week. It usually includes setting a weekly agenda, answering early questions about the role and work environment, and explaining how communication works within the organization. By the end of this week, the employee should have a short-term (30-day) plan in place that gives them clarity on their priorities and what to focus on in the coming days.
Mentorship and Social Connection
After the initial focus on expectations and responsibilities, this phase shifts toward social and cultural connection. It typically includes tasks that introduce company values, encourage informal interaction, and create space for team familiarity. Activities like assigning a mentor or planning a team meet-up can be adapted based on your company culture and management style. These interactions are meant to establish a collaborative working environment from the start.
First Month (Growth and Development)
This phase focuses on how the employee is adjusting to their role. Common tasks include holding a 30-day check-in, identifying early challenges, and modifying responsibilities based on feedback. Insights from the 30-day review can also be used to adjust future onboarding plans if necessary. It’s also a good point to recommend learning resources that relate to the employee’s tasks or development goals.
First 90 Days (Performance and Future Planning)
This phase includes a 60-day check-in and a formal 90-day performance review. The focus is on evaluating how the employee has adapted to the role, discussing their long-term direction, and identifying any skill gaps or areas for improvement. By the end of this phase, the employee should know what they’ll be focusing on next and what areas might require further training or adjustment.
Cultural and Team Integration
Tasks in this phase focus on how the employee is integrating with the broader team. These might involve cross-department collaboration, gathering input from peers and supervisors, and reviewing how the employee works within group settings. It’s also a chance to observe team dynamics and make adjustments that encourage strong working relationships over time.
Ongoing Development (After 3 Months)
As the final phase of onboarding, this stage focuses on the employee’s continued development. Tasks may include a three-month review, setting new goals, and assigning advanced or role-specific training. This phase usually concludes the onboarding process. By this point, the employee should be fully settled into their role and ready to contribute as part of the team’s ongoing work.
This template is available in Microsoft Word and Google Docs and can be customized to match different onboarding processes. Each phase includes example tasks commonly used in most organizations during that stage. The checklist is designed for a three-month period, but you can extend it by duplicating the final section and adjusting it to fit a longer timeline. Before using the checklist, review internal policies or department-specific practices to align it with the employee’s role and responsibilities.
