Onboarding checklist template

An employee onboarding checklist that covers the first 90 days.

New starters remember how their first week felt. Copy this checklist so HR, IT and the manager each know exactly what to do, and when.

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Employee onboarding checklist
EMPLOYEE ONBOARDING CHECKLIST
New starter: [Name]  Role: [Title]
Start date: [DD/MM/YYYY]  Manager: [Name]  Buddy: [Name]

BEFORE DAY ONE
[ ] Signed contract and paperwork received (HR)
[ ] Tax, super / payroll and bank details collected (HR)
[ ] Laptop, accounts and email set up (IT)
[ ] Access to tools granted, with the right roles (IT)
[ ] Welcome email sent with start time, location and what to bring (Manager)
[ ] Buddy assigned and introduced (Manager)
[ ] First-week schedule shared (Manager)

DAY ONE
[ ] Welcome and team introductions (Manager)
[ ] Workplace tour or remote tools walkthrough (Buddy)
[ ] Security and sign-in set up, including 2FA (IT)
[ ] Policies, handbook and safety induction (HR)
[ ] Lunch or coffee with the team (Buddy)
[ ] First 1:1: goals for week one (Manager)

FIRST WEEK
[ ] Meet key people outside the team (Manager)
[ ] Read core docs and SOPs for the role (New starter)
[ ] Complete one small, real task (New starter)
[ ] End-of-week check-in: questions and feedback (Manager)

FIRST 30 DAYS
[ ] 30/60/90-day goals agreed (Manager)
[ ] Required training completed (New starter)
[ ] Weekly 1:1s in place (Manager)
[ ] Feedback on the onboarding experience collected (HR)

60 AND 90 DAYS
[ ] 60-day check-in against goals (Manager)
[ ] 90-day review and probation outcome (Manager, HR)
[ ] Development plan for the next six months (Manager)

How to use this onboarding checklist

  1. Copy it for every new starter. Fill in the names and dates.
  2. Assign each section. HR, IT, manager and buddy each own their items.
  3. Start a week before day one. Most bad first days are caused by missing access.
  4. Review it in 1:1s. Tick off progress together at each check-in.
  5. Ask for feedback at 30 days. Then improve the checklist for the next person.

What great onboarding feels like

  • The laptop works and the accounts are ready on day one.
  • The new starter knows who to ask, because they have a buddy.
  • They finish something real in the first week.
  • Goals are clear by day 30, and nobody is surprised at day 90.

Onboarding on a board

A checklist in a doc works for one new starter. When you hire regularly, keep it as a board with owners and due dates, link your handbook and SOPs as documents, and use role-based access to keep personal details private. See how operations and HR teams use BOO Workspace.

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  • Every action item gets a suggested owner and due date.
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Good to know.

What should an employee onboarding checklist include?

Tasks for before day one, day one, the first week, and the first 90 days, each with an owner. Cover paperwork, equipment and access, introductions, training, goals and regular check-ins.

Who is responsible for onboarding?

It's shared. HR handles paperwork and policies, IT handles equipment and access, and the manager owns the experience, goals and check-ins. A buddy helps with the day-to-day.

How long should onboarding last?

At least 90 days. Paperwork is done in a week, but it takes around three months for most people to feel fully productive.

How do I reuse the checklist for every new starter?

In BOO Workspace, keep the checklist as a board and duplicate it for each new starter. Role-based access keeps personal details private.

More templates.

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