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100-day onboarding plan

A 100-day onboarding plan that ends with an evidence-based decision.

Primi Centum gives each new hire a role-specific path from starting context to observable outcomes, reviewed evidence, timely support, and a recorded Day 100 decision.

Book a 25-minute consultation See the planning horizon

Direct answer

What is a 100-day onboarding plan?

A structured period for helping a new hire understand the role, demonstrate agreed outcomes, receive support, and reach a documented review point.

Important: 100 days is a defined governance window, not a universal scientific cut-off or a replacement for probation, employment policy, regulated assessment, reasonable adjustments, or legal advice.

A buyer-safe view

Four phases keep expectations, evidence and support connected.

The public horizon explains the accountable journey. Customer-specific programme rules remain private.

  1. Starting context

    Clarify the role

    Agree the outcomes, relevant context, responsible reviewer and known support needs.

  2. Early contribution

    Make work observable

    Connect practical activity to concise evidence of the result it was intended to support.

  3. Sustained review

    Respond in context

    Review progress, record guidance, and give a named support action a clear owner.

  4. Day 100

    Record the decision

    Bring the evidence, human judgement, remaining support and next steps together.

Illustrative readiness record

Set a concise result that can be reviewed without an essay.

This fictional social media example demonstrates the public format. It is not a customer programme, universal standard, or required threshold.

  • The result is observable and time-bound.
  • The pass standard defines acceptable quality.
  • The evidence is proportionate to the work.
  • An authorised reviewer owns the judgement.

Illustrative product view

Day 30 outcome

Ready for review
Outcome
Maintain a four-week approved content calendar across the agreed channels, with named publishing responsibilities and a weekly performance review.
Pass standard
Each item identifies its channel, owner and due date. Required brand approval is recorded and missed activity has a named recovery action.
Evidence
Approved calendar, published links, approval record, and weekly summary of results and actions.
Reviewer
Authorised line manager
Fictional example. No customer or employee data.

Evidence, support, judgement

The plan records more than completed activity.

Relevant evidence supports a proportionate human review. When a gap appears, the record can connect it to a named support action, owner, and review point.

  • Proportionate evidenceA work output, approved link, system record, acknowledgement, or authorised observation may be appropriate.
  • Visible supportSpecific action replaces a vague instruction to improve.
  • Human judgementThe authorised reviewer considers the evidence and context, then records the decision.

Questions and sources

100-day onboarding FAQs

Related professional guidance CIPD: Employee induction Acas: Planning an induction programme
Is 100 days a universal onboarding rule?

No. Primi Centum uses 100 days as a defined governance window. It does not claim that 100 days is a universal scientific cut-off.

Does a 100-day onboarding plan replace probation?

No. It does not replace contractual probation, regulated competency assessment, employment policy, or legal advice.

Does every role use the same review schedule?

No. The public methodology defines governance principles while the authorised organisation configures the appropriate programme for its role and context.

A governed pilot

Turn one representative role into a 100-day pilot.

See the public product experience without publishing private role standards or operating rules.

Book a 25-minute consultation Read the public methodology