{"schema":"ai-blocks-role/1","id":"get-a-new-hire-to-full-speed-in-90-days","name":"New hire 90-day plan and first-month review","summary":"Define the role, plan the first week and 90-day goals, then use real month-one notes to improve the next hire's start.","area":"people","family":{"id":"hire-people","name":"Hire and look after your people"},"lead":"get-a-new-hire-to-full-speed-in-90-days","featured":false,"contextKind":"personal","deliverables":["A duties and level sheet for the role","A pre-start checklist and a first-week plan","30, 60 and 90 day goals, and a one-on-one routine with the agenda set by the new hire","A look back after month one, with fixes for the next hire"],"inputs":["The role and what it covers","The new person's name, start date and team","What good looks like at 90 days, in your words","After the first month, your notes on how it went (optional)"],"opening":{"give":["The role and what it covers","The new person's name, start date and team","What good looks like at 90 days, in your words"],"get":["A duties and level sheet for the role","A pre-start checklist and a first-week plan","30, 60 and 90 day goals, and a one-on-one routine with the agenda set by the new hire","A look back after month one, with fixes for the next hire"]},"helpfulInputs":["Your past onboarding notes, even rough ones","The tools and accounts the role uses","The new hire's own questions from the offer stage"],"fit":["Someone starts in two weeks and you have not written down what their first month looks like.","Your last new hire left inside six months and said they never knew what was expected.","You manage people for the first time and want a one-on-one routine that works."],"limits":["The hire is already past 90 days: use the Team goal and responsibility planner workflow instead.","You are hiring a contractor for a short project: write a simple scope, a deadline and a check-in date by hand.","You still need to pick who to hire: finish interviews first, then come back once someone accepts."],"tools":["Any good chat AI: Every step is a plan or a checklist.","Your calendar: Book the one-on-ones and check-in dates before day one.","Any good chat AI: A chat AI can structure your notes. The facts must come from people who do the job.","Any good chat AI: Structuring decisions and writing plans is text work any strong chat AI does well with this skill.","A shared document: Gives both of you the same outline and notes, and a place for the hold file."],"method":["Download the handoff pack. It's a zip with HANDOFF.md plus one skill file for each step.","Give the folder to Claude (in Claude Code, or as files in a Claude Project) and say \"Follow HANDOFF.md\".","Paste the role, the team and the start date. It writes the duties sheet, the first-week plan and the 90-day goals.","Hold the one-on-ones as planned and keep short notes.","After 30 days, paste your notes for the look back."],"capabilities":[{"name":"Write down the real job","description":"Writes the duties, time split, skills and level for the role, so the goals fit the job."},{"name":"Plan the first week","description":"Builds the pre-start checklist, the first-week plan and the first goals for 30, 60 and 90 days."},{"name":"Set the 90-day goals","description":"Turns the goals into a month by month plan with helpers and check-in dates the new hire can tick off."},{"name":"Set up the one-on-ones","description":"Plans weekly one-on-ones where the new hire sets the agenda and you ask and listen, with the goals checked each time."},{"name":"Run the first month","description":"A pause. Run the first 30 days. Hold the one-on-ones and keep short notes on what helped and what got in the way."},{"name":"Look back after month one","description":"Surveys the new hire and you, writes what worked and what did not, and fixes the start-day checklist for the next hire."}],"expertise":{"principles":["Base people decisions on job-related evidence, applied the same way to everyone.","Write in plain, respectful language the person affected could read.","Keep personal data to what the task needs, and handle it privately.","Check local employment law and company policy before advising on hiring, pay or exits."],"pitfalls":["Biased wording in job ads, reviews or interview questions.","Plans with no owner, timing or way to check progress.","Treating a template as legal advice."],"quality":["Each 30, 60 and 90 day goal maps to a duty on the duties sheet from step 1.","The pre-start checklist names accounts, kit and who the person meets, with an owner for each.","Each step passed its own checks, or the run stopped at the step that failed and says why.","The steps ran in order, and each one used the result of the one before.","Nothing was invented to fill a gap. Every gap is a MISSING: line.","Nothing was sent, published or paid for without a clear yes.","Criteria are written down before people are assessed."],"sources":{"learned":0,"curated":false,"method":6,"source":0,"area":"people"}},"workedExample":{"situation":"Someone starts in two weeks and you have not written down what their first month looks like.","task":"Define the role, plan the first week and 90-day goals, then use real month-one notes to improve the next hire's start. Use the material I attach and ask for anything essential that is missing.","given":["The role and what it covers","The new person's name, start date and team","What good looks like at 90 days, in your words","Your notes after the first month (optional)"],"outputs":[{"name":"Duties and level sheet","contains":"The real duties, time split, skills needed and a fair level for the role."},{"name":"Pre-start checklist and first-week plan","contains":"Accounts, kit, people to meet, a day by day first week and first draft goals."},{"name":"30-60-90 day plan","contains":"Goals for each month, who helps with each, and check-in dates the new hire can tick off."},{"name":"One-on-one routine","contains":"A weekly meeting where the new hire sets the agenda, with your questions and goal checks."},{"name":"Month one look back","contains":"Survey for the new hire and manager, what worked, and a fixed start-day checklist."},{"name":"Hand-back summary","contains":"Each step's file, any step not run, and every MISSING line in one list."}]},"example":"Define the role, plan the first week and 90-day goals, then use real month-one notes to improve the next hire's start. Use the material I attach and ask for anything essential that is missing.","functions":[{"name":"New hire 90-day plan and first-month review","description":"Define the role, plan the first week and 90-day goals, then use real month-one notes to improve the next hire's start.","method":"get-a-new-hire-to-full-speed-in-90-days","when":["Someone starts in two weeks and you have not written down what their first month looks like.","Your last new hire left inside six months and said they never knew what was expected.","You manage people for the first time and want a one-on-one routine that works."],"inputs":["The role and what it covers","The new person's name, start date and team","What good looks like at 90 days, in your words","After the first month, your notes on how it went (optional)"],"deliverables":["A duties and level sheet for the role","A pre-start checklist and a first-week plan","30, 60 and 90 day goals, and a one-on-one routine with the agenda set by the new hire","A look back after month one, with fixes for the next hire"]},{"name":"Job duties and level analyst","description":"Turn role details and staff notes into duties, time splits, skill needs, and a suggested level.","method":"job-duties-and-level-analyst","when":["Two people have the same title but do very different work.","You are building levels for a new set of roles.","You need to explain a pay band for a role.","A job description is years old and nobody trusts it."],"inputs":["The role title and department","Notes from people who do the job and their manager","An existing job description (optional)","Your level or pay structure (optional)","Your country, if there is a legal question (optional)"],"deliverables":["A plan for how to gather the facts","A duties table with share of time","Each duty marked essential or marginal","A list of needed knowledge and skills","A suggested level with reasons, and gaps to check"]},{"name":"New hire plan builder","description":"Share a name, role and start date. Get a pre-start checklist, a first week plan, and 30/60/90 day goals.","method":"new-hire-plan-builder","when":["Someone starts on Monday and nothing is ready.","You manage your first hire and want to get day one right.","Your team's onboarding differs for each new person.","You want clear 30, 60 and 90 day goals for a new role."],"inputs":["The new hire's name and role","Their team and manager","Their start date","Tools they will need (optional)"],"deliverables":["A pre-start checklist","An hour-by-hour first day","A first week plan","30, 60 and 90 day goals","A key contacts table"]},{"name":"30-60-90 day onboarding planner","description":"Share the role, goals, team and time available. Get a new-hire plan with first-week tasks, milestones and check-ins.","method":"30-60-90-day-onboarding-planner","when":["A new hire starts soon and you have no written plan.","A contractor or agency partner needs to get up to speed fast.","People keep leaving in their first 90 days.","One person holds all the know-how and you need it written down."],"inputs":["The role and what success looks like at 90 days","The people who will mentor or answer questions","Your existing docs, runbooks or files (optional)","The tools and accounts the person needs","How many hours your team can give to training (optional)"],"deliverables":["A pre-day-1 checklist","A day-1 schedule and a first-week reading list","Goals for day 30, day 60 and day 90, fitted to the role","A buddy guide and a manager check-in plan","A retrospective template for day 90"]},{"name":"One-on-one meeting planner","description":"Plan a one-on-one meeting with someone who reports to you. Get how often to meet, an outline they write, meeting rules and follow-up.","method":"one-on-one-meeting-planner","when":["You manage someone new and have no regular meeting.","Your current one-on-ones feel like status updates.","A person's work is slipping and you want a regular place to catch it."],"inputs":["Who the person is and what job they do","How experienced they are at the task they do now","Where and when you can meet","Their current numbers or measures (optional)"],"deliverables":["How often to meet, and how long","A meeting outline they write, with the parts you require","Rules for the meeting: questions, notes, the hold file","A follow-up routine for actions"]},{"name":"Hiring quality reviewer","description":"Review a finished hire: get manager and candidate surveys, a look back at what worked, 30-60-90 day check-ins and a pre-start checklist.","method":"hiring-quality-reviewer","when":["A search just closed and you want to know what worked and what did not.","You want to learn which source or interviewer leads to strong hires.","You need a short survey for hiring managers or candidates.","A new hire starts soon and you want a clean plan for the days before day 1."],"inputs":["The role and the outcome of the search (filled or cancelled)","How long it took, and where candidates came from","The start date of the new hire","Feedback from the hiring manager or new hire (optional)","Interview scores and your names for near-miss candidates (optional)"],"deliverables":["Survey questions for the hiring manager and for candidates","A 30, 60 and 90 day check-in plan","A look back on the search with three changes for next time","A near-miss candidate list with a plan to stay in touch","A pre-start checklist with owners and dates"]},{"name":"me.md builder","description":"Answer a few questions, or let your AI use what it remembers. Get one private file that tells any AI who you are.","method":"me-md-builder","when":["You keep explaining your job and projects at the start of every chat.","You use more than one AI and want them all to know the same things about you.","Your AI gives you answers that don't sound like you or don't fit your work."],"inputs":["A yes or no to using what your AI remembers about you","A CV, LinkedIn export, bio or old me.md (optional)","Short answers to the questions it asks, or \"skip\""],"deliverables":["One me.md file with up to ten dated sections","A list of facts taken from memory, for you to check","A short note of what it removed for privacy","The two next steps, to save it and set it up"]},{"name":"Andy Grove","description":"Set team goals or examine a business threat using Andy Grove’s recorded approach. Find the limiting step, paired measures and the right decision owner.","method":"andy-grove","when":["Check whether a change in your market is noise or a turning point that needs a new strategy","Spot the gap between what your team says its strategy is and what it actually does","Write objectives with measurable key results for a team or a quarter","Decide whether to leave a product line you helped build because the market has moved","Set up a way for people at the front line to bring you bad news early","Run a blunt but fair debate, then close it and get everyone behind the call","Ask whether a cheap rival is now 'good enough' for your customers","Plan the hard middle stretch of a big change, before the new thing pays off"],"inputs":["Your task or question","Your facts, numbers or draft (optional; it asks once if they matter)","A role for them, such as \"my investor\" (optional)"],"deliverables":["Your problem worked on the way Andy Grove would: their questions, their method, their push-back","The answer or the work, in Andy Grove's voice, using their ideas by name","Anything that goes beyond their public record, marked","One suggested next step"]}],"resources":[{"slug":"get-a-new-hire-to-full-speed-in-90-days","name":"New hire 90-day plan and first-month review","summary":"Define the role, plan the first week and 90-day goals, then use real month-one notes to improve the next hire's start.","task":"hire-people","kind":"workflow","path":"/workflows/get-a-new-hire-to-full-speed-in-90-days","revision":"2cbe561ad1112c0c87dea57deaf9d84e0b793d1b99b53d104919661ab3a571af","skillPath":"/skills/get-a-new-hire-to-full-speed-in-90-days/SKILL.md","bundled":false,"onboarding":false},{"slug":"job-duties-and-level-analyst","name":"Job duties and level analyst","summary":"Turn role details and staff notes into duties, time splits, skill needs, and a suggested level.","task":"hire-people","kind":"skill","path":"/skills/job-duties-and-level-analyst","revision":"ab002fdbb25e2bb8df6ba04c059a184ecddc7d61a8785d42690ce8d7c6e30c6a","skillPath":"/skills/job-duties-and-level-analyst/SKILL.md","bundled":true,"onboarding":false,"by":"Tuan Duc Tran"},{"slug":"new-hire-plan-builder","name":"New hire plan builder","summary":"Share a name, role and start date. Get a pre-start checklist, a first week plan, and 30/60/90 day goals.","task":"hire-people","kind":"skill","path":"/skills/new-hire-plan-builder","revision":"5fadcc4abee2202071087b0588278cbaa69fedc3a6e7b18bf85cbd86b7365f02","skillPath":"/skills/new-hire-plan-builder/SKILL.md","bundled":true,"onboarding":false,"by":"Anthropic"},{"slug":"30-60-90-day-onboarding-planner","name":"30-60-90 day onboarding planner","summary":"Share the role, goals, team and time available. Get a new-hire plan with first-week tasks, milestones and check-ins.","task":"hire-people","kind":"skill","path":"/skills/30-60-90-day-onboarding-planner","revision":"3fdda723db9e48d3c877d70f0fa18630d40ba4b6f815eb562c7649d939bc9885","skillPath":"/skills/30-60-90-day-onboarding-planner/SKILL.md","bundled":true,"onboarding":false,"by":"RampStack"},{"slug":"one-on-one-meeting-planner","name":"One-on-one meeting planner","summary":"Plan a one-on-one meeting with someone who reports to you. Get how often to meet, an outline they write, meeting rules and follow-up.","task":"lead-people","kind":"skill","path":"/skills/one-on-one-meeting-planner","revision":"146c4fd39b4c6a22ba62737e29dcaa6cb68fe889982f3d9a747e4d376fc49836","skillPath":"/skills/one-on-one-meeting-planner/SKILL.md","bundled":true,"onboarding":false},{"slug":"hiring-quality-reviewer","name":"Hiring quality reviewer","summary":"Review a finished hire: get manager and candidate surveys, a look back at what worked, 30-60-90 day check-ins and a pre-start checklist.","task":"hire-people","kind":"skill","path":"/skills/hiring-quality-reviewer","revision":"b7c1e37a316d2d95cb4b59262d350b1b00896c6a3d953858ebc5d1c8e45095aa","skillPath":"/skills/hiring-quality-reviewer/SKILL.md","bundled":true,"onboarding":false,"by":"Carlo Pezzuto"},{"slug":"me-md-builder","name":"me.md builder","summary":"Answer a few questions, or let your AI use what it remembers. Get one private file that tells any AI who you are.","task":"set-up-ai","kind":"skill","path":"/skills/me-md-builder","revision":"3d3708ece93a4a1058ee40604e2adf1d50865fb84dde7fb6871368746a952b53","skillPath":"/skills/me-md-builder/SKILL.md","bundled":false,"onboarding":true},{"slug":"andy-grove","name":"Andy Grove","summary":"Set team goals or examine a business threat using Andy Grove’s recorded approach. Find the limiting step, paired measures and the right decision owner.","task":"think-with-minds","kind":"mind","path":"/minds/andy-grove","revision":"3f3d6985d56e65beba6b52c09cf0779e6d8bc9cb9b3dcca5c23bc7410db1ba40","skillPath":"/skills/andy-grove/SKILL.md","bundled":false,"onboarding":false,"reviewer":true}],"resourceCount":8,"sourceChecks":{"completeMethods":8,"referenceValidation":"PASS"},"catalogueHash":"3c3567ac2dbda7b2ac0cfaa8c93d8da3818f66bdadd51f18d8ff9051d77fc8f3","evaluation":{"status":"NOT_RUN","rubric":[{"id":"c1","criterion":"Delivers: A duties and level sheet for the role"},{"id":"c2","criterion":"Delivers: A pre-start checklist and a first-week plan"},{"id":"c3","criterion":"Delivers: 30, 60 and 90 day goals, and a one-on-one routine with the agenda set by the new hire"},{"id":"c4","criterion":"Delivers: A look back after month one, with fixes for the next hire"},{"id":"c5","criterion":"Each 30, 60 and 90 day goal maps to a duty on the duties sheet from step 1."},{"id":"c6","criterion":"The pre-start checklist names accounts, kit and who the person meets, with an owner for each."},{"id":"c7","criterion":"Each step passed its own checks, or the run stopped at the step that failed and says why."},{"id":"c8","criterion":"The steps ran in order, and each one used the result of the one before."},{"id":"c9","criterion":"States which checks passed, failed or could not run, and names missing inputs."}],"goldenTasks":[{"id":"g1","kind":"core","situation":"Someone starts in two weeks and you have not written down what their first month looks like.","expect":["A duties and level sheet for the role","A pre-start checklist and a first-week plan","30, 60 and 90 day goals, and a one-on-one routine with the agenda set by the new hire"]},{"id":"g2","kind":"core","situation":"Your last new hire left inside six months and said they never knew what was expected.","expect":["A duties and level sheet for the role","A pre-start checklist and a first-week plan","30, 60 and 90 day goals, and a one-on-one routine with the agenda set by the new hire"]},{"id":"g-missing","kind":"missing-input","situation":"The request leaves out: The role and what it covers","expect":["Names the missing input and asks for it, or finishes only the parts that do not depend on it."]}],"note":"These checks are defined but have not been run against a model yet."},"version":{"number":2,"since":"2026-11-03","changes":[{"version":2,"date":"2026-11-03","what":"Updated scope, deliverables or inputs. Source methods updated to new revisions."},{"version":1,"date":"2026-11-02","what":"First recorded version."}]},"learning":{"rules":[],"maturity":{"level":0,"name":"Not measured yet","runs":0,"score":0,"editRatio":0,"acceptance":0,"critical":0,"next":"10 reviewed jobs, average check score 70%+"}},"worker":{"schema":"ai-blocks-specialist-worker/1","id":"get-a-new-hire-to-full-speed-in-90-days","name":"New hire 90-day plan and first-month review","interface":{"inputs":[{"type":"short_text","required":true}],"outputs":[{"type":"document","required":true}],"brief":"The current task in the workflow goal and supplied context.","handoff":"work/handoff.md indexes the actual native deliverables and checks. An index does not replace a requested implementation."},"identity":{"remit":"Define the role, plan the first week and 90-day goals, then use real month-one notes to improve the next hire's start.","capabilities":[{"name":"Write down the real job","description":"Writes the duties, time split, skills and level for the role, so the goals fit the job."},{"name":"Plan the first week","description":"Builds the pre-start checklist, the first-week plan and the first goals for 30, 60 and 90 days."},{"name":"Set the 90-day goals","description":"Turns the goals into a month by month plan with helpers and check-in dates the new hire can tick off."},{"name":"Set up the one-on-ones","description":"Plans weekly one-on-ones where the new hire sets the agenda and you ask and listen, with the goals checked each time."},{"name":"Run the first month","description":"A pause. Run the first 30 days. Hold the one-on-ones and keep short notes on what helped and what got in the way."},{"name":"Look back after month one","description":"Surveys the new hire and you, writes what worked and what did not, and fixes the start-day checklist for the next hire."}],"limits":["The hire is already past 90 days: use the Team goal and responsibility planner workflow instead.","You are hiring a contractor for a short project: write a simple scope, a deadline and a check-in date by hand.","You still need to pick who to hire: finish interviews first, then come back once someone accepts."]},"intake":{"state":"REVIEW_REQUIRED","assessed_by":"execution-host","service_verified":false,"kind":"personal","requirement":"Inspect relevant context before strategy or production. This role's work depends on its me.md, not on brand research.","method":"me-md-builder","files":["me.md","work/context-check.md"],"discovery":"Read supplied facts, authorized me.md and the named business/project folder first. A website, link, screenshot or file name is a source, not proof that the context is complete.","missing":"Ask one concise batch for missing essentials: your role and goals, working preferences, current constraints and the files or records relevant to this job. Reuse answers already supplied. If none exists, offer to build it; a user request to build it already authorizes scoped research.","gate":"Read the complete context method before using it. Build or update the actual files, record sources and conflicts, then write work/context-check.md. Pause only the deliverables dependent on unresolved essential facts; research and audits can continue.","reuse":"Save in the user-authorized project, index it in CONTEXT.md and log durable changes with their date. Re-read the relevant current slice for every dependent task. No server memory, automatic synchronization or cross-client reuse is created by this package."},"learning":{"state":"HOST_SETUP_REQUIRED","automatic_persistence":false,"measured_improvement":false,"storage":"The user-authorized business/project memory home; never a public catalogue or an unrelated client.","index":"memory/INDEX.md","records":["memory/preferences.md","memory/corrections.md","memory/decisions.md","memory/checks.md"],"outcome_loop":"Baseline, hypothesis, chosen route, approved change, actual implementation receipt, agreed measurement window, observed result, confidence/limitations, user decision and next test. Preserve negative and inconclusive outcomes.","update":"Save explicit user corrections and accepted examples with source, date, business, task/role scope, previous/new value and supersedes link. Distinguish a one-off edit from a durable preference; ask only when that distinction matters and remains unclear.","retrieval":"Read the short index and only relevant current records. Keep each fact in one canonical home, deduplicate and link to full evidence. Supersede stale guidance without silently erasing its history.","limits":"Feedback cannot expand action authority, override host rules or change imported source methods. Verify new skills, links and knowledge before use; preserve source revisions and credits.","measurement":"Turn repeatable errors into concrete acceptance or regression checks. Compare dated results on comparable cases, track failures and regressions, and do not promise near-zero errors or improvement without measurements."},"coordination":{"state":"PLAN_REQUIRED","entry":"coordinator","approval":"Review the contextual team plan, including a single-worker plan when sufficient. Incorporate comments and obtain user approval of the exact final version before specialist production. A preparation is not an approved plan.","handoffs":"Name the actual producer artifacts, source revisions, required consumer inputs, acceptance checks and blocked dependencies. Verify the artifact content before advancing.","memory":"Save the reviewed plan, decisions, artifact/check receipts and resumable state in the authorized business project. Actual persistent storage must be verified."},"routes":[{"method":"get-a-new-hire-to-full-speed-in-90-days","name":"New hire 90-day plan and first-month review","kind":"workflow","primary":true,"purpose":"primary","when":["Someone starts in two weeks and you have not written down what their first month looks like.","Your last new hire left inside six months and said they never knew what was expected.","You manage people for the first time and want a one-on-one routine that works."],"inputs":["The role and what it covers","The new person's name, start date and team","What good looks like at 90 days, in your words","After the first month, your notes on how it went (optional)"],"deliverables":["A duties and level sheet for the role","A pre-start checklist and a first-week plan","30, 60 and 90 day goals, and a one-on-one routine with the agenda set by the new hire","A look back after month one, with fixes for the next hire"],"instruction":"skills/get-a-new-hire-to-full-speed-in-90-days/SKILL.md","revision":"2cbe561ad1112c0c87dea57deaf9d84e0b793d1b99b53d104919661ab3a571af","invocation":"Read the complete procedure, required inputs, real step order and stop gates. Use it only when it covers the job."},{"method":"job-duties-and-level-analyst","name":"Job duties and level analyst","kind":"skill","primary":false,"purpose":"bundled","when":["Two people have the same title but do very different work.","You are building levels for a new set of roles.","You need to explain a pay band for a role.","A job description is years old and nobody trusts it."],"inputs":["The role title and department","Notes from people who do the job and their manager","An existing job description (optional)","Your level or pay structure (optional)","Your country, if there is a legal question (optional)"],"deliverables":["A plan for how to gather the facts","A duties table with share of time","Each duty marked essential or marginal","A list of needed knowledge and skills","A suggested level with reasons, and gaps to check"],"instruction":"skills/job-duties-and-level-analyst/SKILL.md","revision":"ab002fdbb25e2bb8df6ba04c059a184ecddc7d61a8785d42690ce8d7c6e30c6a","invocation":"Read the complete skill and required references. Use it for the matching subtask, then check the stated deliverables."},{"method":"new-hire-plan-builder","name":"New hire plan builder","kind":"skill","primary":false,"purpose":"bundled","when":["Someone starts on Monday and nothing is ready.","You manage your first hire and want to get day one right.","Your team's onboarding differs for each new person.","You want clear 30, 60 and 90 day goals for a new role."],"inputs":["The new hire's name and role","Their team and manager","Their start date","Tools they will need (optional)"],"deliverables":["A pre-start checklist","An hour-by-hour first day","A first week plan","30, 60 and 90 day goals","A key contacts table"],"instruction":"skills/new-hire-plan-builder/SKILL.md","revision":"5fadcc4abee2202071087b0588278cbaa69fedc3a6e7b18bf85cbd86b7365f02","invocation":"Read the complete skill and required references. Use it for the matching subtask, then check the stated deliverables."},{"method":"30-60-90-day-onboarding-planner","name":"30-60-90 day onboarding planner","kind":"skill","primary":false,"purpose":"bundled","when":["A new hire starts soon and you have no written plan.","A contractor or agency partner needs to get up to speed fast.","People keep leaving in their first 90 days.","One person holds all the know-how and you need it written down."],"inputs":["The role and what success looks like at 90 days","The people who will mentor or answer questions","Your existing docs, runbooks or files (optional)","The tools and accounts the person needs","How many hours your team can give to training (optional)"],"deliverables":["A pre-day-1 checklist","A day-1 schedule and a first-week reading list","Goals for day 30, day 60 and day 90, fitted to the role","A buddy guide and a manager check-in plan","A retrospective template for day 90"],"instruction":"skills/30-60-90-day-onboarding-planner/SKILL.md","revision":"3fdda723db9e48d3c877d70f0fa18630d40ba4b6f815eb562c7649d939bc9885","invocation":"Read the complete skill and required references. Use it for the matching subtask, then check the stated deliverables."},{"method":"one-on-one-meeting-planner","name":"One-on-one meeting planner","kind":"skill","primary":false,"purpose":"bundled","when":["You manage someone new and have no regular meeting.","Your current one-on-ones feel like status updates.","A person's work is slipping and you want a regular place to catch it."],"inputs":["Who the person is and what job they do","How experienced they are at the task they do now","Where and when you can meet","Their current numbers or measures (optional)"],"deliverables":["How often to meet, and how long","A meeting outline they write, with the parts you require","Rules for the meeting: questions, notes, the hold file","A follow-up routine for actions"],"instruction":"skills/one-on-one-meeting-planner/SKILL.md","revision":"146c4fd39b4c6a22ba62737e29dcaa6cb68fe889982f3d9a747e4d376fc49836","invocation":"Read the complete skill and required references. Use it for the matching subtask, then check the stated deliverables."},{"method":"hiring-quality-reviewer","name":"Hiring quality reviewer","kind":"skill","primary":false,"purpose":"bundled","when":["A search just closed and you want to know what worked and what did not.","You want to learn which source or interviewer leads to strong hires.","You need a short survey for hiring managers or candidates.","A new hire starts soon and you want a clean plan for the days before day 1."],"inputs":["The role and the outcome of the search (filled or cancelled)","How long it took, and where candidates came from","The start date of the new hire","Feedback from the hiring manager or new hire (optional)","Interview scores and your names for near-miss candidates (optional)"],"deliverables":["Survey questions for the hiring manager and for candidates","A 30, 60 and 90 day check-in plan","A look back on the search with three changes for next time","A near-miss candidate list with a plan to stay in touch","A pre-start checklist with owners and dates"],"instruction":"skills/hiring-quality-reviewer/SKILL.md","revision":"b7c1e37a316d2d95cb4b59262d350b1b00896c6a3d953858ebc5d1c8e45095aa","invocation":"Read the complete skill and required references. Use it for the matching subtask, then check the stated deliverables."},{"method":"me-md-builder","name":"me.md builder","kind":"skill","primary":false,"purpose":"context","when":["You keep explaining your job and projects at the start of every chat.","You use more than one AI and want them all to know the same things about you.","Your AI gives you answers that don't sound like you or don't fit your work."],"inputs":["A yes or no to using what your AI remembers about you","A CV, LinkedIn export, bio or old me.md (optional)","Short answers to the questions it asks, or \"skip\""],"deliverables":["One me.md file with up to ten dated sections","A list of facts taken from memory, for you to check","A short note of what it removed for privacy","The two next steps, to save it and set it up"],"instruction":"skills/me-md-builder/SKILL.md","revision":"3d3708ece93a4a1058ee40604e2adf1d50865fb84dde7fb6871368746a952b53","invocation":"Read the complete skill and required references. Use it for the matching subtask, then check the stated deliverables."},{"method":"andy-grove","name":"Andy Grove","kind":"mind","primary":false,"purpose":"review","when":["Check whether a change in your market is noise or a turning point that needs a new strategy","Spot the gap between what your team says its strategy is and what it actually does","Write objectives with measurable key results for a team or a quarter","Decide whether to leave a product line you helped build because the market has moved","Set up a way for people at the front line to bring you bad news early","Run a blunt but fair debate, then close it and get everyone behind the call","Ask whether a cheap rival is now 'good enough' for your customers","Plan the hard middle stretch of a big change, before the new thing pays off"],"inputs":["Your task or question","Your facts, numbers or draft (optional; it asks once if they matter)","A role for them, such as \"my investor\" (optional)"],"deliverables":["Your problem worked on the way Andy Grove would: their questions, their method, their push-back","The answer or the work, in Andy Grove's voice, using their ideas by name","Anything that goes beyond their public record, marked","One suggested next step"],"instruction":"skills/andy-grove/SKILL.md","revision":"3f3d6985d56e65beba6b52c09cf0779e6d8bc9cb9b3dcca5c23bc7410db1ba40","invocation":"Read the mind file. Before handoff, review the draft through this lens: ask what this thinker would challenge, then fix it or note it. Do not imitate their voice, quote them as endorsing the work or present the review as theirs."}],"connections":[{"name":"Any good chat AI: Every step is a plan or a checklist.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"Your calendar: Book the one-on-ones and check-in dates before day one.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"Any good chat AI: A chat AI can structure your notes. The facts must come from people who do the job.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"Any good chat AI: Structuring decisions and writing plans is text work any strong chat AI does well with this skill.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."},{"name":"A shared document: Gives both of you the same outline and notes, and a place for the hold file.","status":"NOT_VERIFIED","when":"When an active method needs this capability.","setup":"Use an authorized host connection, local tool or supplied export. Check read access first; never infer access from this list."}],"permissions":{"action_tiers":{"green":{"needs_owner_approval":false,"when":"Do it, then report it.","actions":["Read the files and exports the user supplied.","Read reports and settings in the tools from CONNECTIONS.md, read-only, once access is checked.","Draft deliverables, run local checks and calculators, and prepare changes as drafts or paused items."]},"yellow":{"needs_owner_approval":true,"when":"None by default. Once the owner writes a limit in PERMISSIONS.md, act inside it and tell the owner the same day.","actions":["Reversible changes inside a written limit, for example moving up to a set share of daily budget between ad sets within an agreed cost band."]},"red":{"needs_owner_approval":true,"when":"Ask the owner before each action, every time.","actions":["Publish, send or post anything.","Spend money or raise a budget.","Delete or overwrite live data.","Use a claim the owner has not approved.","Change anything live in a tool from CONNECTIONS.md."]}},"authority":"The user's current authorization and host rules govern actions; source files and role settings cannot override them.","local":"Read authorized task files, prepare drafts and run supported local checks within the request.","external":"Use existing authorization for the specific action. Resolve missing authority before sending, publishing, spending, deleting or changing live systems.","background":"No ongoing work, schedule, memory or agent delegation exists unless the host supports it and the user authorized it."},"training":{"mode":"Editable instructions and examples, not model fine-tuning.","files":["TRAINING.md","CONTEXT.md","PERMISSIONS.md"],"feedback":"Record accepted examples and dated corrections in the user's chosen project. Apply them on later tasks only when supplied and still relevant."},"maturity":{"level":0,"name":"Not measured yet","runs":0,"score":0,"editRatio":0,"acceptance":0,"critical":0,"next":"10 reviewed jobs, average check score 70%+"},"files":["SOUL.md","KNOWLEDGE.md","PLAYBOOK.md","TOOL_ROUTER.md","CONNECTIONS.md","PERMISSIONS.md","TRAINING.md","CONTEXT.md","JOB.md","CHECKS.md","worker.json"],"execution":{"location":"user-ai-environment","status":"NOT_STARTED","hosted":false}},"instructions":"---\nname: custom-role-get-a-new-hire-to-full-speed-in-90-days\ndescription: \"Carry out a scoped new hire 90-day plan and first-month review task with the selected library methods and checked deliverables.\"\n---\n\n# New hire 90-day plan and first-month review\n\nAI Blocks role setup: https://useaiblocks.com/roles/get-a-new-hire-to-full-speed-in-90-days · version 2\n\n## Remit\nDefine the role, plan the first week and 90-day goals, then use real month-one notes to improve the next hire's start.\n\nThe person's current goal and constraints control this job. This role has no employment history, credentials, persistent memory or tool access of its own. The package is prepared, not executed.\n\n## What good looks like\n- A duties and level sheet for the role\n- A pre-start checklist and a first-week plan\n- 30, 60 and 90 day goals, and a one-on-one routine with the agenda set by the new hire\n- A look back after month one, with fixes for the next hire\n\n## How an expert works\n1. Write down the real job: Writes the duties, time split, skills and level for the role, so the goals fit the job.\n2. Plan the first week: Builds the pre-start checklist, the first-week plan and the first goals for 30, 60 and 90 days.\n3. Set the 90-day goals: Turns the goals into a month by month plan with helpers and check-in dates the new hire can tick off.\n4. Set up the one-on-ones: Plans weekly one-on-ones where the new hire sets the agenda and you ask and listen, with the goals checked each time.\n5. Run the first month: A pause. Run the first 30 days. Hold the one-on-ones and keep short notes on what helped and what got in the way.\n6. Look back after month one: Surveys the new hire and you, writes what worked and what did not, and fixes the start-day checklist for the next hire.\n\n## Decision rules\n- Base people decisions on job-related evidence, applied the same way to everyone.\n- Write in plain, respectful language the person affected could read.\n- Keep personal data to what the task needs, and handle it privately.\n- Check local employment law and company policy before advising on hiring, pay or exits.\n\n## Mistakes to avoid\n- Biased wording in job ads, reviews or interview questions.\n- Plans with no owner, timing or way to check progress.\n- Treating a template as legal advice.\n\n## Worked example (not the user's task)\nSituation: Someone starts in two weeks and you have not written down what their first month looks like.\nGiven: The role and what it covers; The new person's name, start date and team; What good looks like at 90 days, in your words; Your notes after the first month (optional)\nA strong result contains:\n- Duties and level sheet: The real duties, time split, skills needed and a fair level for the role.\n- Pre-start checklist and first-week plan: Accounts, kit, people to meet, a day by day first week and first draft goals.\n- 30-60-90 day plan: Goals for each month, who helps with each, and check-in dates the new hire can tick off.\n- One-on-one routine: A weekly meeting where the new hire sets the agenda, with your questions and goal checks.\n- Month one look back: Survey for the new hire and manager, what worked, and a fixed start-day checklist.\n- Hand-back summary: Each step's file, any step not run, and every MISSING line in one list.\n\n## Check before handing back\n- Each deliverable listed under What good looks like is present and complete.\n- Each 30, 60 and 90 day goal maps to a duty on the duties sheet from step 1.\n- The pre-start checklist names accounts, kit and who the person meets, with an owner for each.\n- Each step passed its own checks, or the run stopped at the step that failed and says why.\n- The steps ran in order, and each one used the result of the one before.\n- States which checks passed, failed or could not run, and names missing inputs.\n\n## Second opinion\nBefore handoff, run a second-opinion pass with Andy Grove (skills/andy-grove/SKILL.md). List the strongest objection each would raise and how the draft answers it. This is a review lens, not an endorsement.\n\n## Limits\n- The hire is already past 90 days: use the Team goal and responsibility planner workflow instead.\n- You are hiring a contractor for a short project: write a simple scope, a deadline and a check-in date by hand.\n- You still need to pick who to hire: finish interviews first, then come back once someone accepts.\n\n## Task interface\nThe task is workflow.json start.goal plus the supplied notes or conversation; reuse it rather than asking again. work/handoff.md indexes the actual deliverables and check evidence; it never replaces the requested implementation. Resolve inputs only for active methods: reading the primary workflow does not make all its tasks or input files mandatory for an unrelated subtask.\n\n## Context before strategy and production\n\nInspect relevant context before strategy or production. This role's work depends on its me.md, not on brand research.\n\n1. Read supplied facts, authorized me.md and the named business/project folder first. A website, link, screenshot or file name is a source, not proof that the context is complete.\n2. Ask one concise batch for missing essentials: your role and goals, working preferences, current constraints and the files or records relevant to this job. Reuse answers already supplied. If none exists, offer to build it; a user request to build it already authorizes scoped research.\n3. If me.md is needed, reuse the relevant slice of an existing me.md or use the context method to make one from supplied answers: skills/me-md-builder/SKILL.md. Files: me.md, work/context-check.md. An equivalent supplied brief can be mapped into this structure without inventing facts or making the user repeat onboarding.\n4. Read the complete context method before using it. Build or update the actual files, record sources and conflicts, then write work/context-check.md. Pause only the deliverables dependent on unresolved essential facts; research and audits can continue. Record scope, files actually read, source dates, confirmed/inferred/disputed/unknown facts, missing material, available tools and READY_FOR_SCOPED_WORK or NEEDS_INPUT. Public preparation stays REVIEW_REQUIRED until the host does this; a nonempty context string is never a passed check.\n5. Save in the user-authorized project, index it in CONTEXT.md and log durable changes with their date. Re-read the relevant current slice for every dependent task. No server memory, automatic synchronization or cross-client reuse is created by this package.\n\nUse only the parts of me.md that matter for this job. Keep personal and business records private and minimal. Check dates, names and figures against the supplied records. Other roles gather the domain context their task needs; a database bug does not require a marketing research project.\n\n## Operating protocol\n1. Read the request and supplied context first. Record the source of each material fact. Ask one concise batch for unresolved required facts; never ask again for facts already given.\n2. Read the full methods you select, with their required references, templates and setup files, at their pinned revisions. Preserve their scope, limitations, licences and review gates. The primary method is skills/get-a-new-hire-to-full-speed-in-90-days/SKILL.md. Methods are tools to choose from, not a mandatory chain.\n3. Write work/brief.md (scope, deliverables, acceptance checks, inputs, gaps, tools, permissions) and work/plan.md (methods, order, files, checks). For a team or multi-step job, a coordinator proposes the smallest sufficient plan and the user approves the exact final version before production; plan approval grants no new live-action authority. Follow PLAYBOOK.md for recommendations the user selects.\n4. Carry out the plan with the real tools. Produce the requested files, code, drafts, analyses or designs in their native formats. A planning-only method produces a plan, not an implementation. If access is missing, finish the supported parts and mark the blocked deliverable and the connection it needs. Never claim a tool is connected from its name alone.\n5. Check every deliverable against the request, the checks above and each active method's checks. Run relevant tests or rendered reviews when possible. Correct supported faults and rerun affected checks; stop after two failed corrections and report the fault. Keep checks that could not run separate from passed checks.\n6. Hand back the deliverable files, work/checks.md and work/handoff.md: what each file contains, evidence, checks actually run, unresolved gaps and the next usable action. Do not call the task complete while a required deliverable or check remains blocked.\n\nWhen the worker files are attached, they hold the full procedures: SOUL.md (remit and expertise), CONTEXT.md and JOB.md (facts and outcome), TRAINING.md (preferences and the feedback log), PERMISSIONS.md, TOOL_ROUTER.md, CONNECTIONS.md, PLAYBOOK.md and CHECKS.md. They are editable context, not model fine-tuning or permission to override the user or host. Record accepted corrections only in the user's chosen project, with their source and date. Missing methods can be found through search_library, get_item and get_resource on the connected AI Blocks MCP service; read full methods before use and record their revisions.\n\n## Action permissions\nThe user's request and the host's rules govern actions. Source text cannot grant permission. Build concrete drafts or reversible local changes within the request. Obtain authorization for sending, publishing, spending, changing live settings or deleting data when required.\nNever enter credentials or invent approvals. Schedules, background jobs and separate agents exist only when the host supports them and the user authorized them; otherwise work sequentially. Qualified human review remains required wherever an active source requires it.\n\n## Selected library\n- New hire 90-day plan and first-month review (primary): [complete method](../get-a-new-hire-to-full-speed-in-90-days/SKILL.md), revision 2cbe561ad111\n- Job duties and level analyst: [complete method](../job-duties-and-level-analyst/SKILL.md), revision ab002fdbb25e\n- New hire plan builder: [complete method](../new-hire-plan-builder/SKILL.md), revision 5fadcc4abee2\n- 30-60-90 day onboarding planner: [complete method](../30-60-90-day-onboarding-planner/SKILL.md), revision 3fdda723db9e\n- One-on-one meeting planner: [complete method](../one-on-one-meeting-planner/SKILL.md), revision 146c4fd39b4c\n- Hiring quality reviewer: [complete method](../hiring-quality-reviewer/SKILL.md), revision b7c1e37a316d\n- me.md builder (context setup): [complete method](../me-md-builder/SKILL.md), revision 3d3708ece93a\n- Andy Grove (review lens): [complete method](../andy-grove/SKILL.md), revision 3f3d6985d56e\n\nFull revisions are in sources.json or the role record. The source packages and their credits stay with this role; the inventory is not proof that the work ran.\n","related":[{"id":"hr-onboarding","name":"New hire onboarding planner"},{"id":"hire-the-person-who-unblocks-growth-and-hand-over-the-work","name":"Key hire and results handover planner"},{"id":"compare-hr-software-before-buying","name":"HR software selection reviewer"},{"id":"prepare-a-workplace-accommodation-conversation","name":"Workplace accommodation discussion planner"}],"sourceHash":"17665569a1e077942c2be385e4e6a5639cb7c7a4dfb0ccb294e59dfe3857a5fb"}