Plan 30-60-90

Proposal for 30-60-90 Day Plan
First 30 Days:
Become acclimated to the work environment of the department, concentrating on the work efforts being supported by the current team members.
Makemyself available, and extend an open invitation to everyone for informal conversations pertaining to work and their primary roles and responsibilities.
* Who are the clients?
* Defineclient relationships
* What are the client expectations for each engagement?
* Support all learning activities
* What deliverables are expected from my team?
* What are the staffingrequirements (Learning and Development)?
* How are staffing selections made?
Become familiar with the current development programs being offered through the site. If possible, participate incurrent specialized training being delivered to Hewlett Packard employees’ (i.e. New hire, developmental, program refreshers).
Analyze current employee’s schedules in order to determine thecoverage support and make strategic changes if necessary.
First 60 Days:
Begin a training needs analysis: measure current effectiveness in support of a coordinated set of practices for the initiallydefined work unit.
* Define a baseline in determining next steps.
* Gather training data in determining post-training effectiveness.
* Assess the capabilities of my training team (if itexists)
* Assess current training resources - what kind of technology do they have and how is it being used?
* Assess the quality of training – Determine a clear delivery path.
*Create a strategic training & development plan based on findings.

First 90 Days:
- Define department steps to forward delivery:
* New Hire
* On-Going Development and employee careerpath
* Leadership Training
* Prepare recommendations based on those observations.
* Partner with Quality and Operations in determining improvements to on-going learning programs.