NEW HIRE RAMP SYSTEM · INSTANT DOWNLOAD

Stop calling orientation a 90-day ramp.

Give every new hire clear day-30, day-60, and day-90 capability gates, real-work practice, evidence-based check-ins, and a defined readiness decision.

  • ✓ Manager Ramp Playbook
  • ✓ Editable 30/60/90 Ramp Plan
  • ✓ Scorecards, check-ins, evidence log, and correction plan
  • ✓ AI Coach workflows for planning and practice
  • ✓ Completed example + DOCX/PDF working files
$29.99One-time purchase · files you keep
Get the Ramp System →

Operational management guidance. Human managers remain responsible for evaluation and employment decisions.

90 daysstructured ramp
3 gates30 / 60 / 90
6 assetsmanager-ready
$29.99one time
THE SYSTEM

Make “ready” visible before responsibility expands.

The system moves a new hire through three clear phases. Managers define the role outcomes, assign training owners, collect real work evidence, and only expand responsibility when the phase gate is met.

01

Days 1–30

Learn the role, tools, boundaries, and fundamentals. Demonstrate the basics under review.

02

Days 31–60

Own recurring work with decreasing support. Practice common exceptions and judgment.

03

Days 61–90

Sustain outcomes with normal oversight and prove readiness for the agreed role scope.

WHAT YOU GET

Everything a manager needs to run the ramp.

Not another blank onboarding checklist. This package gives the manager the operating method, working plan, evaluation tools, AI workflows, and example needed to run the first 90 days consistently.

Manager Ramp PlaybookHow to structure each phase, run check-ins, set gates, and close the ramp.
30/60/90 Ramp Plan TemplateRole outcomes, phase tasks, evidence requirements, tools, owners, and stop conditions.
Scorecards & Check-InsEvidence-based scoring, one-on-one agenda, correction plan, evidence log, and day-90 review.
45-Minute Manager Setup GuideBuild a role-specific ramp without turning onboarding into a project.
AI Coach Workflow PackDraft ramps, build practice cases, organize evidence, and design targeted correction sprints.
Completed ExampleSee how a fictional customer-service role moves from outcomes to gates to day-90 evidence.
THE MANAGER RULE

Score the work. Not the person.

The scorecard is built around observable job-related evidence. When evidence is incomplete, the manager marks “Not enough evidence” rather than guessing.

OUTCOMESDefine what the role must produce.
EVIDENCEUse completed work, quality, handoffs, and escalation behavior.
GATESExpand responsibility only when the agreed standard is demonstrated.
HUMAN DECISIONAI supports planning and organization; it does not make employment decisions.
BUILD THE NEXT RAMP

Give the next new hire a path they can actually follow.

Define the first 90 days once, improve it from real evidence, and reuse the system for the next person in the role.

$29.99 one time
Get the Ramp System →Platform-agnostic. No SkillMerchant subscription or external runtime required.