Use the downloadable checklist
Open the free spreadsheet in your spreadsheet application. Each row connects a task with its learning activity, practice, success criterion, reviewer, evidence and sign-off status. Replace the labelled example and use the blank rows for your role.
Agree the criteria and reviewer before the first day. The checklist is a planning aid, so adapt it to your organisation and maintain employee information in an approved location.
Start with the role
List the tasks a new starter must perform independently. Separate essential work from information they can look up later. Give each task an owner, a learning activity and a clear way to demonstrate understanding.
For example, a customer-support role may need to identify an account, handle a routine request and escalate an exception. Reading a policy is preparation; handling a reviewed scenario is evidence of application.
Prepare before day one
Confirm access, required equipment, the learning schedule and the manager responsible for check-ins. Identify existing experience that may count toward a requirement, and decide who can approve that credit.
Use this checklist for each requirement: task; source material; learning activity; practice; reviewer; evidence; due date; and follow-up if the standard is not met.
Give managers a specific check
Replace ‘confirm onboarding is complete’ with an observable task and criteria. Ask the manager to record what was observed, when it happened, which standard was used and what support is still needed.
Keep ‘completed learning’ and ‘waiting for sign-off’ distinct. This makes the next action clear without treating an unfinished review as a learner failure.
Review the first cohort
Compare planned and actual time to sign-off. Note where access, unclear instructions or reviewer availability caused delays. Ask learners and managers which steps helped them perform the work.
Revise the journey before expanding it. A useful onboarding record explains both what happened and what should happen next.
