The 90-day frontliner ramp plan

## Days 1–30: operational baseline The first 30 days have one job: get the new hire to first independent shift safely and competently. Everything in this window serves that goal. The content blocks are typically: brand context (~3 hours), role-specific operational training (~12 hours), compliance and safety (~6 hours), POS or system fluency (~3 hours), and on-shift application with a coach (~40 hours). The completion gate at day 30: every mandatory compliance and safety module completed, every operational module completed and knowledge-checked, the new hire has done at least 5 supervised shifts. If any of these are missing, the new hire is not yet ready for an independent shift, and the schedule should reflect that. This gate is where most franchise systems fail. The new hire is scheduled for an independent shift on day 8 because the rota needs filling, the compliance module is 'in progress', and the new hire muddles through. By day 30 nobody remembers what wasn't completed. The fix is HQ-level visibility: a dashboard that shows day-30 readiness for every new hire across every location, with red flags on anyone who's behind. ## Days 31–60: role depth Days 31–60 add depth. The new hire now understands the basic operational rhythm; this window adds the customer scenarios, the edge cases, and the brand-standards refreshers. For a barista, this is when latte-art training intensifies and customer-special-request handling enters the curriculum. For a hotel housekeeper, this is when guest-property-handling scenarios get drilled. For a personal trainer, this is when sales-conversation training begins in earnest. Content in this window is best delivered as scenario-based courses rather than procedure-based. The new hire has the procedures down; what they need now is judgment. Aristotl's Socratic question format is built for this — read a scenario, pick an answer, get the why behind right and wrong answers. The completion gate at day 60: 100% of role-depth scenario courses completed, the new hire has handled at least 3 'difficult' customer interactions (escalation, complaint, special request) with a coach in earshot, and a 30-minute coaching conversation has happened with their direct supervisor. ## Days 61–90: pattern recognition Days 61–90 are the bridge from 'doing the job' to 'being trusted with the job'. The new hire is now operationally competent; this window builds judgment for the situations that don't have a script. HQ-pushed scenario training during this period covers: an unexpected operational failure (the espresso machine breaks, the elevator is out, the ride is delayed), a high-stakes guest interaction (a complaint that could become a public incident), a team-conflict moment (a colleague isn't pulling their weight on a busy shift). This content is often skipped because it feels 'soft', but it's the difference between a 90-day employee who handles a Tuesday lunch rush solo and one who freezes the first time something unexpected happens. Aristotl's scenario library for this kind of content is reusable across the franchise — HQ builds it once, every location runs it. The completion gate at day 90: pattern-recognition scenarios completed, manager check-in conversation logged, and an HR-side retention indicator (intent-to-stay survey, manager confidence rating) collected. This is the gate that closes the formal ramp; after day 90 the employee is no longer 'in onboarding'. ## What HQ tracks across the 90 days The HQ-level reporting needs four cuts: (1) day-30 gate completion rate by location, (2) day-60 gate completion rate by location, (3) day-90 gate completion rate by location, and (4) 90-day retention rate by location. These four numbers tell you which locations are ramping their hires well and which are not — and that's the actionable signal for regional manager interventions. Most franchise systems have none of these numbers. They have anecdotal manager reports and a quarterly turnover number that arrives months too late. A real dashboard surfaces all four in real time. Aristotl's HQ rollup is built for exactly this kind of multi-location ramp tracking. ## Adapting the cadence to your role The 30/60/90 cadence is industry-invariant; the content inside it is industry-specific. Take any role in your franchise system, list the operational competencies, sort them by 'must-have at day 30' / 'must-have at day 60' / 'must-have at day 90', and you have your role's ramp plan. Then encode each block as a course track in Aristotl, and the ramp plan becomes self-running.

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