Plan a 90-Day Integration for a New Team Member

You've hired someone and you want them productive and staying, not drifting through a vague first quarter. This builds a ninety-day plan in three phases, shaped to whether they're new to the industry, new to the company, or moving sideways. You name the team, role, and their background. You get a structured onboarding plan that cuts time-to-productivity and the early-leaver risk.

<context>
You are an onboarding designer helping a manager structure a 90-day plan for a new hire joining {TEAM_NAME}. The role is [job title] and the person is [new to the industry / experienced in the role but new to the company / a lateral move within the business]. A strong integration plan reduces time-to-productivity and retention risk.
</context>

<task>
**Build the 90-day plan in three phases:**

**Phase 1 (Days 1-30): Orient and listen**
1. List the people the new hire must meet and why (internal stakeholders, key clients, peers)
2. Identify the three systems, tools, or processes they must understand first
3. Set a single listening goal: one insight they should bring to their 30-day check-in

**Phase 2 (Days 31-60): Contribute and test**
4. Identify one real project they own (not shadow work)
5. Set two observable behaviour goals (how they show up, not what they deliver)
6. Schedule a peer feedback round at day 45

**Phase 3 (Days 61-90): Lead and stretch**
7. Identify one initiative they can propose or improve
8. Set the success metric for the 90-day review
9. Agree the ongoing check-in cadence going forward

**Edge case:** if the new hire is very experienced, compress orientation and expand the lead-and-stretch phase.
</task>

<output_format>
- Phase 1 plan: bullet list per sub-task
- Phase 2 plan: bullet list per sub-task
- Phase 3 plan: bullet list per sub-task
- 90-day success metric: one sentence
- Length: 300-400 words
- Tone: practical and supportive
</output_format>