Team/Manager Template Free

New-Hire Sales Ramp Plan (30/60/90-Day Template)

Week-by-week onboarding milestones anchored to named competency levels, not just activity quotas, so ramp actually means skill growth.

What's inside

A 4-level competency scale definition: Foundational, Developing, Proficient, Advanced
6 tracked competencies: Product & Value Narrative, Discovery & Qualification, Objection Handling, Negotiation, Pipeline/Forecast Management, Territory/Account Planning
Week-by-week checklist for Days 1-30 with Checkpoint 1
Week-by-week checklist for Days 31-60 with Checkpoint 2
Week-by-week checklist for Days 61-90 with the Checkpoint 3 ramp-graduation gate
A fill-in ramp scorecard table with Day 30/60/90 targets vs. actuals per competency
A manager's note explicitly separating activity metrics from the ramp gate

New-Hire Sales Ramp Plan — 30/60/90 Day Template

Anchored to named competency levels, not just activity quotas, so "ramped" means the rep can actually do the job, not just that they made enough calls.

Competency levels (use across every skill below)

L1 — Foundational: Can explain the concept; hasn't executed it live yet.
L2 — Developing: Can execute with a script/support; inconsistent results.
L3 — Proficient: Executes independently with consistent results.
L4 — Advanced: Adapts to novel situations; could coach a peer.

Competencies tracked

Product & Value Narrative · Discovery & Qualification · Objection Handling · Negotiation · Pipeline/Forecast Management · Territory/Account Planning

Days 1–30 (Weeks 1–4) — Target: L1 across the board, L2 on Product & Value Narrative

Week 1: Systems/tools setup complete; shadow 3 live calls; complete Product Certification Module 1
Week 2: Complete full product certification; shadow 5 more calls including discovery calls; first mock discovery call with manager
Week 3: First live discovery call (manager silent-listens); draft initial territory/account plan
Week 4 — Checkpoint 1: Manager scores each competency (L1/L2); account plan finalized; first outbound sequence live

Days 31–60 (Weeks 5–8) — Target: L2 on Discovery & Objection Handling, first live deals building

Week 5: First full discovery call run solo; objection-handling roleplay lab
Week 6: First proposal/demo delivered solo (manager shadows); negotiation fundamentals training
Week 7: First real negotiation conversation, manager-coached beforehand
Week 8 — Checkpoint 2: Manager re-scores each competency; pipeline coverage check against ramped quota; mid-point 1:1 with skip-level manager

Days 61–90 (Weeks 9–13) — Target: L3 on Discovery & Objection Handling, L2 on Negotiation, first closed-won

Week 9: Full quota-carrying activity cadence in place; shadow a peer's negotiation call
Week 10: First deal reaches late-stage/negotiation solo
Week 11: Push toward first closed-won deal
Week 12 — Checkpoint 3 (Ramp Review): Must reach L3 on Discovery & Qualification and Objection Handling to be declared "ramped" — activity volume alone does not graduate a rep
Week 13: Ramp graduation review with manager + enablement; set next-quarter development goals toward L4

Ramp scorecard (fill in per rep)

Competency	Day 30 Target	Day 60 Target	Day 90 Target
Product & Value Narrative	L2	L3	L3
Discovery & Qualification	L1	L2	L3
Objection Handling	L1	L2	L3
Negotiation	L1	L1	L2
Pipeline/Forecast Management	L1	L2	L2
Territory/Account Planning	L1	L2	L2

Manager's note

Track call volume, meetings booked, and pipeline generated throughout — but they are not the ramp gate. A rep can hit every activity number and still not be ramped if they can't run a discovery call independently at a consistent standard. The competency scorecard above is what determines graduation from ramp, not the activity dashboard.

How to use it

Give the new hire and their manager the checklist on day one, score the scorecard together at each 30-day checkpoint, and use the Week 12 competency levels (not activity numbers) as the actual ramp-graduation gate.