The First 90 Days: Setting New Hires Up for Success in Education

When a new teacher or staff member joins your school, their first three months are critical. These early days shape how engaged, confident and effective they’ll be long term and whether they stay. 

Across Australia and New Zealand, where teacher shortages and retention challenges remain, structured onboarding is more than a best practice, it’s essential. A strong start helps educators settle in quickly, build relationships, and deliver consistency for students. 

Poor onboarding comes at a real cost. Studies show that replacing a teacher who leaves within their first few months can cost schools up to 30–40% of the role’s annual salary, once recruitment, training, and classroom disruption are factored in. Beyond the financial impact, frequent staff changes mean students must repeatedly adjust to new teaching styles, which can affect engagement and learning outcomes. 

To address these challenges, departments across Australia — including the NSW Department of Education — have introduced multi-phase onboarding frameworks that focus on connection and role clarity, not just compliance. Schools that take a similar approach see stronger retention, improved staff wellbeing, and smoother classroom transitions. 

A 3-Phase Approach to a Successful Onboarding Plan 

Days 0–30 → Welcome & Belonging 

The first month is about helping new hires feel connected and confident. 

 

Before Day 1 

• Send a welcome email outlining what to expect in Week 1 

• Ensure systems, logins and workspace are ready 

• Introduce a “buddy” or peer mentor 

 

During the First Month 

• Provide a warm welcome, a school tour, and key introductions 

• Clarify expectations and goals for the first term 

• Schedule weekly check-ins to offer support and answer questions 

• Celebrate a small early “win” (e.g. leading a class project or new tech pilot) 

Days 30–60 → Integration & Skill Building 

Now that they know the basics, focus on growth and contribution. 

Support development by: 

• Expanding responsibilities gradually 

• Encouraging classroom innovation or involvement in cross-school initiatives 

• Organising peer observations or collaborative planning sessions 

• Checking training progress e.g. in digital pedagogy or inclusive practices 

• Continuing regular check-ins every fortnight 

 

By the 60-day mark, your new hire should feel part of the team and confident about their contribution. 

Days 60–90 → Performance & Growth 

This final phase shifts from settling in to sustaining performance. 

Focus on: 

• A formal 90-day check-in: review progress, gather feedback and refine goals 

• Identifying longer-term growth opportunities (e.g. leadership, curriculum design, pastoral care) 

• Embedding ongoing development into their annual plan 

• Reinforcing belonging through culture, mentorship and recognition 

By the end of 90 days, your new educator should have clear direction, strong relationships, and growing momentum. 

 

Practical Tips for School Leaders 

• Create a 90-day plan template: Consistency helps every hire start strong. 

• Assign a mentor: Peer support accelerates engagement. 

• Prioritise regular check-ins: Weekly early on, then fortnightly. 

• Celebrate early success: Helps staff feel valued and capable. 

• Align onboarding with retention goals: Great onboarding = better retention. 

The Opportunity for 2025 

As the education landscape evolves, schools that invest in structured onboarding will gain a lasting edge in retention and engagement. 

When your staff feel supported from day one, they’re more likely to stay, grow and contribute to stronger outcomes for students and for your school as a whole.