This article explains what Individualised Ramp Plans are and how managers can create, implement, and monitor them effectively to support employee success.
Individualized Ramping Plans
To activate individualized ramping plans on a workflow:
Go to Workflow Settings → Enable Manager-Facing Ramp Plans and toggle this to On.
Choose notification timing — when should the Direct Manager receive the review notification?
7 days before start date: proactive preparation
On start date: real-time readiness
3. Ensure that the Use case type of the workflow is set to Onboarding
Once this is configured, when a candidate is marked as Hired in your ATS (or launched manually), Enboarder automatically:
Launches them into the HR Pre-Onboarding / Onboarding workflow that you have created - with the process flowing as normal
Sends the Direct Manager a notification to review and approve the ramping plan
💡 Tip: Enabling manager-facing plans gives managers early visibility and ownership of onboarding, ensuring plans are relevant, timely, and manager-approved before launch.
As the plan progresses:
Stakeholders receive nudges (similarly to how they do through the workflow experience)
Activities unlock over time
HR and managers can track progress and adjust pacing as needed.
Path 1 — Ramping with an ATS Integration (Recommended)
When to Use This
Choose this path if you want new hire ramping plans to launch automatically as soon as a candidate accepts their offer in your ATS.
What It Enables
Zero manual data entry — all data syncs directly from your ATS
Auto-triggers when a candidate reaches a defined stage (e.g., Hired)
End-to-end automation from ATS → Plan generation → Manager approval → New hire share
Step 1: Connect Your ATS to Enboarder
Authenticate your ATS in Settings > Apps & Integrations → ATS.
Select your trigger stage (e.g., Offer Accepted or Hired, dependent on your ATS configuration).
Map your fields — align ATS fields with Enboarder fields used in plans and stakeholder details.
Example: Job Position → Job Position, Hiring Manager → Direct Manager, Hire Date Date → Start Date
Step 2: Prepare Your Ramping Foundations in Enboarder
Content & Resources:
Upload relevant documents, links, and tools for processes, compliance, and onboarding references in the AI Document Library.Notifications:
Confirm that the correct workflows are active and contain the relevant sequences and stakeholders that you have designed.
Path 2 — Individualized Ramp Plans Without an ATS Integration (CSV / Manual)
When to Use This Path
Use this option if:
You don’t have (or prefer not to use) an ATS connection.
You’re piloting Ramping with a small or controlled group of new hires.
What This Setup Enables
Fast start via CSV upload or manual entry
Full plan quality and stakeholder orchestration — just without automated data sync
Step 1: Set Up Your Data Inputs
Choose one of the following methods to add new hires:
Option 1: CSV Upload
Prepare a CSV file with the following columns:
First Name
Last Name
Work Email
Job Position (or synonym such as Role or Title)
Start Date
Manager Email
Department
Location
Then upload it directly in Settings → Apps & Integrations → Manager Employees in Workflows > Upload CSV.
Option 2: Manual Add
Add each new hire directly in Workflows > Launch workflow, filling in the same fields as above.
💡 Tip: Use the field “Job Position” consistently. You can rename its label (e.g., Role or Title) while keeping the same underlying field to ensure data consistency. Avoid creating duplicate or similar fields, as this can complicate future integrations or migrations
Triggering Individualized Ramp Plans
To trigger the individualized ramp plan, you will need to launch a new hire into the relevant workflow (this can be done in multiple ways, as shown HERE). This will then trigger a ramp plan notification to the manager, if the setting is activated in the workflow settings (as shown earlier in this article).
NOTE: If the Job Position field is not populated during workflow launch, a ramp plan will not be generated and the process will not begin.
There are two ways to start the process:
The manager uploads an existing ramping plan template to start the process
The hiring manager receives a sequence (activity) notification asking them to upload their existing onboarding plan.
Manager receives:
Form title: Upload Your Ramping Plan
Form description: Share your existing onboarding plan to create a personalized new hire enablement experience
Supported file formats:
Microsoft Word (.doc, .docx)
PDF (.pdf)
Microsoft Excel (.xls, .xlsx)
File size limit: Maximum 3MB (due to AI processing limitations)
Important: This upload sequence is currently managed in the backend and is not visible to admins in the workflow builder UI. This will be enhanced in a future release to bring it onto the admin UI for greater transparency and control.
Step 3: Document Upload Confirmation
After the manager uploads their document, they see a success confirmation:
Document Uploaded Successfully!
Your document will be processed to generate a personalized ramp plan.
What Happens Next?
On [plan review notification date], you'll receive a notification to review the generated plan.
The plan will include best practice content that you can review and edit to personalize it for your new hire.
Behind the scenes:
The system tags the uploaded document as "Manager onboarding plan"
The document is stored and linked to the specific Job Description (JD)
The AI ramping agent begins processing the document
Step 4: AI Plan Generation (Manager Plan Provided)
Once the manager uploads their plan, the AI ramping agent creates an enhanced plan by:
Using the manager's plan as the primary foundation - The manager's activities, timeline, and priorities are preserved
Enhancing with Job Description analysis - Fills gaps with role-specific requirements from the JD
Personalizing with candidate resume (if available) - Adjusts task depth and pace based on the new hire's background
Adding mandatory components - Includes required checkpoints like SMART assessments (30/60/90 days), weekly pulse checks, and probation review
Priority order when inputs conflict:
Manager Plan (highest priority)
Candidate Resume (medium priority)
Template/JD (baseline)
Content filtering: The AI automatically filters out HR administrative tasks (paperwork, IT equipment setup, facilities access, payroll) and focuses only on role-enabling content (systems, processes, product knowledge, technical skills, first deliverables).
The enhanced plan is tagged as "Manager authored plan" and becomes the default template for all future hires with the same Job Description.
Step 5: Manager Review Notification
When the AI-generated ramping plan is ready for review, the manager receives a notification.
Timing:
Configured by HR admin (e.g., "7 days before start date")
Ensures manager has time to review and approve before the new hire starts
Manager can:
Preview the generated plan
Edit activities, milestones, and tasks to further personalize
Approve the plan for the new hire's journey
The manager starts the process without a providng an existing ramping plan template
If a manager does not upload their plan before the sequence deadline:
What happens:
The upload sequence becomes overdue
The AI automatically generates a ramping plan using:
Job Description analysis (required)
Candidate resume (if available)
Standard best-practice template
Manager receives a plan review notification as scheduled
Manager can still review, edit, and personalize the AI-generated plan before the new hire starts
No blocking: The new hire's onboarding is never delayed. If a manager doesn't provide a plan, the system ensures a high-quality JD-based plan is ready on time.
If a manager does not upload their plan before the sequence deadline:
What happens:
The upload sequence becomes overdue
The AI automatically generates a ramping plan using:
Job Description analysis (required)
Candidate resume (if available)
Standard best-practice template
Manager receives a plan review notification as scheduled
Manager can still review, edit, and personalize the AI-generated plan before the new hire starts
No blocking: The new hire's onboarding is never delayed. If a manager doesn't provide a plan, the system ensures a high-quality JD-based plan is ready on time.
Depending on whether you start a ramp plan with an existing ramp plan or not, once you have decided the next steps are as followed:
Step 1: Manager Review Notification
Once a plan is generated, the manager receives a notification (email/SMS) prompting them to review the draft plan before it starts.
Why:
This ensures the plan reflects actual expectations for that role before the new hire ever sees it.
Benefit:
Managers feel ownership from the start and can make context-specific tweaks that increase engagement and alignment.
Step 2: Manager Views Plan
Managers can preview the plan instantly via a secure link—no login required.
If a manager needs to change timelines, add/remove activities, or update stakeholder details, they can log in to Enboarder to edit.
Why:
Editing requires authentication for security and traceability.
Benefit:
Managers can confidently personalize the plan while ensuring all changes are tracked.
Step 3: Manager approval required to start the plan
The manager must approve and start the plan before the new hire receives it.
Why:
This serves as a control point so the new hire only sees the version the manager endorses.
Benefit:
Guarantees quality, prevents premature launches, and signals to the new hire that their manager is invested in their success.
Step 4: Manager shares the plan with the new hire
Once approved, the manager can share the plan with the new hire directly from the preview screen or dashboard.
Why:
This makes the communication personal—“Your manager has shared your personalized enablement plan.”
Benefit:
Boosts trust and engagement. The handoff feels like a supportive gesture, not an automated notification.
Step 5: Manager can change the new hire’s buddy
During review or later in the plan, the manager can update or reassign the Buddy role.
Why:
Buddies may change if someone leaves, is unavailable, or if a better fit emerges.
Benefit:
Keeps the social integration element alive and relevant, ensuring the new hire always has a reliable go-to person.
Ramp Plan Dashboard
When the manager logs into their dashboard, they will be able to see the ramp plans created for each individual.
Here you can approve a plan or view a plan that is already on-going.
Add a task
Before a plan is approved, you can add an activity using the + icon
The AI will prompt you with questions to find out what you would like to do with Task
You can assign the new task with the options provided or use someone else
If you've selected someone else, the system will search for that person to see if they have a profile.
You click the profile and the system will take that as confirmation that you want to assign the task to that profile
The next step is describing what you want the activity to be
When you've done that, the AI will process your request and generate a task, which you can also preview as well
Click saves changes and the task will be added to the ramp plan
Edit Task
You can also edit one of the tasks before approving a plan
The AI designer mode will appear giving you options on what changes you'd like to make to the task
Individual Ramping Plan Reporting Metrics 📈
Enboarder’s Individualized Ramping Plan reporting gives managers real-time visibility into how each new hire is progressing across their onboarding journey — from Foundation to Impact.
It surfaces key execution signals like goal completion, overdue milestones, and time-to-first-outcome, allowing managers to intervene early, coach effectively, and shorten the new hire’s path to productivity.
🎯 Purpose
Enable managers and HR to:
Track real progress, not just completion clicks.
Spot delays or stuck goals quickly.
Measure readiness in terms of outcomes achieved.
Have meaningful 1:1 conversations using structured ramp data.
All reporting metrics follow consistent logic across roles and plans to ensure comparability and transparency.
📈 Key Metrics and Formulas
1️⃣ Ramping Progress (%)
Formula:
Completed activities ÷ (Sent activities – In Progress activities)
Definition:
Shows how far the new hire has progressed through their ramping journey. Each activity represents a time-based activity group (e.g., Week 1, Week 2).
Why it matters:
Gives managers a clear, single-number summary of ramping momentum.
2️⃣ Goal Completion (%)
Formula:
Completed Goals ÷ Total Goals
Definition:
Measures completion of core ramping goals, such as “Learn the Tools” or “Deliver First Outcome.”
Why it matters:
Shows the manager exactly how much of the role-specific ramp plan has been achieved.
3️⃣ Milestone Completion
Logic:
A milestone is complete only when all its child activities are complete.
An activity is complete only when all associated modules (Content, Form, Event, etc.) are complete.
Why it matters:
Ensures reporting reflects true execution, not just opened tasks.
4️⃣ Goal Overdue (Days)
Formula: Today’s Date – Goal Due Date (if not completed)
Display Example:
Overdue by 5 days
Why it matters:
Allows managers to focus coaching efforts on delayed goals that might affect productivity.
5️⃣ Goal Completion Delta
Formula:
Actual Completion Date – Goal Due Date
Definition:
Shows whether a goal was completed early (negative value) or late (positive value).
Why it matters:
Reveals execution discipline and helps identify patterns of delay across teams.
Status Color Coding:
Status | Meaning | Color |
✅ On Time | Activity or goal completed by due date | Green |
🟣 In Progress | Started but not yet completed | Purple |
⚪ Upcoming | Not yet started / scheduled | Grey |
🔴 Late | Due date passed without completion | Red
|
6️⃣ Phase-Level Productivity Progress
Each ramping plan follows a 3-phase progression aligned to the 30/60/90-day ramping model.
Phase | Duration | Example Goals | Represents |
Foundation | Days 1–30 | Understand the company, connect with people, learn tools & processes | Early readiness |
Contribution | Days 31–60 | Deliver your first outcome | Meaningful contribution |
Impact | Days 61–90 | Make a tangible team impact | Independent performance |
Formula per phase:
(Completed Goals in Phase ÷ Total Goals in Phase) × 100
Why it matters:
Allows managers and HR to see which stage of readiness the new hire has reached.
7️⃣ Time to First Outcome
Formula: Date(“Deliver Your First Outcome” Goal Completed) – Plan Start Date
Definition:
Measures how long it took for the new hire to achieve their first productive milestone (Goal 5, “Deliver Your First Outcome”).
If plan has not started or TTP goal is not completed:
“This ramping plan does not contain a goal marked as ‘First Outcome.’”
“Ramping plan has not yet started.”
Why it matters:
Quantifies how soon new hires start delivering value.
8️⃣ Last Week’s Activities
Logic: Displays activities from the previous 7 days based on the plan’s start date and timing offsets.
Why it matters:
Helps managers review what was completed last week and address blockers in their next 1:1.
9️⃣ Next Week’s Activities
Logic:
Shows activities scheduled for the next 7 days.
Why it matters:
Enables proactive preparation — managers can set expectations, assign support, and prevent delays.
💡 Tips for Managers
Use the Last Week and Next Week tiles to guide weekly 1:1s.
Review Goal Completion Delta to identify which areas consistently run late.
Track Time to First Outcome across hires to benchmark onboarding effectiveness.
Discuss Foundation → Contribution → Impact progress in team reviews.
Summary
These reports help managers focus on what matters most — progress, productivity, and performance signals — rather than activity noise.
By combining plan data, milestones, and timing, Enboarder enables you to:
Act early when delays appear.
Celebrate readiness milestones.
Continuously improve your onboarding playbook.
Individualized Ramping Plans FAQs
Can admins see the ramping plan and make edits?
The entire ramping initiative is based on the hypothesis that “functional onboarding” is the manager's responsibility. So, once a new hire is onboarded and has completed their company onboarding, they will move to “functional onboarding/ramping”. Managers can of course edit as needed.
How are we taking into consideration managers with multiple hires on a key date?
Managers will receive notifications for each new hire individually.
Does the Job position sync with the ATS?
Absolutely! We will look at the label match from the ATS, even if you change the name of this field.
Would this work without an integration?
Yes! Simply upload the job description in the AI Document Library and this will be function correctly.
Can a manager delegate a task to another leader or stakeholder in that same team?
Currently, managers cannot delegate the task to another stakeholder.
What is a “Failed” status on the ramping plans?
A “Failed” ramping plan indicates that the AI plan generation process did not complete successfully — typically because:
The Role Analysis or Experience Assessment agent didn’t return a structured output,
Mandatory context (e.g., Job Description, Manager input, or timeline) was missing, or
Do reminders go out about ramping plan notifications?
Automated reminders are sent by the system. It follows the account level settings for reminders.
Where does the ramping plan get it’s content?
Data from the ATS, job description and AI Document Library and account data
Will the plans be branded in the customers colour?
The branding follows Enboarder's branding.
Can admins upload Job Descriptions in another language?
Currently, English is supported, with German, Spanish and French coming in 2026.
If you don’t input the Job Position field at workflow launch, what happens?
No individualised ramping plan will be triggered.
Is it in the same queue of sequences as the Preboarding journey i.e. if their is any catch up (it didn't seem like it was)?
It will play catch-up the same way that the pre-boarding workflows function.
Questions?
Contact our Support Team via chat! 😊