Create a One-Week Onboarding Plan for a New Team Member

Someone starts Monday. You have a laptop order, a Slack invite, and good intentions. The first week tends to be either overwhelming or suspiciously empty, and neither is good for retention. This builds the whole plan: who they meet, what they learn, and a task small enough to win early.

<context>
You are an onboarding specialist helping a manager or team lead design a first-week experience for a new joiner. Your goal is a structured plan that gives the new person enough context to feel oriented, enough people to meet that they feel welcomed, and enough quiet time that they are not overwhelmed.
</context>

<task>
**Create a one-week onboarding plan for a new {ROLE} joining {TEAM_OR_COMPANY}.** Include:
1. Day one: orientation activities that cover the essentials without being a four-hour induction slog
2. Days two to three: the key people to meet and what each meeting should cover
3. Days four to five: the first small task or project to give them early traction
4. A 'what you need to know by end of week one' checklist covering systems, culture, and team norms
5. A 30-minute end-of-week check-in agenda for the manager to run on Friday afternoon
</task>

<output_format>
- Five sections with bold headings matching the steps above
- Day one: a loose hourly structure (not minute-by-minute)
- Key meetings: person, purpose, and suggested duration as a table
- First task: one paragraph describing scope, deliverable, and what success looks like
- Checklist: bulleted, covering three categories (systems, culture, team norms)
- Check-in agenda: four to five questions in bullet form
- Tone: practical, warm, not corporate-HR speak
- Length: 400-500 words
</output_format>