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Review Dates: INDIVIDUAL PLAN REVIEW Name: Program: CHOICE Meeting Date: *Priority Rank 90 Day Review: TO#: Current Step/ Quarterly Progress 1st Quarter 2nd Quarter 3rd Quarter Annual Form C371 2/89;

How to fill out 90 day review

How to Fill out 90 Day Review:

1. Begin by reviewing the employee's job description and performance goals that were set at the time of hire. This will help you assess whether they have met the expectations outlined for their role.
2. Evaluate the employee's performance based on specific criteria, such as quality of work, productivity, teamwork, communication skills, and adherence to company policies and procedures.
3. Provide objective feedback on the employee's strengths and areas for improvement. Be specific and provide examples of their accomplishments or areas where they can enhance their performance.
4. Set specific goals for the next 90 days that align with the employee's development needs and the organization's objectives. These goals should be measurable and achievable.
5. Discuss any challenges or obstacles the employee might be facing and offer support or resources to help them overcome these challenges.
6. Document the review by completing the necessary paperwork or using a performance management software. Include the employee's performance ratings, feedback, and agreed-upon goals.
7. Schedule a follow-up meeting with the employee to review their progress and provide ongoing support and guidance.

Who Needs a 90 Day Review:

1. New Hires: 90 day reviews are commonly conducted for employees who are in their initial probationary period. This allows employers to evaluate the employee's performance and determine if they are the right fit for the organization.
2. Promoted Employees: Employees who have recently been promoted to a new role may also benefit from a 90 day review. It helps to assess their ability to handle the increased responsibilities and provides an opportunity to set expectations for their new position.
3. Underperforming Employees: 90 day reviews can be used to address performance issues with employees who are not meeting expectations. This review period allows for targeted feedback, goal setting, and opportunities for improvement.

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