Get the free 90 DAY PERFORMACE EVALUATION - nickleelectricalcom

90 DAY PERFORMANCE EVALUATION Employee: Date: QUALITY OF WORK: ATTITUDE: KNOWLEDGE OF JOB: INITIATIVE: ATTENDANCE×SCHEDULE: Visit our website at www.nickleelectrical.com COMMUNICATION: TEAMWORK:

How to fill out 90 day performace evaluation

How to fill out 90 day performance evaluation:

1. Gather all necessary information: Before starting the evaluation, ensure that you have all relevant data about the employee's performance during the 90-day period. This can include records of their attendance, productivity, quality of work, and any other relevant metrics.
2. Review the evaluation criteria: Familiarize yourself with the evaluation criteria that have been set for the position. This can include factors such as job knowledge, communication skills, teamwork, and problem-solving abilities. Make sure you understand what each criterion entails.
3. Use clear and objective language: When assessing the employee's performance, use clear, specific, and objective language. Avoid vague terms or subjective statements. Provide concrete examples and measurable evidence to support your evaluation.
4. Provide feedback on strengths and weaknesses: Highlight the employee's strengths and areas where they have excelled during the 90-day period. Acknowledge their achievements and positive contributions. Similarly, address any weaknesses or areas for improvement in a constructive manner, offering suggestions on how they can enhance their performance.
5. Set goals for future development: Use the evaluation as an opportunity to discuss the employee's future growth and development. Set specific and achievable goals that align with the organization's objectives and the employee's career aspirations. These goals can help guide their performance improvement moving forward.

Who needs a 90-day performance evaluation?

1. Newly hired employees: 90-day performance evaluations are typically conducted for newly hired employees. It allows the organization to assess their progress and effectiveness during the initial probationary period.
2. Managers and supervisors: Managers and supervisors play a crucial role in conducting and analyzing 90-day performance evaluations. They are responsible for evaluating the employee's performance, providing constructive feedback, and making decisions regarding promotions, salary adjustments, or termination if necessary.
3. Human resources department: The HR department often oversees and coordinates the 90-day performance evaluation process. They ensure that evaluations are conducted in a fair and consistent manner across the organization. HR may also provide guidance and training to managers on how to conduct effective evaluations.

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