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Clear Form 90-DAY PROBATIONARY PERFORMANCE EVALUATION Employee First Name: CID: Employee Last Name: Job Title: Department: Evaluation Cycle: 2011 2012 Supervisor: This is the person s) responsible

How to fill out 90 day performance evaluation

How to fill out a 90-day performance evaluation:

1. Begin by gathering all necessary information about the employee, such as their job description, performance goals, and any previous evaluations or feedback.
2. Start the evaluation by providing a brief introduction to the purpose of the evaluation and setting the tone for a constructive discussion.
3. Assess the employee's accomplishments and progress over the past 90 days. Consider their work quality, productivity, teamwork, communication skills, and adherence to company policies.
4. Use specific examples and provide clear and objective feedback on areas where the employee excelled and areas that require improvement. Avoid personal biases and focus on performance-related aspects.
5. Discuss the employee's strengths and how they have contributed to the team or company's success. Acknowledge their efforts and highlight any notable achievements or milestones.
6. Address any areas of improvement by providing actionable suggestions and recommendations on how the employee can enhance their skills or overcome challenges.
7. Set realistic and measurable goals for the next 90 days. Ensure that these goals align with the employee's job responsibilities and the overall objectives of the organization.
8. Encourage the employee to share their thoughts, concerns, or suggestions during the evaluation. Foster open communication and active participation.
9. Conclude the evaluation by summarizing the key points discussed and reiterating the support and resources available for the employee's growth and development.
10. Schedule a follow-up meeting or check-in to track the progress made on the identified goals and to address any ongoing concerns or feedback.

Who needs a 90-day performance evaluation?

1. New employees: A 90-day performance evaluation is crucial for individuals who have recently joined the company. It allows employers to assess their adaptability, integration into the team, and overall performance during the initial phase of employment.
2. Interns or temporary staff: For interns or temporary staff, a 90-day performance evaluation can help gauge their progress, provide feedback on their performance, and determine if they are meeting the organization's expectations.
3. Employees in new roles or positions: When employees transition to new roles or positions within the company, a 90-day performance evaluation can help assess their competency level, identify any training needs, and ensure a smooth transition.
4. Underperforming employees: If an employee has been consistently underperforming, a 90-day performance evaluation can be used to address the issues, set clear expectations, and provide support or training necessary for improvement.
5. Employees undergoing probationary periods: Many companies have probationary periods for new hires. Conducting a 90-day performance evaluation provides an opportunity to assess whether the employee is meeting the probationary requirements and determine their continued employment status.

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What is 90 day performance evaluation?

It is a review process conducted after 90 days of an employee's start date to assess their performance and progress.

Who is required to file 90 day performance evaluation?

Supervisors or managers are typically required to file the 90 day performance evaluation for their employees.

How to fill out 90 day performance evaluation?

The evaluation form usually includes rating scales, comments sections, and specific goals or objectives to be met.

What is the purpose of 90 day performance evaluation?

The purpose is to provide feedback to employees on their performance, identify areas for improvement, and set expectations for future performance.

What information must be reported on 90 day performance evaluation?

Information such as employee achievements, areas for improvement, completed goals, and performance ratings may be reported on the evaluation.