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90 Day Probationary Evaluation.doc. HR Form×mab2012. 90-DAY PROBATIONARY PERFORMANCE EVALUATION ... Supervisor email this form to Vicki York (York Collin.edu) in Human Resources (form must be sent

How to fill out 90 day probationary bevaluation

How to fill out a 90 day probationary bevaluation?

1. Begin by gathering all necessary information and documents related to the employee being evaluated, such as their job description, any performance goals or expectations set at the beginning of the probationary period, and any previous performance evaluations or feedback.
2. Set aside dedicated time to review the employee's performance over the 90 day period. This may involve going through any records of completed tasks, projects, or assignments, as well as analyzing their overall performance, attitude, attendance, and any incidents or issues that may have arisen during the probationary period.
3. Use a standardized evaluation form or template provided by your organization, if available. This can provide a clear structure and consistent framework for the evaluation process. If such a form is not provided, create a document with sections for different aspects of the employee's performance that need to be assessed.
4. Start by providing an overall summary of the employee's performance during the probationary period, highlighting their accomplishments, strengths, and areas for improvement.
5. Assess the employee's job-specific competencies and skills based on their job description and performance expectations. Provide specific examples or evidence to support your assessment, such as successful completion of assigned tasks or positive feedback from colleagues or clients.
6. Evaluate the employee's interpersonal skills, teamwork, and communication abilities. Consider factors such as their ability to collaborate effectively with others, contribute constructively in meetings, and communicate clearly and professionally.
7. Review the employee's attendance and punctuality records, ensuring that they have met the required standards and have been consistent in their presence in the workplace.
8. Assess the employee's adherence to workplace policies, procedures, and company values. This includes their compliance with rules and regulations, as well as their demonstration of ethical behavior and commitment to the organization's principles.
9. Provide constructive feedback by discussing areas where the employee can improve. Be specific and provide actionable suggestions for development. Use a positive and supportive tone to encourage growth and success.
10. Once the evaluation form is completed, schedule a meeting with the employee to discuss the evaluation. Use this opportunity to have a two-way conversation, allowing the employee to share their perspective and address any concerns they may have.

Who needs a 90 day probationary bevaluation?

1. Newly hired employees: A 90 day probationary evaluation is often conducted for employees who are newly hired or have recently been promoted. It serves as a tool to determine whether the employee is meeting the expected performance standards and if they are a good fit for the role and the organization.
2. Employers and supervisors: Conducting a 90 day probationary evaluation allows employers and supervisors to assess the employee's performance and determine whether they should continue their employment or be terminated. It provides valuable insights into the employee's strengths, weaknesses, and potential for growth and improvement.
3. Human resources department: The HR department plays a crucial role in managing the probationary period and evaluating new employees. They may provide guidance and resources to supervisors or managers on how to conduct the evaluation effectively and ensure compliance with company policies and legal requirements.
4. The employee being evaluated: The employee themselves also needs the 90 day probationary evaluation as it provides them with feedback on their performance, expectations, and areas for improvement. It allows them to assess their own progress and make necessary adjustments to their work habits or skills.

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