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Introductory Performance Review Logo will not print with document This evaluation is to be done immediately upon completion of the 90day introductory period. Employee Name Hire Date Position Department

How to fill out introductory performance review

How to fill out an introductory performance review:

1. Gather all necessary information: Before starting the review, make sure you have all the relevant information about the employee, such as their job description, goals, and any previous performance evaluations.
2. Review the employee's performance: Assess the employee's performance based on their job responsibilities, accomplishments, and any areas that need improvement. Use specific examples to support your evaluation.
3. Set clear goals: Discuss with the employee what their objectives should be for the next review period. These goals should be specific, measurable, achievable, relevant, and time-bound (SMART goals).
4. Provide constructive feedback: Offer feedback on the employee's strengths and areas for improvement. Be specific and provide examples to help them understand your observations. Remember to be constructive and offer suggestions for improvement.
5. Engage in a dialogue: Allow the employee to share their perspective, ask questions, or seek clarification. This promotes open communication and encourages the employee to take responsibility for their own development.

Who needs an introductory performance review:

1. New employees: An introductory performance review is particularly relevant for new employees who have recently joined the organization. It helps set expectations, clarify job responsibilities, and identify areas where additional support may be needed.
2. Employees in new roles: If an employee has transitioned into a new role or taken on additional responsibilities, an introductory performance review can help gauge their progress and provide guidance for continued growth.
3. Employees with performance concerns: An introductory performance review can also be beneficial for employees who have experienced performance issues. It allows both parties to identify areas that need improvement and develop an action plan for addressing those concerns.

In conclusion, filling out an introductory performance review involves gathering information, assessing performance, setting goals, providing feedback, and engaging in a dialogue. This type of review is particularly relevant for new employees, employees in new roles, and those with performance concerns.

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What is introductory performance review?

The introductory performance review is a meeting between a new employee and their supervisor to discuss performance expectations and set goals.

Who is required to file introductory performance review?

Typically, both the new employee and their supervisor are required to participate in the introductory performance review process.

How to fill out introductory performance review?

The introductory performance review can be filled out by both the new employee and their supervisor by discussing performance expectations, setting goals, and documenting progress.

What is the purpose of introductory performance review?

The purpose of the introductory performance review is to align expectations, set goals, and provide feedback to help the new employee succeed in their role.

What information must be reported on introductory performance review?

Information such as job responsibilities, performance expectations, goals, and feedback should be reported on the introductory performance review.