Can the form be signed electronically?

Yes. Electronic signatures are legally enforceable under the ESIGN Act and UETA when intent, consent, attribution, and retention requirements are met. For consumer-facing records ensure any required ESIGN consumer disclosures are provided.

Who must sign the completed review?

Typically the reviewer and the employee acknowledge the review; HR should countersign or certify receipt when required by internal policy. Signatory authority follows employer delegation rules and job-level approvals.

What happens if a signature is missing?

An unsigned form weakens evidentiary value. Attempt to obtain the missing signature with a dated addendum or use an electronic audit log that shows employee acknowledgement and link the log to the record.

How is the signed form stored securely?

Store the final signed PDF in a secure HRIS or encrypted cloud archive with access controls and an audit trail. Maintain retention schedules consistent with federal and state rules.

Can I change a completed review?

Corrections should be documented with an addendum or correction field showing previous entries and the reason for change. Avoid overwriting signed records without an auditable amendment process.

Do I need a notary for a 90 Day Review Form?

Not typically. Notarization is rarely required for internal performance reviews unless the form is used as part of a legally significant transaction that state law or organization policy requires to be notarized.

90 Day Review Form

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

What the 90 Day Review Form Is and when it's used

The 90 Day Review Form documents a new hire's performance and fit after the first three months of employment. It typically records job duties, objective ratings, supervisor comments, and recommended next steps such as continued employment, extended probation, or termination. Employers use it to support HR decisions, create a development plan, and maintain a dated record for personnel files. When completed electronically, e-signature laws (ESIGN; 15 U.S.C. ch. 96) and UETA govern enforceability; some organizations add audit trails for evidentiary clarity.

Why a structured 90 Day Review Form matters for consistency and compliance

A standardized form creates consistent evaluation criteria, reduces bias, and documents the employer's decision path. It preserves an audit trail that supports employment actions and benefits administration and aligns with e-signature requirements under ESIGN and UETA when signed electronically.

Who completes and relies on the 90 Day Review Form

Human resources, hiring managers, and direct supervisors typically prepare and complete the form to evaluate a new employee's first 90 days.

HR managers and HR business partners who maintain personnel records and ensure consistent policy application.
Hiring managers and supervisors who assess day‑to‑day performance and set development priorities.
Employees during one-on-one reviews who provide self-assessments and acknowledge the documented outcomes.

The completed form becomes part of the personnel file and may be used in future performance reviews, promotions, or disciplinary proceedings.

Stepwise process to complete a 90 Day Review Form

Follow these steps to prepare, complete, and store the review record consistently and securely.

01

Prepare form: Populate employee name, title, and dates before the meeting.
02

Conduct meeting: Discuss performance, record examples, and set development goals.
03

Complete ratings: Enter ratings, comments, and recommended actions in writing.
04

Sign and file: Obtain signatures and store the final record in the personnel file.

Configuring an electronic workflow for the 90 Day Review Form

A consistent electronic workflow ensures timely routing, authentication, and archival of completed reviews.

Field	Configuration
Routing order	Manager -> HR -> Employee acknowledgement
Notifications	Email reminders at 7 and 1 day before the meeting
Authentication	Email link with optional SMS code for signer verification
Template settings	Lock header fields and allow comments to be edited

Typical online lifecycle for completing and delivering the form

The digital lifecycle moves the form from draft to signed record while capturing evidence of each action.

Upload or create: Start from a PDF or template and add fields.
Place fields: Add name, date, rating, comment, and signature fields.
Send to signers: Deliver by email link or in-app assignment.
Receive final copy: Signed PDF and audit trail saved automatically.

Technical considerations for eSubmission and long-term storage

Ensure your platform supports required formats, authentication strength, and integrations before using electronic reviews.

File formats: PDF and DOCX are standard for archiving and redaction.
Integrations: Connectors for HRIS and cloud storage reduce manual transfer.
Authentication: Support email link, SMS code, or stronger options.

Confirm the vendor provides an audit trail, secure storage (AES-256), and integration options for your HR systems to maintain a defensible record.

Key deadlines and timing expectations for 90 Day Review Forms

Track dates precisely to meet internal policy and legal retention rules; document any meeting delays or rescheduling.

Review timing:

Complete the review as close to 90 days after hire as possible.

Rescheduling log:

Record any postponements and reasons in the comments field.

Sign-off window:

Obtain all signatures within seven business days of the review.

HR filing:

Move the final signed document to the official personnel file immediately.

Retention start:

Retention begins on the review date or effective action date.

Sequential milestones from hire to post-review actions

This milestone sequence highlights important checkpoints during the first 90 days and shortly after.

01

Onboarding completed

Initial training and access verified within first two weeks.

02

Midpoint check

Informal manager check at approximately 45 days.

03

Formal 90 Day Review

Document ratings, feedback, and next steps in the form.

04

Follow-up actions

Implement development plan or HR actions within 30 days.

Essential components of a professional 90 Day Review Form

Include these sections to create a clear, defensible review record that supports HR decisions and employee development.

Identification

Employee name, ID, job title, department, and hire date to ensure accurate personnel linkage.

Performance metrics

Objective criteria aligned to the role with space for examples and evidence supporting each metric.

Behavioral indicators

Notes on teamwork, communication, attendance, and culture fit with specific instances described.

Development plan

Clear short‑term goals, training actions, responsible parties, and target dates for improvement.

Reviewer summary

Supervisor's overall assessment, recommendation for continued employment or other actions, and rationale.

Signatures and date

Signature lines for reviewer, employee acknowledgement, and HR final approval plus signature timestamps.

Required data points to capture on the 90 Day Review Form

Employee ID: Unique payroll or HRIS identifier

Legal name: Full legal name as in HR records

Position: Official job title

Review dates: Hire and review dates

Ratings: Numeric or tiered performance scores

Signatures: Signed by reviewer and employee

Consequences and risks of incomplete or inaccurate reviews

Compliance risk: Weakened documentation for HR actions

Dispute exposure: Higher risk of wrongful termination claims

Benefit errors: Incorrect eligibility or payroll classification

Privacy breach: Improper handling of sensitive data

Audit gaps: Missing records in internal or external audits

Loss of evidence: Unsigned or altered forms lack probative value

Common preparation mistakes when completing the 90 Day Review Form

Failing to match the employee name exactly to payroll records, which complicates tax and benefits reconciliation and may trigger backup withholding or reclassification issues.
Omitting dates for hire or review, making timing disputes harder to resolve and undermining policy enforcement or eligibility calculations.
Using vague language without concrete examples, which weakens the form's usefulness in performance improvement or disciplinary contexts and increases legal exposure.
Leaving signature fields blank or using initials only, which creates ambiguity about consent and receipt of review findings.

Real-world examples of digital review records in practice

Two customers describe how digitizing review records supported operational needs and recordkeeping.

Optica Ventures LLC — COO

The interface made internal reviews easier to complete and store

Managers could finalize reviews remotely
As a result the company reduced turnaround time and made consistent documentation available to HR and payroll without manual filing.

Martin Properties — Founder

Property managers processed and executed employee evaluations online

Reviews were completed on mobile or desktop
This enabled timely follow-up actions and ensured compliance with company retention practices while supporting remote workforce needs.

Comparison of common eSignature options for completing the 90 Day Review Form

This pricing comparison lists typical starting prices and feature availability for common eSignature vendors; signNow is listed first per vendor convention.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial	Yes, 7-day free trial	Varies by plan	Varies by plan	Varies by plan	Varies by plan
Bulk Send	Yes	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No
Envelope Cap	No envelope cap	100 envelopes/user/year	Varies by plan	Varies by plan	Varies by plan

Frequently asked questions about the 90 Day Review Form

Answers address common legal and practical questions about completing, signing, and storing the form.

Need help? Contact support

Can the form be signed electronically?
Yes. Electronic signatures are legally enforceable under the ESIGN Act and UETA when intent, consent, attribution, and retention requirements are met. For consumer-facing records ensure any required ESIGN consumer disclosures are provided.
Who must sign the completed review?
Typically the reviewer and the employee acknowledge the review; HR should countersign or certify receipt when required by internal policy. Signatory authority follows employer delegation rules and job-level approvals.
What happens if a signature is missing?
An unsigned form weakens evidentiary value. Attempt to obtain the missing signature with a dated addendum or use an electronic audit log that shows employee acknowledgement and link the log to the record.
How is the signed form stored securely?
Store the final signed PDF in a secure HRIS or encrypted cloud archive with access controls and an audit trail. Maintain retention schedules consistent with federal and state rules.
Can I change a completed review?
Corrections should be documented with an addendum or correction field showing previous entries and the reason for change. Avoid overwriting signed records without an auditable amendment process.
Do I need a notary for a 90 Day Review Form?
Not typically. Notarization is rarely required for internal performance reviews unless the form is used as part of a legally significant transaction that state law or organization policy requires to be notarized.

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