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Employee 90 Day Evaluation

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EMPLOYEE 90 DAY EVALUATION

This evaluation documents performance, conduct, and progress during the employee’s first 90 days of employment. Completion of this form is required to determine successful completion of the introductory/probationary period and to identify development needs, corrective action, or continuation of regular employment status.

PERSONAL INFORMATION

POSITION INFORMATION

EVALUATION CRITERIA

For each criterion, select the single rating that best describes performance during the introductory period. Provide objective examples where appropriate and specific development actions when performance is below expectations.

Accuracy, attention to detail, consistency in meeting quality standards.

Ability to prioritize, meet deadlines, and manage assigned workload.

Demonstrates proactive behavior, resourcefulness, and sound judgment.

Works effectively with others, supports team objectives, communicates constructively.

Clarity, responsiveness, and appropriateness of verbal and written communications.

ATTENDANCE & DEPENDABILITY

Record of attendance, punctuality, adherence to schedule, and reliability in fulfilling assigned duties.

TRAINING / CERTIFICATIONS COMPLETED

Check trainings completed during the introductory period and list any outstanding requirements.

OVERALL ASSESSMENT & RECOMMENDATION

Overall recommendation regarding successful completion of introductory period.

GOALS & DEVELOPMENT PLAN

Define specific, measurable goals for the next review interval and identify training or support required.

EMPLOYMENT HISTORY (prior to current employer)

Provide the two most recent prior employers to support background review and development planning.

EDUCATION

REFERENCES (professional)

Provide three professional references familiar with the employee’s prior work.

LEGAL & ADMINISTRATIVE STATEMENTS

At-Will Employment: Nothing in this evaluation alters the at-will employment relationship between the employer and the employee. Either the employee or the employer may terminate employment at any time with or without cause, subject to applicable law and written employment agreements, if any.

Equal Employment Opportunity: The employer provides equal employment opportunity and evaluates performance and employment decisions without regard to protected characteristics. This evaluation is conducted consistent with applicable nondiscrimination laws and organizational policies.

I authorize the employer to verify information regarding my employment history, education, and other job-related information, and to obtain background information to the extent permitted by law.

I certify that I have reviewed this evaluation and had the opportunity to discuss it with my manager. My signature indicates receipt and acknowledgement of the contents, not necessarily agreement.

MANAGER & HR COMMENTS

Employee Name:

By:

Date:

Supervisor Name:

By:

Date:

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What the Employee 90 Day Evaluation Is and When It’s Used

An Employee 90 Day Evaluation is a formal performance review conducted around the conclusion of an employee’s probationary period to assess fit, performance against initial objectives, and readiness for ongoing employment. It documents role competencies, goal progress, training needs, and any corrective actions. Employers use the evaluation to make objective decisions about continued employment, compensation adjustments, or development plans. Completed evaluations are typically retained in the personnel file and may be shared with relevant supervisors and HR to support promotion, retention, or separation decisions.

Why a 90 Day Review Matters for HR and Managers

A structured 90 Day Evaluation helps identify early performance gaps, confirms role alignment, and documents evidence to support objective employment decisions while reducing bias and protecting legal compliance.

Why a 90 Day Review Matters for HR and Managers

Who Completes and Relies on the 90 Day Evaluation

HR, direct supervisors, and hiring managers typically complete or approve the evaluation; employees participate by providing self-assessments and agreement to next steps.

  • Hiring managers and supervisors—track job fit, provide examples, and recommend next steps.
  • HR administrators—ensure consistency, retain records, and confirm compliance with policies.
  • Employees—complete self-assessment, discuss performance, and confirm developmental goals.

The combined inputs from manager, HR, and employee form the official record used for retention decisions, training plans, and any future disciplinary or promotion actions.

Step-by-Step: Completing the 90 Day Evaluation

Follow this sequence to produce a complete, consistent evaluation that supports HR decisions and legal defensibility.

  • 01
    Prepare: Gather job description, goals, and attendance records.
  • 02
    Self-Assessment: Ask employee to complete a brief self-review before the meeting.
  • 03
    Manager Review: Manager rates performance with concrete examples.
  • 04
    Meet and Sign: Hold a discussion, capture agreements, and sign the form.

Frequently Asked Questions and Practical Answers

Answers to common questions about timing, signatures, and recordkeeping for Employee 90 Day Evaluations.


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Essential Sections Every Professional Evaluation Should Include

A robust 90 Day Evaluation combines objective scoring, documented examples, and an actionable development plan to guide employee growth or next steps.

Objectives

Summarize initial role objectives and measurable targets established at hire to anchor the evaluation and reduce subjectivity.

Competency Ratings

Apply a consistent rating method across core competencies like communication, technical skills, and teamwork for comparability.

Performance Examples

List specific incidents or deliverables that support each rating to provide clear evidence in personnel decisions.

Development Plan

Define training, goals, and timelines for improvement or advancement with assigned owners for accountability.

Attendance and Conduct

Document any attendance issues, policy violations, or notable professional conduct observed during the probationary period.

Signatures

Include reviewer, HR representative, and employee signature blocks with dates to confirm the discussion and acknowledgement.

Required Data Elements to Capture

Employee Name: Full legal name
Employee ID: Company-assigned identifier
Hire and Review Dates: MM/DD/YYYY dates
Reviewer Name: Supervisor or manager name
Ratings: Standardized scale values
Signatures: Reviewer and employee signatures

Legal Risks and Consequences of Poor Documentation

Discrimination Risk: Exposure to EEOC claims
Recordkeeping Violations: Noncompliance with retention rules
Unclear Grounds: Weak support for termination
Privacy Breach: Unauthorized access to sensitive records
Inconsistent Practice: Unequal treatment exposure
Employee Relations: Damaged trust and morale

Common Preparation and Execution Pitfalls to Avoid

  • Using vague language or undocumented examples that cannot be verified by evidence during disputes or appeals.
  • Applying inconsistent rating scales across employees or teams, which undermines comparability and fairness in decisions.
  • Delaying discussion or signatures after the review date, which increases the risk of disputes about the review content.
  • Failing to store evaluations in a secure personnel file or to restrict access, raising privacy and compliance concerns.

Typical Electronic Workflow for a 90 Day Evaluation

Digital workflows reduce turnaround time and provide an audit trail while preserving confidentiality and record integrity.

  • Upload Form: HR uploads evaluation template to the platform.
  • Assign Signers: Manager and employee receive signing tasks.
  • Authenticate: Signers authenticate by email or SMS code.
  • Archive: Signed copy and audit trail are retained.

Recommended Digital Workflow Settings

Configure these fields to ensure consistent routing, authentication, and retention for electronic evaluations.

Field Configuration
Signer Sequence Manager → Employee → HR final approval
Authentication Level Email link or optional SMS two-factor
Retention Policy Automatic archival to HR folder for 7 years
Notifications Automatic reminders at 3 and 7 days

Technical and Integration Considerations for eSubmission

Choose a platform that supports audit trails, conditional fields, secure storage, and team-based access controls for personnel records.

  • File Formats: PDF and DOCX supported
  • Integrations: Works with HRIS and cloud storage
  • Security: AES-256 at rest and TLS in transit

Ensure the platform can export signed records to your HRIS, provide a tamper-evident audit trail, and support access controls that limit view/edit rights to authorized HR staff.

Key Timing Rules and Recommended Deadlines

Set clear internal deadlines for completing and filing evaluations to maintain consistency and legal defensibility.

Target Review Date:

Complete the evaluation on or around day 90

Completion Deadline:

Finalize and sign within 5 business days

Employee Meeting:

Hold discussion within 10 business days

Record Filing:

Store final document in HR file within 30 days

Appeal Window:

Allow 10 business days for employee response

Milestones from Hire to Post-Review Actions

A clear milestone sequence helps track progress from onboarding through review and follow-up actions.

01

Onboarding Start

Employee begins role; objectives are documented.

02

Midpoint Check-In

Informal manager check at 30–45 days to adjust expectations.

03

90-Day Review

Formal evaluation meeting and ratings recorded.

04

Follow-up Actions

Implement development plans or finalize employment decisions.

eSignature Vendors: Pricing and Core Capabilities for Employee Evaluations

Compare basic pricing and capabilities relevant to signing and storing personnel evaluations; signNow is listed first per comparative format.

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 7-day trial No No Yes, limited Yes, limited
Bulk Send Yes Yes Yes Yes No
Audit Trail Yes Yes Yes Yes Yes
HIPAA Compliant Yes Yes Yes No No

Real-World Examples of 90 Day Evaluation Use

These sample scenarios show how a documented review supports operational and legal decisions.

Software Company Example

Manager documents missed sprint commitments with dates and artifacts

  • Manager rates core competencies as developing
  • HR and employee agree to a 60-day development plan; record used later to demonstrate progressive coaching.

Community Clinic Example

Nurse’s patient charting errors are noted and specific training assigned

  • HR schedules additional supervision
  • Clinic retains evaluation with HIPAA-aware redaction of patient identifiers and documents remediation steps.

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