Can the form be e-signed?

Yes. Electronic signatures are generally enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA where adopted; ensure intent, consent, attribution, and retention are documented to meet legal validity tests.

Do I need a notary or witnesses?

Not typically for a feedback survey. Notarization or witnesses are only required if the form is being used for a legal instrument or attestation that state law specifically requires.

How do we handle anonymous responses?

Allow anonymous submissions for aggregated feedback but store anonymous responses separately from identifiable HR records to preserve confidentiality and reduce retaliation risk.

What if an employee misses the 60-day window?

Capture the actual completion date and note the reason for the delay. Maintain consistent policy for late responses to preserve data comparability.

How long must we keep survey records?

Follow your retention schedule: keep records for the active employment period plus at least three years; industry rules such as HIPAA or agency-specific requirements may mandate longer retention.

What if survey data contains sensitive information?

Limit collection of sensitive personal data. If sensitive data is necessary, apply encryption, access controls, and industry-specific safeguards such as HIPAA protections where applicable.

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Sixty Day New Hire Survey Form

Sixty Day New Hire Survey Form

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

What the Sixty Day New Hire Survey Form Is and Why It Exists

The Sixty Day New Hire Survey Form is a standardized HR document used to gather structured feedback from employees approximately 60 days after hire. It captures information about onboarding experience, role clarity, training adequacy, supervisor support, and workplace integration. Organizations use the responses to identify early retention risks, correct process gaps, and measure onboarding program effectiveness. The form can be administered on paper or electronically and is frequently integrated into HRIS workflows to create a documented record of early employment experience.

Why you should use a standardized 60-day survey

A consistent Sixty Day New Hire Survey Form helps detect onboarding problems early, improves manager follow-up, and creates an auditable record of employee feedback for compliance and improvement purposes.

Who completes and manages the Sixty Day New Hire Survey Form

The form is completed by the new hire and reviewed by HR and the direct manager; distribution and analysis responsibilities vary by employer size and HR structure.

New hire: Completes the survey honestly and on time, providing specific examples when requested.
Direct manager: Reviews responses, documents follow-up actions, and records coaching or training adjustments.
HR administrator: Issues the survey, aggregates results, and ensures records meet retention policies.

Stepwise process to issue and collect the 60-day survey

Follow these sequential steps to prepare, distribute, collect, and act on the Sixty Day New Hire Survey Form.

01

Prepare form: Customize questions and required fields for your role set.
02

Schedule send: Set delivery to occur on the employee's 60th day.
03

Employee completes: New hire submits responses via chosen channel.
04

Review and follow up: Manager documents actions and HR records closure.

Essential information fields to collect

Employee Name: Full legal name

Employee Identifier: Internal ID or badge number

Position: Official job title

Hire Date: MM/DD/YYYY

Survey Date: MM/DD/YYYY

Manager Name: Direct supervisor

Key risks from incorrect or missing survey records

Noncompliance: Inconsistent records expose audit risks

Retention gaps: Missing dates complicate legal holds

Privacy breach: Improper storage risks PHI/PII exposure

Manager accountability: No documented follow-up weakens HR defense

Backup withholding: 24% applies if TIN problems arise

Workplace disputes: Absent records hinder investigation

Common mistakes to avoid when preparing or sending the survey

Sending the survey late or early, which breaks the fixed 60-day reference and skews comparability across hires.
Using inconsistent job titles or IDs so responses cannot be reliably aggregated or matched to payroll records.
Leaving required fields optional, resulting in incomplete data that cannot support meaningful root-cause analysis.
Storing completed surveys in unsecured email folders rather than a controlled HR system, increasing privacy and retention risk.

How electronic submission and routing typically operates

Electronic survey workflows shorten collection times and create an audit trail documenting delivery, access, and completion.

Upload survey: HR uploads PDF or form template to the platform.
Add fields: Place fillable fields and any required attestation.
Send to employee: Deliver via email link or HR portal.
Capture audit trail: System records timestamp, IP, and actions.

Configuration checklist for an automated 60-day survey workflow

Set these workflow parameters to ensure consistent delivery, authentication, and record capture.

Field	Configuration
Authentication	Email link or SMS code
Reminder cadence	Auto-reminders at 3 and 7 days
Anonymity option	Enable if collecting aggregated feedback
HRIS export	Automate export to HR system

Technical and platform requirements for e-delivery and storage

Choose a platform that supports secure storage, audit trails, and commonly used file formats to integrate with HR systems.

File formats: PDF, DOCX, and HTML supported
Integrations: Common: HRIS, Google Workspace, Microsoft 365
Security: TLS in transit; AES-256 at rest

Verify the platform provides export connectors to your HRIS and meets required compliance frameworks for your industry before enabling automated retention and reporting.

Timing and deadlines for issuing and responding to the survey

Define precise deadlines for issuance, reminders, review, and documentation to maintain consistent program performance.

Issue date:

Send on the employee's 60th day

Employee response window:

Request completion within 7 calendar days

First manager review:

Manager to review within 14 days

HR follow-up:

HR to address action items within 30 days

Record closure:

Document final status within 90 days

Key milestones from hire to survey closure

Track these numbered milestones to ensure the 60-day survey program stays on schedule and actions are documented.

01

Onboarding start

New hire orientation and role assignment completed.

02

Survey issuance

Automated send triggered on day 60 of employment.

03

Manager review

Supervisor reads responses and records required coaching.

04

Action plan implemented

Training or adjustments completed and recorded.

Pricing and capability snapshot for eSignature vendors commonly used with HR forms

Comparison of starting prices and common features; signNow is listed first per platform-neutral ordering rules.

	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	Varies	Varies	Varies	Varies
Bulk Send	Yes	Yes	Yes	Yes	No
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No
Envelope Cap	No cap	100 envelopes/user/year	Varies	Varies	Varies

Frequently asked questions about the Sixty Day New Hire Survey Form

Answers to common questions about delivery, signatures, anonymity, and recordkeeping for the 60-day survey.

Need help? Contact support

Can the form be e-signed?
Yes. Electronic signatures are generally enforceable under the ESIGN Act (15 U.S.C. ch. 96) and UETA where adopted; ensure intent, consent, attribution, and retention are documented to meet legal validity tests.
Do I need a notary or witnesses?
Not typically for a feedback survey. Notarization or witnesses are only required if the form is being used for a legal instrument or attestation that state law specifically requires.
How do we handle anonymous responses?
Allow anonymous submissions for aggregated feedback but store anonymous responses separately from identifiable HR records to preserve confidentiality and reduce retaliation risk.
What if an employee misses the 60-day window?
Capture the actual completion date and note the reason for the delay. Maintain consistent policy for late responses to preserve data comparability.
How long must we keep survey records?
Follow your retention schedule: keep records for the active employment period plus at least three years; industry rules such as HIPAA or agency-specific requirements may mandate longer retention.
What if survey data contains sensitive information?
Limit collection of sensitive personal data. If sensitive data is necessary, apply encryption, access controls, and industry-specific safeguards such as HIPAA protections where applicable.

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