What a 90-day review is and why it matters
A 90-day review is typically the final step in the onboarding process. While many companies conduct 30- and 60-day check-ins, those touchpoints often focus on adjustment and support rather than performance.
By contrast, a 90-day review evaluates job performance, skill development and cultural fit. It also gives employees the opportunity to discuss goals, raise concerns and reflect on their onboarding experience. Using a template allows managers to standardize expectations across roles, saving time while ensuring fairness.
Why should managers conduct 90-day performance reviews?
- Align expectations: Verify the manager and employee agree on roles, responsibilities and performance metrics.
- Provide early feedback: Address issues or misconceptions before they become major problems.
- Boost engagement: Acknowledge employee contributions so they feel valued and motivated.
- Improve your onboarding: Identify which parts of the onboarding process need refining.
- Support long-term success: Establish a foundation for future reviews, growth and development.
What should be included in a 90-day review?
When preparing, consider covering these key areas:
- A one- to two-page printed report summarizing progress (review the provided template)
- Overall performance to date
- Completed training and development milestones
- Future development plans and skill-building opportunities
- A discussion of the employee’s career goals with your company
- Onboarding feedback and whether expectations were met
- Next steps and timeline for the next review or check-in
You may also want to discuss the employee’s team experience, specifically regarding support received and any interpersonal challenges. For example, you can ask who the most helpful team member was to the new employee and whether they’ve experienced difficulties with anyone since their arrival. Managers can then reference these insights during the employee’s annual performance review.
Although you can develop a 90-day review for your company independently, you may find it more convenient to use a 90-day review template like the following example. Using a template can help streamline and standardize the review process so it’s most effective.
90-day review template
This 90-day performance review provides a written record of the employee’s first 90 days of employment. Managers are encouraged to be accurate and candid in their evaluations, as these evaluations will become part of the employee’s permanent employment record.
Identifying information
Record key identifying details first to provide accurate context for the evaluation.
- Employee name:
- Job title:
- Department:
- Supervisor’s name:
- Review period:
- Date of review:
Performance rating scale
Use this scale to evaluate the employee’s consistency, effectiveness and growth during their first 90 days.
N/A: Performance factor isn’t relevant to this position
1: Performance has been unsatisfactory, and no job expectations have been met
2: Meets some expectations, but not all
3: Consistently meets job expectations
4: Routinely exceeds job expectations
5: Always exceeds job expectations
Performance factors
These performance factors help managers assess not only core skills and contributions but also how well the employee is adjusting, engaging with the team and maintaining overall well-being in their role.
- Quality of work: Does the employee demonstrate accuracy and effectiveness?
- Flexibility: Do they adapt well to changes or shifting priorities?
- Initiative: Are they proactive in solving problems or suggesting improvements?
- Dependability: Do they meet deadlines and follow through on commitments?
- Collaboration: Do they communicate effectively and work well with peers?
- Organization: Do they manage time and tasks efficiently?
- Inclusion: Do they help foster a welcoming, inclusive workplace?
- Communication: Do they express ideas clearly in meetings and written work?
- Problem-solving: Do they approach challenges with sound judgment?
- Resource use: Do they make the most of the tools and support available?
- Growth and development: Are they taking steps to build new skills?
- Manager comments:
- Employee comments:
Best practices for managers
- Prepare ahead of time by reviewing work samples, check-in notes and training completion.
- Be specific with feedback so employees understand what success entails.
- Balance recognition and coaching to encourage both confidence and improvement.
- Keep the conversation two-way, asking questions and listening.
- Document outcomes to track progress and inform the annual review process.
Ensuring new hire success
A 90-day performance review ensures new hires are supported, aligned and prepared to contribute long-term. By using a standardized template and incorporating two-way dialogue, managers can strengthen onboarding, boost retention and set employees up for success.
90-Day Review Templates for PDF & Word
Use these 90-day review templates to provide employees with a standardized, comprehensive performance assessment.
