Free 90 Day Performance Form in PDF

Instructions on Writing 90 Day Performance

Filling out a 90-Day Performance Review form is an essential process for documenting an employee's performance and progress within the initial period of their employment or role transition. This step ensures a structured evaluation is conducted, focusing on various performance areas crucial to the employee's role and overall contribution to the Oklahoma Baptist University. It is important to complete this form carefully to ensure an accurate and fair appraisal of the employee's performance, providing valuable feedback for both the employee and the employer.

To properly fill out the 90-Day Performance Review form, follow these steps:

1. Begin by entering the Employee Information at the top of the form. This includes the Employee Name, ID Number, Review Period (start and end dates), Job Title, Department, and Date of Hire/Transfer.
2. In the Ratings section, evaluate the employee's performance by selecting the appropriate rating for each area. The areas to be rated include Job Knowledge, Work Quality, Judgment, Initiative, Communication/Listening, Work Ethic, Professional Conduct, and Attendance. Ratings range from Unsatisfactory, Needs Improvement, Meets Expectations, Above Average, to Superior.
3. Under Supervisor's Comments, provide detailed feedback for each rating. Comments are mandatory for all ratings, except for those marked as “Satisfactory.” This section is crucial for providing specific examples and insights into the employee's performance.
4. For any area rated as “Unsatisfactory” or “Needs Improvement,” schedule a date to review the employee’s progress. If an employee receives “Unsatisfactory” or “Needs Improvement” in two or more areas, arrange a meeting with Human Resources.
5. Highlight the employee's strengths and/or areas needing improvement. Specify any actions taken to help the employee enhance job performance.
6. Ensure that both the supervisor and the employee sign the form. The supervisor’s signature confirms the accuracy of the evaluation, and the employee's signature acknowledges that they have been reviewed.
7. Lastly, the reviewing official should add their comments and sign the form to validate the review process.

After completing these steps, the form should be properly filed in the employee's record and any necessary follow-up meetings or actions should be scheduled accordingly. This ensures the review process is concluded effectively, paving the way for ongoing employee development and success.

What is the purpose of the 90 Day Performance Review Form?

The 90 Day Performance Review form is designed to assess an employee's performance at Oklahoma Baptist University during their first 90 days in a position, whether it's a new role or following a transfer. It aims to evaluate various aspects of the employee's job performance, including job knowledge, work quality, judgment, initiative, communication, work ethic, professional conduct, and attendance. Through this process, feedback is provided to support the employee's development and success in their role.

How are the ratings on the form interpreted?

Ratings on the 90 Day Performance Review form range from "Unsatisfactory" to "Superior." Each rating level has specific criteria:

• Unsatisfactory: Performance fails to meet job requirements in a significant way.
• Needs Improvement: Performance meets some, but not all, job requirements and improvements are needed.
• Meets Expectations: Performance consistently meets the outlined job requirements.
• Above Average: Performance frequently exceeds job requirements.
• Superior: Performance significantly exceeds job requirements across multiple areas.

What happens if an employee receives an "Unsatisfactory" or "Needs Improvement" rating?

If an employee is marked as "Unsatisfactory" or "Needs Improvement" in any area, a follow-up meeting to review progress must be scheduled. This allows the supervisor and employee to discuss a performance improvement plan and set clear expectations and goals for improvement. If an employee receives "Unsatisfactory" or "Needs Improvement" ratings in two or more areas, a meeting with Human Resources is required to further address performance issues and support the employee's development.

Can employees provide feedback about their own performance review?

Yes, employees are encouraged to provide their own comments about the performance review. This section of the form allows employees to express their views on the evaluation, discuss their strengths and areas for improvement, and address any discrepancies or concerns. It fosters open communication between the employee and their supervisor, ensuring that both parties have the opportunity to discuss the review in-depth.

What is the role of the reviewing official in the process?

The reviewing official, often someone from Human Resources or a higher-level manager, provides an additional layer of oversight to the review process. They ensure the review is fair, objective, and aligns with the university's standards and expectations. The reviewing official's signature is required to confirm that the review has been conducted properly and that all necessary follow-up actions are being taken.

How does this review form support the employee's development?

The 90 Day Performance Review form is a crucial tool for supporting employee development. By offering structured feedback early in the employment journey, it identifies strengths and areas needing improvement. This early intervention promotes a culture of growth and development, helping employees to align their efforts with the university's expectations and excel in their roles.

One common mistake people make when filling out the 90 Day Performance form is neglecting to provide comments for ratings other than “Satisfactory.” The form requires supervisors to explain their ratings, especially for those marked as “Unsatisfactory” or “Needs Improvement.” Without these explanations, it's difficult to identify the specific areas where employees need to improve, and it limits the constructive feedback necessary for professional growth.

Another issue arises when supervisors schedule the review but forget to set up a follow-up meeting. The form stipulates that for any "Unsatisfactory" or "Needs Improvement" ratings, a progress review meeting is needed. Skipping this step can lead to missed opportunities for employee development and may hinder the ability to track progress effectively over time.

Some supervisors also overlook the requirement to meet with Human Resources if an employee receives two or more “Unsatisfactory” or “Needs Improvement” ratings. This crucial step ensures that additional support and resources can be provided, not just for the employee in question but also to help the supervisor address and resolve performance issues more effectively.

Failure to highlight employee strengths is another oversight. The section asking for employee strengths and areas needing improvement is critical for balanced feedback. Concentrating solely on the negatives without acknowledging what an employee does well can demotivate and discourage even the most dedicated team members. Recognizing achievements fosters a positive work environment and encourages continual effort and improvement.

Incomplete or missing signatures are a significant yet easily overlooked mistake. Every section of the form, from supervisor comments to the final review by the reviewing official, requires signatures to validate the review process. Missing signatures can undermine the form's integrity, leading to questions about its completion and compliance with review protocols.

Last but not least, employees themselves sometimes neglect to provide their own comments. This section is a valuable opportunity for employees to reflect on their feedback, voice concerns, or express agreement with their review. Failing to take advantage of this section can lead to missed opportunities for open dialogue and mutual understanding between the employee and supervisor.

When conducting a 90 Day Performance Review, several supporting documents and forms are commonly utilized to ensure a comprehensive evaluation process. These documents help in providing a well-rounded view of the employee's performance, improvements, and areas needing attention. They are integral for making informed decisions regarding an employee’s future within the organization.

• Employee Self-Evaluation Form: This form allows employees to assess their own performance, skills, and achievements over the review period. It encourages self-reflection and helps employees identify their strengths and areas for improvement.
• Job Description Form: This document outlines the responsibilities, duties, and expectations associated with the employee’s role. It serves as a benchmark for evaluating whether an employee meets, exceeds, or falls short of the job requirements.
• Goal Setting and Performance Planning Form: This form is used to set specific, measurable, achievable, relevant, and time-bound (SMART) goals for the employee. It aligns the employee's objectives with the organization's goals and sets clear expectations for the review period.
• Training and Development Plan: This document identifies the training and professional development opportunities recommended to help the employee improve in areas indicated as needing improvement in the performance review.
• Attendance Record: An attendance record is crucial for evaluating the employee's reliability and punctuality. It documents patterns of absenteeism or lateness that could impact performance evaluations.
• Previous Performance Reviews: Reviewing past performance evaluations can provide context for current reviews. They help in tracking an employee’s growth, consistency, and areas of recurring concern or notable improvement.

These documents, when used alongside the 90 Day Performance Review, create a thorough and objective performance management process. They not only assist in evaluating past and present performance but also in planning for future success and development within the organization.

The Annual Performance Review is highly similar to the 90 Day Performance form. Both documents assess an employee's performance, targeting areas such as job knowledge, work quality, and professionalism. The main difference is the frequency and timing of the evaluation. While the 90 Day Performance form is used at the end of an employee's probation period, the Annual Review is conducted yearly. Both require supervisor comments for certain ratings and actions to be taken if performance is subpar.

Probationary Period Evaluation forms, like the 90 Day Performance form, offer an early assessment of an employee's job performance, typically at the end of their probationary period. They cover similar criteria, including work quality, communication skills, and professionalism. The objective is to determine if the employee meets the job's requirements. Both documents often result in a meeting between the employee and supervisor to discuss progress and areas of improvement.

The Employee Self-Assessment form is designed for employees to evaluate their own performance, which can include areas such as job knowledge and work ethics, similar to the 90 Day Performance form. However, the Self-Assessment allows the employee to reflect on their own strengths and weaknesses from their perspective, whereas the 90 Day Performance form is filled out by a supervisor. Both can lead to discussions about employee development and goals.

The Managerial Performance Evaluation also shares similarities with the 90 Day Performance form, with a focus on evaluating leadership roles. Criteria such as decision-making, leadership, and team management are assessed, in addition to the areas covered in the 90 Day form. It is specifically tailored for those in supervisory positions, highlighting how they guide their teams and contribute to organizational goals. These evaluations encourage leadership development.

Peer Review forms involve the assessment of an employee's performance by their colleagues, covering similar criteria as the 90 Day Performance form, such as communication skills and professionalism. The key difference is the perspective from which the evaluation is conducted. Peer Reviews provide a multifaceted view of an employee's impact within the team, fostering a culture of feedback and continuous improvement.

The Corrective Action Plan (CAP) form is utilized when an employee's performance does not meet expectations, which may be identified through a tool like the 90 Day Performance form. A CAP outlines specific areas needing improvement, sets measurable goals, and establishes timelines for achieving these goals. It's a follow-up document that provides a structured path to improvement following the identification of shortcomings in the 90 Day Performance Review.

The Training Needs Assessment form identifies gaps in an employee's skills and knowledge, similar to the identification of areas needing improvement in the 90 Day Performance form. However, its primary focus is on outlining a plan for professional development and training rather than solely evaluating performance. It is a proactive approach to addressing the gaps identified during the performance review process.

The Employee Satisfaction Survey, while not a performance evaluation form per se, can complement the 90 Day Performance form by offering insights into an employee's experience and satisfaction at work, including their views on management and organizational culture. This feedback can inform discussions about workplace improvements and employee development, aiming to enhance overall performance and job satisfaction.

When filling out the 90 Day Performance form at Oklahoma Baptist University, there are several do's and don'ts to ensure the process is both effective and respectful to the employee being reviewed. It's important to approach this task with a clear understanding of what is expected to provide a fair and constructive review.

Do:

• Provide specific comments for any rating of "Unsatisfactory" or "Needs Improvement" to offer clear guidance on how the employee can improve.
• Highlight the employee's strengths, acknowledging what they do well to encourage continued positive performance and growth.
• Schedule a follow-up meeting to discuss progress if an employee receives a mark of "Unsatisfactory" or "Needs Improvement" in any area, showing continued support for their development.
• Work with Human Resources if an employee is marked "Unsatisfactory" or "Needs Improvement" in two or more areas to ensure proper support and resources are provided.
• Ensure that all sections of the form are completed in detail, including supervisor and employee signatures and dates, to confirm acknowledgment and understanding of the review.
• Discuss the review with the employee in a private and respectful manner, providing an opportunity for dialogue and clarification.

Don't:

• Leave comments sections blank for ratings of "Satisfactory"; providing a balanced view includes acknowledging good performance as well as areas in need of improvement.
• Wait until the review period to communicate performance issues; feedback should be ongoing to avoid surprises during the review.
• Use generic feedback; be as specific as possible to provide actionable advice that the employee can use for personal development.
• Focus solely on recent events; the review should cover the entire performance period to be fair and comprehensive.
• Forget to discuss next steps or set goals for the future, leaving the employee without direction after the review.
• Rush through the form; take the time needed to reflect on the employee's performance accurately and thoughtfully.

There are several misconceptions about the 90 Day Performance Review form that can lead to confusion for both employees and employers at institutions like Oklahoma Baptist University. Understanding these misconceptions can help ensure the review process is effective and beneficial for all parties involved.

• Misconception 1: Only Negative Feedback is Given - Many believe that the 90 Day Performance Review focuses solely on providing negative feedback. However, the form is designed to highlight both strengths and areas needing improvement, encouraging a balanced view of an employee's performance.

• Misconception 2: It Determines Employment Status - Some think this review directly decides whether an employee will retain their job. While performance is assessed, the primary aim is to identify areas for development and support the employee's growth, not serve as a final employment decision.

• Misconception 3: Ratings are Arbitrary - The notion that ratings are given without any concrete basis is incorrect. Each rating, from “Unsatisfactory” to “Superior,” is backed by specific observations on job performance areas such as work quality and ethics.

• Misconception 4: Feedback is One-Way - It's often thought that only supervisors provide feedback. The form also allows employees to comment, making the review process a two-way conversation that values employee input.

• Misconception 5: It's Just a Formality - The belief that the review is a mere formality with no real impact is misleading. Actionable steps are outlined for employees marked as “Unsatisfactory” or “Needs Improvement,” including meetings with supervisors and Human Resources to genuinely foster improvement.

• Misconception 6: Superior Ratings Mean No Room for Improvement - Receiving a “Superior” rating doesn’t imply there's no further growth needed. Continuous improvement is encouraged for all employees, regardless of their current performance level.

By dispelling these misconceptions, employees and supervisors can approach the 90 Day Performance Review with a clear understanding, ensuring a constructive and productive evaluation process.

Filling out and using the 90 Day Performance Review form is a critical process for both supervisors and employees within an organization. It provides a structured method to assess performance, highlight strengths, and identify areas for improvement. To ensure that this process is productive and beneficial, it’s important to understand the key aspects and best practices associated with this form.

• The Employee Information section requires clear and accurate details, including employee name, ID number, review period dates, job title, department, and date of hire or transfer. This foundational information sets the stage for a meaningful review.

• The Ratings segment is designed to evaluate various dimensions of employee performance such as job knowledge, work quality, judgment, initiative, and more. It encourages a comprehensive view of the employee's contributions and areas of development.

• It’s mandatory to provide comments for ratings other than “Satisfactory”. This encourages dialogue and specific feedback, enabling employees to understand the reason behind each rating and how they can improve or continue to excel in their role.

• If an employee receives a rating of “Unsatisfactory” or “Needs Improvement” in any area, scheduling a follow-up meeting to review progress is not just recommended; it's required. This demonstrates the organization's commitment to employee development and success.

• In scenarios where an employee is rated “Unsatisfactory” or “Needs Improvement” in two or more areas, involving Human Resources in the follow-up meeting is a critical step. This ensures that the employee receives the necessary support and resources to address the areas of concern.

• The form provides space for employee strengths, areas needing improvement, and actions taken to enhance job performance. This section helps to reinforce positive behaviors while constructively addressing any shortcomings.

In conclusion, the 90 Day Performance Review form is a valuable tool for managing employee performance, fostering open communication, and promoting professional growth within an organization. By adhering to the guidelines and approaches outlined above, supervisors can maximize the effectiveness of the review process, thereby contributing to the overall success of the team and the organization at large.