The 90 day review is the first review with goals to rate against, and in many small businesses the one that documents the probation decision. The goals set at the thirty-day review, met or not, with an example each. The standards of the role, now applied in full. Strengths and areas to develop, each with an occasion. The decision to confirm, extend or end, where there is a probationary period, with the reasons. The goals to the annual review. The employee review template on this site prints it, free and without an account.
The goals from thirty days
Each goal as agreed, met or not, with the occasion. This is the first time the review rates against something agreed in advance, and it is why the thirty-day review must set goals rather than end in a chat.
The standards in full
The job description's standards, now expected without the allowance for being new. Strengths with the occasion; areas to develop with the occasion and the support the employer will give. This is the review where the allowance for being new ends, and the template says so in its heading so both people know what is being rated.
The probation decision
Where the employer has a probationary period, the ninety-day review records the decision: confirmed, extended for a stated period with stated goals, or ended, with the reasons and the examples. A decision with no review behind it is the one an adviser cannot defend.
Goals to the annual review, and the record
Two or three, measurable, dated. Signed by both, kept against the employee, opened at the annual review. HeadcountDesk Pro keeps it and reminds the manager; the template prints it. From the vendors' own pricing pages, cited below: Homebase lists its Essentials plan at $30 per location per month billed monthly or $24 billed annually, with unlimited employees, and a Basic plan at $0 for one location with up to 10 employees; BambooHR starts at $10 per employee per month for Core and $17 for Pro; Deputy's Core plan is $6.50 per user per month. HeadcountDesk Pro is $24 per month per location.
Questions people ask about 90 day review
Is a 90 day review legally required?
No; a probation decision with a record behind it is what makes the decision defensible.
Should pay change at 90 days?
If the offer said so; the review documents whether the conditions were met.
Is the template free?
Yes, without an account.