Free form template · Word

60-Day Review Form

The 60-day review form measures a new employee’s progress against the goals set at day 30. It adds competency ratings, input from peers or internal customers, and an honest gap analysis with an action plan, so that any concerns are addressed well before the 90-day or probation decision.

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[Company Logo][Company Name]

60-DAY REVIEW FORM

Employee Name:: [Employee Name]
Employee ID:: [Employee ID]
Designation:: [Designation]
Department:: [Department]
Date of Joining:: [Date of Joining]
Review Date:: [Date]
Reviewer:: [Reporting Manager]

Section 1: Progress Against 30-Day Goals

Goal (from 30-day review)	Status	Evidence / Example
[Goal 1]	[Achieved / In Progress / Not Met]	[Example]
[Goal 2]	[Status]	[Example]
[Goal 3]	[Status]	[Example]

Section 2: Competency Ratings (1 = Needs Improvement, 5 = Excellent)

Area	Rating (1–5)	Comments
Job knowledge	[1–5]	[Comments]
Quality of work	[1–5]	[Comments]
Productivity	[1–5]	[Comments]
Communication	[1–5]	[Comments]
Teamwork	[1–5]	[Comments]
Ownership and initiative	[1–5]	[Comments]

Section 3: Stakeholder Feedback

Feedback from peers or internal customers
Feedback from buddy (if any)

Section 4: Gaps and Action Plan

Gap	Action	Owner	By When
[Gap]	[Training / Coaching / Practice]	[Owner]	[DD/MM/YYYY]
[Gap]	[Action]	[Owner]	[DD/MM/YYYY]

Section 5: Employee Comments

Employee’s view of progress
Support requested

Employee
[Employee Name]
Date: [Date]

Reporting Manager
[Reporting Manager]
Date: [Date]

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What this template includes

Progress table against 30-day goals
Competency ratings
Peer or stakeholder input
Gap analysis
Action plan to day 90
Signatures

When to use it

About two months after joining
As a mid-probation checkpoint
When 30-day goals need to be re-assessed
Before deciding on extra training

How to customise this template

1Copy the goals from the 30-day review
2Adapt competencies to the role
3Decide whether to collect peer input
4Set the 90-day review date

HR tips

Be specific about gaps and examples
Agree on measurable actions
Inform HR early if probation may be extended

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Frequently asked questions

What is reviewed at 60 days?+

Progress against 30-day goals, core competencies, peer feedback and any gaps that need action before the 90-day review.

Should concerns be raised at 60 days?+

Yes. Raising them now gives the employee a fair chance to improve before a probation decision.

How is it different from the 30-day review?+

The 30-day review checks settling in; the 60-day review assesses progress and performance more closely.

All 50 onboarding & induction →

[Company Logo][Company Name]

30-DAY REVIEW FORM

Employee Name:: [Employee Name]
Employee ID:: [Employee ID]
Designation:: [Designation]
Department:: [Department]
Date of Joining:: [Date of Joining]
Review Date:: [Date]
Reviewer:: [Reporting Manager]

Part A: Employee Reflection

How have your first 30 days been?
Is your role what you expected? What differs?
Do you have the tools, access and information you need?
What has helped you most so far?
What support do you need?

Part B: Manager Observations

Area	Rating (1–5)	Comments
Understanding of role and responsibilities	[1–5]	[Comments]
Learning of tools and processes	[1–5]	[Comments]
Integration with the team	[1–5]	[Comments]
Attendance and punctuality	[1–5]	[Comments]
Attitude and willingness to learn	[1–5]	[Comments]

Strengths observed
Areas to focus on

Form · Word

30-Day Review Form

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[Company Logo][Company Name]

90-DAY REVIEW FORM

Employee Name:: [Employee Name]
Employee ID:: [Employee ID]
Designation:: [Designation]
Department:: [Department]
Date of Joining:: [Date of Joining]
Probation End Date:: [Date]
Review Date:: [Date]

1. Goal Achievement

Goal	Target	Actual	Rating (1–5)
[Goal 1]	[Target]	[Actual]	[1–5]
[Goal 2]	[Target]	[Actual]	[1–5]
[Goal 3]	[Target]	[Actual]	[1–5]

2. Overall Assessment

Area	Rating (1–5)	Comments
Role competence	[1–5]	[Comments]
Work quality and reliability	[1–5]	[Comments]
Collaboration	[1–5]	[Comments]
Alignment with company values	[1–5]	[Comments]
Attendance and discipline	[1–5]	[Comments]

Key strengths
Development areas
Training recommended

Form · Word

90-Day Review Form

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[Company Logo][Company Name]

INDUCTION FEEDBACK FORM

Participant Details

Name (optional)
Department
Designation
Induction Batch / Dates
Location

Session Ratings (1 = Poor, 5 = Excellent)

Session	Content	Speaker	Usefulness	Comments
Company orientation	[1–5]	[1–5]	[1–5]	[Comments]
HR policies and benefits	[1–5]	[1–5]	[1–5]	[Comments]
POSH and code of conduct	[1–5]	[1–5]	[1–5]	[Comments]
Information security	[1–5]	[1–5]	[1–5]	[Comments]
Department induction	[1–5]	[1–5]	[1–5]	[Comments]

Overall Experience

Statement	Rating (1–5)
The induction helped me understand the company	[1–5]
I know whom to contact for HR, IT and admin matters	[1–5]
Session timings and venue were well managed	[1–5]
Materials provided were clear and useful	[1–5]

Form · Word

Induction Feedback Form

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[Company Logo][Company Name]

NEW HIRE FEEDBACK FORM

About You

Name (optional)
Designation
Department
Date of Joining
How did you hear about this job? (Job portal / Referral / Agency / Company website / Other)

Hiring Process (1 = Poor, 5 = Excellent)

Stage	Rating (1–5)	Comments
Job description clarity	[1–5]	[Comments]
Ease of applying	[1–5]	[Comments]
Interview scheduling and communication	[1–5]	[Comments]
Interviewer professionalism	[1–5]	[Comments]
Speed of decision	[1–5]	[Comments]
Offer explanation (CTC, in-hand, benefits)	[1–5]	[Comments]

Pre-Joining and First Days

Question	Yes / No	Comments
Were you contacted regularly between offer and joining?	[Yes / No]	[Comments]
Did you know where to report and whom to meet on day one?	[Yes / No]	[Comments]
Was your workstation and laptop ready?	[Yes / No]	[Comments]
Does the role match what was described in interviews?	[Yes / No]	[Comments]

Form · Word

New Hire Feedback Form

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[Company Logo][Company Name]

ONBOARDING FEEDBACK FORM

Employee Details (optional)

Name
Department
Date of Joining
Work Mode (Office / Hybrid / Remote)

Rate Each Stage (1 = Very Poor, 5 = Excellent)

Onboarding Stage	Owner	Rating (1–5)	Comments
Welcome email and pre-joining information	HR	[1–5]	[Comments]
Day-one welcome and paperwork	HR / Admin	[1–5]	[Comments]
Laptop, email and system access	IT	[1–5]	[Comments]
Seating, ID and facilities	Admin	[1–5]	[Comments]
Induction sessions	HR	[1–5]	[Comments]
Buddy support	Buddy	[1–5]	[Comments]
Role training and manager support	Reporting Manager	[1–5]	[Comments]
First salary and payroll queries	Finance	[1–5]	[Comments]

Readiness

Question	Yes / No
Were all your systems working by the end of day two?	[Yes / No]
Did you receive your first salary correctly and on time?	[Yes / No]
Were your 30-day goals set?	[Yes / No]

Form · Word

Onboarding Feedback Form

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[Company Logo][Company Name]
DEPARTMENT INTRODUCTION FORM
1. Department Details
Department Name
Department Head
Location(s)
Number of Team Members
Contact for New Joiner Questions
Last Updated On
2. Purpose
What does the department do?
Whom does it serve (internal/external customers)?
3. Team Structure
Name Role What to Contact Them For
[Name] [Role] [Purpose]
[Name] [Role] [Purpose]
[Name] [Role] [Purpose]
[Name] [Role] [Purpose]
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Department Introduction Form
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[Company Logo][Company Name]
EMPLOYEE ONBOARDING CHECKLIST
Employee Name:
[Employee Name]
Employee ID:
[Employee ID]
Designation:
[Designation]
Department:
[Department]
Date of Joining:
[Date of Joining]
Reporting Manager:
[Reporting Manager]
HR Coordinator:
[HR Name]
Phase 1: Pre-Joining (Offer Acceptance to Day Before Joining) – Owner: HR
- Signed offer letter received and filed
- Background and reference checks initiated
- Pre-joining document list emailed to the candidate
- Joining date, time, reporting address and dress code confirmed
- IT, admin and reporting manager informed of the joining date
- Workstation, laptop and email ID requested
- Welcome email sent with day-one agenda
Phase 2: Joining Day – Owner: HR and Admin
- Original documents verified and copies taken (education, experience, relieving letter)
- PAN, bank account details and cancelled cheque collected
- Aadhaar (last 4 digits / masked copy) collected for KYC
- UAN obtained or new UAN generated; EPF nomination (Form 2) completed
- ESI registration done where applicable
- Appointment letter issued and signed copy received
- ID card, access card and welcome kit handed over
- Employee added to HRMS, attendance and payroll
Phase 3: First Week – Owner: HR, IT and Reporting Manager
Checklist · Word
Employee Onboarding Checklist
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[Company Logo][Company Name]
HR ONBOARDING CHECKLIST
Employee Name:
[Employee Name]
Employee ID:
[Employee ID]
Date of Joining:
[Date of Joining]
Employment Type:
[Permanent / Contract / Intern]
HR Executive:
[HR Name]
A. Offer and Pre-Joining
- Offer letter issued and acceptance received within validity
- CTC breakup shared and agreed
- Background verification consent form signed
- Pre-joining document checklist sent
- Joining instructions sent (date, time, address, contact person)
B. Document Verification (Joining Day)
- Educational certificates – originals sighted, copies taken
- Experience and relieving letters from previous employers
- Last three salary slips or Form 16 (for tax computation)
- PAN card copy
- Aadhaar (last 4 digits / masked copy)
- Address proof (current and permanent)
- Passport-size photographs
- Bank account details with cancelled cheque
C. Statutory Registrations
Checklist · Word
HR Onboarding Checklist
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Department Name
Department Head
Location(s)
Number of Team Members
Contact for New Joiner Questions
Last Updated On

What does the department do?
Whom does it serve (internal/external customers)?

Name	Role	What to Contact Them For
[Name]	[Role]	[Purpose]
[Name]	[Role]	[Purpose]
[Name]	[Role]	[Purpose]
[Name]	[Role]	[Purpose]

60-Day Review Form

Preview of the form

Section 1: Progress Against 30-Day Goals

Section 2: Competency Ratings (1 = Needs Improvement, 5 = Excellent)

Section 3: Stakeholder Feedback

Section 4: Gaps and Action Plan

Section 5: Employee Comments

What this template includes

When to use it

How to customise this template

HR tips

Hire top talent from BetterJobs

Frequently asked questions

Related HR templates