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90-Day Performance Review

A 90-day performance review is the milestone assessment at the end of a new employee’s first three months. It rates results against the targets set at day 60, judges readiness to work independently in the full role, and either feeds a probation decision or sets a six-month development plan.

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[Company Logo][Company Name]

90-DAY PERFORMANCE REVIEW

Company:: [Company Name]
Date of Joining:: [Date of Joining]
Review Date:: [Date]
Probation End Date:: [DD/MM/YYYY]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section 1: Results Against 90-Day Targets

Target	Result Achieved	Rating (1–5)	Evidence
[Target 1]	[Result]	[Rating]	[Evidence]
[Target 2]	[Result]	[Rating]	[Evidence]
[Target 3]	[Result]	[Rating]	[Evidence]
[Target 4]	[Result]	[Rating]	[Evidence]

Section 2: Readiness for the Full Role

Readiness Indicator	Rating (1–5)	Comments
Works independently on routine tasks	[Rating]	[Comments]
Uses company systems and processes correctly	[Rating]	[Comments]
Handles stakeholders / customers confidently	[Rating]	[Comments]
Demonstrates company values	[Rating]	[Comments]

Overall 90-day rating (1–5)	[Rating]

Section 3: Outcome

On track – move to regular review cycle
Needs support – development actions below to be reviewed in 30 days
Probation recommendation: Confirm / Extend (complete the probation review form)

Section 4: Six-Month Development Plan

Development Area	Action	Support / Resource	Target Date
[Area 1]	[Action]	[Support]	[DD/MM/YYYY]
[Area 2]	[Action]	[Support]	[DD/MM/YYYY]
[Area 3]	[Action]	[Support]	[DD/MM/YYYY]

Employee reflections on the first 90 days:
[Employee Comments]

Employee
[Employee Name]
Date: [Date]

Reporting Manager
[Reporting Manager]
Date: [Date]

HR
[HR Name]
Date: [Date]

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What this template includes

Results against 90-day targets with ratings
Five-point overall rating with legend
Readiness assessment for working independently
Culture and values fit observations
Six-month development plan
Outcome: on track, needs support, or probation recommendation

When to use it

Three months after joining, as an end-of-ramp-up checkpoint
Where probation is three months and a confirmation decision is due
As an interim review in a six-month probation
Handing over a new hire from onboarding to the regular review cycle

How to customise this template

1Bring forward targets from the 60-day review
2If probation is three months, attach the probation confirmation section from your policy
3Edit the readiness criteria to suit the role level
4Add the employee to the standard quarterly review calendar after this

HR tips

Compare day 30, 60 and 90 notes to show the learning curve
Recognise progress publicly where appropriate
Make the outcome explicit so the employee knows where they stand
Hand over open training actions to the L&D tracker

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Frequently asked questions

Is the 90-day review the same as the probation review?+

If probation is three months, yes, they are often combined. For six-month probation, the 90-day review is an interim check.

What should be rated at 90 days?+

Results against targets, job knowledge, independence, teamwork and fit with company values.

What comes after the 90-day review?+

The employee moves to regular quarterly or half-yearly reviews with a development plan for the next six months.

All 50 performance appraisal & reviews →

[Company Logo][Company Name]

EMPLOYEE PERFORMANCE REVIEW FORM

Company:: [Company Name]
Review Date:: [Date]
Review Period:: [DD/MM/YYYY] to [DD/MM/YYYY]

1. Employee Details

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Review Type: Mid-year / Ad-hoc / Transfer / Employee-requested

2. Rating Scale

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

3. Core Job Factors

Form · Word

Employee Performance Review Form

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[Company Logo][Company Name]

QUARTERLY PERFORMANCE REVIEW

Company:: [Company Name]
Financial Year:: [YYYY–YY]
Quarter:: Q1 / Q2 / Q3 / Q4 ([DD/MM/YYYY] to [DD/MM/YYYY])

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Quarterly Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

A. Quarterly Targets / OKRs

Objective / Target	Planned	Actual	Achievement %	Rating	Q-on-Q Trend
[Objective 1]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]
[Objective 2]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]
[Objective 3]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]
[Objective 4]	[Planned]	[Actual]	[%]	[1–5]	[Up / Same / Down]

Form · Word

Quarterly Performance Review

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[Company Logo][Company Name]

MONTHLY PERFORMANCE REVIEW

Company:: [Company Name]
Month / Year:: [Month] [YYYY]
Working Days in Month:: [Number]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Shift / Process (if applicable)	[Shift]

Monthly Rating Scale

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

1. Monthly Targets

Metric	Monthly Target	Actual	Achievement %	Rating (1–4)
[Metric 1, e.g. Sales Value ₹]	[Target]	[Actual]	[%]	[Rating]
[Metric 2, e.g. Calls / Visits]	[Target]	[Actual]	[%]	[Rating]
[Metric 3, e.g. Quality Score %]	[Target]	[Actual]	[%]	[Rating]
[Metric 4, e.g. Customer Complaints]	[Target]	[Actual]	[%]	[Rating]

Form · Word

Monthly Performance Review

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[Company Logo][Company Name]

PROBATION PERFORMANCE REVIEW FORM

Company:: [Company Name]
Probation Start Date:: [Date of Joining]
Probation End Date:: [DD/MM/YYYY]
Review Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section A: Job Performance

Criteria	Rating (1–5)	Comments / Examples
Understanding of role and responsibilities	[Rating]	[Comments]
Quality and accuracy of work	[Rating]	[Comments]
Speed of learning and applying training	[Rating]	[Comments]
Achievement of probation goals	[Rating]	[Comments]
Working relationships with team and customers	[Rating]	[Comments]

Form · Word

Probation Performance Review

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[Company Logo][Company Name]

30-DAY PERFORMANCE REVIEW (NEW JOINER)

Company:: [Company Name]
Date of Joining:: [Date of Joining]
Review Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]
Onboarding Buddy	[Buddy Name]

1. Onboarding Status

Induction and company orientation completed
Laptop, email and system access provided
Policies acknowledged (code of conduct, leave, POSH, IT use)
Role expectations and KRAs explained
Introduced to key stakeholders
Joining documents and bank / UAN details submitted to HR

2. Early Performance Scale

Rating	Label	Description
4	Exemplary	Performance well above the standard in every area reviewed
3	Proficient	Solid, reliable performance at the expected standard
2	Developing	Progressing, but support is still needed in some areas
1	Below Standard	Performance is not yet acceptable for the role

Form · Word

30-Day Performance Review

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[Company Logo][Company Name]

60-DAY PERFORMANCE REVIEW

Company:: [Company Name]
Date of Joining:: [Date of Joining]
Review Date:: [Date]

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Part 1: Progress on Day 30 Goals

Goal Set at Day 30	Progress Made	Rating (1–5)	Comments
[Goal 1]	[Progress]	[Rating]	[Comments]
[Goal 2]	[Progress]	[Rating]	[Comments]
[Goal 3]	[Progress]	[Rating]	[Comments]

Form · Word

60-Day Performance Review

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[Company Logo][Company Name]

MANAGER PERFORMANCE REVIEW FORM

Company:: [Company Name]
Review Period:: [DD/MM/YYYY] to [DD/MM/YYYY]
Team Size:: [Number] direct / [Number] total

Employee Name	[Employee Name]
Employee ID	[Employee ID]
Designation	[Designation]
Department	[Department]
Reporting Manager	[Reporting Manager]
Date of Joining	[Date of Joining]
Work Location	[Work Location]

Rating Scale

Rating	Label	Meaning
5	Outstanding	Consistently exceeds all expectations; a role model for others
4	Exceeds Expectations	Frequently goes beyond targets and standards
3	Meets Expectations	Fully delivers what the role requires
2	Needs Improvement	Meets some expectations; clear gaps to close
1	Unsatisfactory	Does not meet the basic requirements of the role

Section A: Team Metrics

Metric	Target	Actual	Comments
Team target achievement (%)	[Target]	[Actual]	[Comments]
Voluntary attrition (%)	[Target]	[Actual]	[Comments]
Average time to fill open roles (days)	[Target]	[Actual]	[Comments]
Appraisals and reviews completed on time (%)	[Target]	[Actual]	[Comments]

Form · Word

Manager Performance Review

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[Company Logo][Company Name]

PERFORMANCE REVIEW MEETING FORM

Meeting Details

Company	[Company Name]
Meeting type: Annual / Mid-year / Quarterly / PIP Review / Other
Date and time	[Date], [Time]
Mode: In person at [Work Location] / Video call
Employee	[Employee Name], [Employee ID], [Designation]
Reporting Manager	[Reporting Manager]
HR representative	[HR Name]
Note-taker	[Name]

Agenda

Purpose of the meeting
Employee’s view of their performance
Manager’s assessment and evidence
Ratings / outcome
Development and support
Agreed actions and next review

Discussion Summary

Agenda Item	Key Points Discussed
Employee’s view	[Notes]
Manager’s assessment	[Notes]
Ratings / outcome shared	[Rating or Outcome]
Development and support	[Notes]

Form · Word

Performance Review Meeting Form

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90-Day Performance Review

Preview of the form

Rating Scale

Section 1: Results Against 90-Day Targets

Section 2: Readiness for the Full Role

Section 3: Outcome

Section 4: Six-Month Development Plan

What this template includes

When to use it

How to customise this template

HR tips

Hire top talent from BetterJobs

Frequently asked questions

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