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Probation Performance Review

A probation performance review form is completed by the reporting manager before a probationer’s confirmation date to assess whether the employee is ready to be confirmed. It rates job performance, learning and conduct, and records a clear recommendation to confirm, extend probation or not confirm.

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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]

Section B: Conduct and Compliance

Area	Satisfactory (Yes / No)	Remarks
Attendance and punctuality	[Yes / No]	[Remarks]
Adherence to code of conduct and policies	[Yes / No]	[Remarks]
Completion of mandatory training (incl. POSH awareness)	[Yes / No]	[Remarks]
Document submission complete (PAN, UAN, bank details)	[Yes / No]	[Remarks]

Section C: Recommendation

Confirm employment with effect from [DD/MM/YYYY]
Extend probation by [Number] months until [DD/MM/YYYY]
Do not confirm (reasons and supporting records attached)

Reason for recommendation	[Reason]
If extended – specific goals to be achieved	[Goals]
If extended – support to be provided	[Support]
Next review date	[DD/MM/YYYY]

Section D: Employee Comments

The review has been discussed with me and I have been given the opportunity to share my views.
[Employee Comments]

Employee
[Employee Name]
Date: [Date]

Reporting Manager
[Reporting Manager]
Date: [Date]

Head of Department
[HOD Name]
Date: [Date]

HR
[HR Name]
Date: [Date]

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What this template includes

Probation start and end dates from the appointment letter
Rating scale legend for consistent assessment
Job performance and learning ratings
Conduct, attendance and policy compliance check
Training completed during probation
Recommendation with reason and, for extension, the new date and goals
Approval by HOD and HR

When to use it

Two to four weeks before the probation end date in the appointment letter
Deciding between confirmation, extension or separation
Documenting the reasons for extending probation
Recording an interim review halfway through a six-month probation

How to customise this template

1Enter the probation period exactly as stated in the appointment letter
2Add role-specific criteria such as Tally/GST accuracy for accounts staff
3Set the minimum rating for confirmation in your probation policy
4Attach induction and training records

HR tips

Start the review early so a decision is made before the probation end date
If extending, state the specific gaps and the support you will give
Give feedback during probation; the review should not be the first time issues are raised
Issue the confirmation or extension letter promptly after approval

This template is a starting point. Review it against applicable labour laws, state rules, your standing orders and HR policies, and with a legal adviser where needed, before issuing it.

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Frequently asked questions

What happens if the probation review is not done on time?+

Depending on the appointment letter and standing orders, the employee may be treated as confirmed or the status may be unclear. Complete the review before the probation end date to avoid disputes.

Can probation be extended?+

Yes, if the appointment letter or company policy allows it. Record the reasons, the improvement expected and the new review date in writing.

Who decides confirmation after probation?+

The reporting manager recommends, the HOD endorses and HR issues the confirmation letter as per the company’s approval matrix.

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

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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]

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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]

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]

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]

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90-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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Probation Performance Review

Preview of the form

Rating Scale

Section A: Job Performance

Section B: Conduct and Compliance

Section C: Recommendation

Section D: Employee Comments

What this template includes

When to use it

How to customise this template

HR tips

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Frequently asked questions

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