90-Day Review Template

90-Day Review Template

The first three months set the tone for a new hire's entire experience at your company. A 90 day review template gives you a structured way to check in at key milestones, make sure the employee is settling in, and catch any issues before they become real problems.

For small businesses, this template is especially useful because you probably do not have a formal onboarding program. These 30, 60, and 90-day checkpoints replace that with something practical and consistent.

When to Use This Template

• Every new hire's first 90 days
• When an employee transitions to a new role or department
• During a formal probationary or introductory period
• When you want a structured onboarding evaluation process

90-Day New Hire Review

Employee Information

30-Day Check-In

Focus: Learning, orientation, and initial impressions.

At the 30-day mark, the employee is still learning. This check-in focuses on whether they have what they need and how they are adjusting.

Manager Assessment (30 Days)

Rating scale: 1 = Below expectations   2 = Meets expectations   3 = Exceeds expectations

30-Day Discussion Questions

For the employee:

• How has your first month been overall?
• Do you feel you have a clear understanding of your role and responsibilities?
• Have you received the training and resources you need?
• Is there anything that has surprised you about the job or the company?
• What questions do you still have?

Employee responses / notes:

30-Day Goals for Next Period

What should the employee focus on between day 30 and day 60?

Manager Signature: _______________________________________    Date: ________ / ________ / ________

Employee Signature: _______________________________________    Date: ________ / ________ / ________

60-Day Check-In

Focus: Building confidence, increasing independence, and addressing gaps.

By day 60, the employee should be handling core tasks with less supervision. This check-in looks at how they are progressing toward full productivity.

Manager Assessment (60 Days)

Review of 30-Day Goals

60-Day Discussion Questions

For the employee:

• How are you feeling about your progress?
• Are there parts of the job you feel confident in? Parts where you need more support?
• How is your relationship with the team? Do you feel included?
• Is there any feedback you have about your onboarding experience so far?
• What do you need from me to be successful in the next 30 days?

Employee responses / notes:

Areas for Improvement (if any)

60-Day Goals for Next Period

What should the employee accomplish by the 90-day mark?

Manager Signature: _______________________________________    Date: ________ / ________ / ________

Employee Signature: _______________________________________    Date: ________ / ________ / ________

90-Day Review

Focus: Overall evaluation, readiness for full responsibilities, and forward planning.

This is the final milestone. At 90 days, you should have a clear picture of whether the employee is a good fit for the role and the team.

Manager Assessment (90 Days)

Review of 60-Day Goals

90-Day Discussion Questions

For the employee:

• How do you feel about your role now compared to when you started?
• What are you most proud of from your first 90 days?
• What has been the biggest challenge?
• Do you feel you have a clear path for growth here?
• Is there anything about the job, team, or company that is not what you expected?

Employee responses / notes:

Key Strengths Observed

Areas for Continued Development

90-Day Overall Recommendation

• [ ] Full confirmation -- Employee has met expectations and is confirmed in their role
• [ ] Extended review period -- Additional time is needed (specify duration): _______________________________________
• [ ] Role adjustment -- Employee may be better suited for a different role or modified responsibilities
• [ ] Not a fit -- Employment will not continue beyond the introductory period

Manager's summary comments:

Goals for the Next Review Period

Final Signatures

Manager Signature: _______________________________________    Date: ________ / ________ / ________

Employee Signature: _______________________________________    Date: ________ / ________ / ________

How to Use This Template

1. Set the dates up front. On the employee's first day, schedule all three review meetings (30, 60, and 90 days) on both calendars. This prevents them from being forgotten.
2. Complete each section before the meeting. Fill in your ratings and notes ahead of time so the conversation is focused and productive.
3. Make it a two-way conversation. Use the discussion questions to hear the employee's perspective. Their experience of onboarding is valuable feedback for your process.
4. Set goals at each checkpoint. Each review builds on the last. Goals from the 30-day check-in feed into the 60-day review, and so on.
5. Document the final recommendation. The 90-day review is often the decision point for whether to confirm a new hire. Make sure your recommendation and reasoning are clearly documented.

Tips for Small Businesses

• Start before day one. Use a 90 day review template as part of your onboarding plan. When both you and the employee know the checkpoints are coming, expectations are clearer from the start.
• Do not skip the 30 and 60-day meetings. It is tempting to wait until 90 days, but early check-ins catch small issues before they grow and help the employee feel supported.
• Be honest early. If an employee is struggling at day 30, say so clearly and offer support. Waiting until day 90 to mention a problem is unfair to everyone.
• Celebrate wins. The 90-day review should not just be about fixing things. Acknowledge what the new hire has done well and what they have brought to the team.

Tracking new hire milestones, review dates, and onboarding progress is much easier when it is all in one system. Boring HR's Team Tracker helps you manage employee timelines and never miss a critical check-in date.