Blank 90 Day Performance PDF Template

1. What is the purpose of the 90 Day Performance Review form at Oklahoma Baptist University?

   The 90 Day Performance Review form is designed to evaluate an employee's performance during their initial three months at Oklahoma Baptist University. This period is critical for assessing how well the employee has adapted to their role and the university's environment. The form helps in identifying areas where the employee excels and areas that may require improvement, ensuring that the individual's development aligns with the department's goals and standards.

2. How are the ratings on the 90 Day Performance Review form categorized?

   The form categorizes employee performance into several ratings: Unsatisfactory, Needs Improvement, Meets Expectations, Above Average, and Superior. These ratings are used to quantify the employee's job performance across various areas such as job knowledge, work quality, judgment, and others, providing a structured feedback mechanism.

3. What areas of performance does the form evaluate?

   • Job knowledge
   • Work quality
   • Judgment
   • Initiative
   • Communication/Listening
   • Work ethic
   • Professional conduct
   • Attendance

4. Are comments required for all ratings on the form?

   Comments are mandatory for all ratings except for “Satisfactory”. For any rating marked as “Unsatisfactory” or “Needs Improvement”, detailed comments are required to provide clear feedback and actionable steps for improvement.

5. What steps should be taken if an employee receives "Unsatisfactory" or "Needs Improvement" ratings?

   If an employee is marked as “Unsatisfactory” or “Needs Improvement” in any area, it is required to schedule a date to review the progress. If there are multiple areas marked as such, a meeting with Human Resources must be arranged to discuss further steps and development plans aimed at performance improvement.

6. How does the review process cater to employee strengths and areas needing improvement?

   The form not only identifies areas of unsatisfactory performance but also highlights the employee's strengths. It fosters a constructive dialogue between the supervisor and the employee, identifying actionable steps and strategies that can be implemented to facilitate the employee's professional growth and improvement in job performance.

7. What is the role of the supervisor in the 90 Day Performance Review process?

   The supervisor's role involves thoroughly evaluating the employee's performance, providing constructive feedback, and signing the form to authenticate the review. The supervisor is also responsible for identifying improvement plans and scheduling follow-up meetings if necessary, in collaboration with Human Resources for cases requiring additional attention.

8. Can the employee provide feedback on their 90 Day Performance Review?

   Yes, employees are encouraged to give their feedback on the 90 Day Performance Review. They have the opportunity to comment on their evaluation, express their views on their performance, discuss achievements, and outline how they plan to address any areas of improvement. This encourages a two-way conversation, ensuring the review process is comprehensive and inclusive.

9. How is the 90 Day Performance Review finalized?

   The review process is finalized once all parties— the supervisor, the employee, and the reviewing official—have provided their signatures on the form. These signatures confirm that the review has been conducted thoroughly, feedback has been shared, and the employee has been given the opportunity to respond, thereby making the process transparent and accountable.

Completing a 90 Day Performance Review form requires attention to detail and a comprehensive understanding of the review process. Common mistakes can impact the effectiveness of the feedback provided, leading to misunderstandings or missed opportunities for development. Being aware of these mistakes can significantly enhance the review process.

1. Not Providing Specific Examples: A frequent oversight is the failure to provide specific examples in the supervisor’s comments section. Merely stating that an employee excels in a certain area without providing specific instances or outcomes that demonstrate this excellence can be unhelpful. Similarly, marking an area as "Needs Improvement" without detailing particular instances or behaviors leaves the employee without clear direction on how to improve.

2. Skipping Comments for Satisfactory Ratings: While the form stipulates that comments are required for all ratings except "Satisfactory," providing feedback even for areas where expectations are met can be incredibly valuable. It helps reinforce what the employee is doing right and can motivate them to continue in those areas, fostering a culture of recognition and continuous improvement.

3. Inadequate Follow-Up Planning: If an employee is marked as “Unsatisfactory” or “Needs Improvement,” the form requires scheduling a date to review progress. A common mistake is not setting a specific timeframe or concrete steps for improvement, which can leave the employee feeling lost. Adequate follow-up involves setting clear, achievable goals and offering support to meet those objectives.

4. Overlooking Strengths and Improvement Areas: At times, the focus might heavily lean towards areas needing improvement, neglecting to identify and discuss strengths. Recognizing and discussing both—strengths and areas for growth—is crucial for a balanced review. This not only boosts morale but also helps in crafting a well-rounded development plan tailored to the employee's needs and potential.

Avoiding these common mistakes can lead to a more effective and constructive performance review process. By providing specific examples, addressing all areas of performance, planning adequate follow-up, and balancing the discussion around strengths and areas for improvement, supervisors can greatly enhance the developmental impact of the 90 Day Performance Review.

When conducting a 90-Day Performance Review, like the one outlined by Oklahoma Baptist University, it's crucial to ensure that both the employee and the employer have a clear, comprehensive understanding of the employee's progress, expectations, and development areas. In addition to the 90-Day Performance Review form, there are several other documents and forms that are frequently utilized to support this process. These documents help in creating a structured path for employee evaluation, feedback, and future planning.

• Employee Self-Evaluation Form: This form allows employees to assess their own performance, achievements, and areas where they seek improvement. It encourages self-reflection and helps in aligning the employee’s perception of their performance with that of their supervisor.
• Goal Setting Form: Critical for establishing clear, measurable, and achievable goals for employees. This document typically outlines objectives the employee should aim to achieve following the review period, fostering professional growth and development.
• Improvement Plan Form: For employees who are marked as “Needs Improvement” or “Unsatisfactory” in any area of their 90-Day Performance Review, this form details specific steps for improvement, including training, mentoring, or adjustments in responsibilities. It also establishes timelines for reassessing the employee's performance.
• Training and Development Plan: This document outlines any required or recommended training programs or development opportunities that could help the employee enhance their skills or performance in their current role.
• Employee Feedback Form: A tool for gathering feedback from peers, subordinates, and other managers who interact with the employee. This 360-degree feedback can provide comprehensive insights into the employee’s performance, teamwork, and communication skills.
• Recognition and Awards Form: Employers can use this form to document and recognize the accomplishments and contributions of the employee. Acknowledging achievements can boost morale and encourage continued excellence.

Together, these forms and documents create a holistic view of employee performance, offering multiple perspectives and detailing clear paths toward improvement and growth. It’s important for organizations to utilize these tools effectively to ensure mutual understanding between employees and management, fostering a positive, productive work environment.

• Annual Performance Review: The Annual Performance Review shares a foundational structure with the 90 Day Performance Review, focusing on evaluating an employee's performance over a specific period. Where the 90 Day Review covers a three-month span, the Annual Review examines the employee's achievements, strengths, and areas for improvement over the entire year. Both documents require ratings in various categories, such as job knowledge, work quality, and professional conduct, and often include sections for supervisor comments, allowing for detailed feedback and the setting of future performance goals.

• Probationary Employee Review: Similar to the 90 Day Performance Form, the Probationary Employee Review is designed for assessing employees who are in their initial period of employment. This period serves as a trial to evaluate if the employee fits well within the organization and can meet its expectations. Both documents focus on areas such as judgment, initiative, and communication, aiming to identify any needs for improvement early in the employment term, and outline action plans for development.

• Employee Self-Evaluation: Although typically filled out by the employees themselves, Self-Evaluations mirror the 90 Day Performance Review in form and intent. Employees assess their own performance in key areas mentioned in the 90 Day Review, like work ethic and attendance. This self-assessment encourages personal reflection on achievements and recognition of areas needing enhancement. When used concurrently with a 90 Day Review, it provides a multi-faceted view of performance, incorporating both the employee's and manager's perspectives.

• Mid-Year Review: The Mid-Year Review, like the 90 Day Performance Review, serves as a formal check-in on an employee's progress against their goals and objectives. Conducted halfway through the fiscal or calendar year, it evaluates similar areas of performance, including professional conduct and work quality. Both documents aim to offer timely feedback, allowing for adjustments and improvements before the year-end, ensuring employees are on track to meet or exceed their expected contributions.

When completing the 90 Day Performance Review form at Oklahoma Baptist University, attention to detail and clear communication are essential for both employees and supervisors. The process is designed to ensure that all parties have a clear understanding of performance expectations and areas of improvement. To facilitate this process, here are some guidelines on what you should and shouldn't do.

Things You Should Do

1. Be honest and objective in your evaluations. Reflect accurately on the employee's performance in relation to the criteria outlined.
2. Provide examples to support your ratings, especially when giving feedback on areas needing improvement or highlighting strengths.
3. Discuss the form with the employee before submitting it. This ensures that there are no surprises and allows for a constructive dialogue about the evaluation.
4. Use specific, actionable language when describing both strengths and areas for improvement. Avoid vague terms that do not offer clear direction.
5. Plan for follow-up on any "Unsatisfactory" or "Needs Improvement" ratings. Detail actions and strategies to guide the employee towards improvement.

Things You Shouldn't Do

1. Wait until the last minute to fill out the form. Rushing through the evaluation can lead to oversights and inaccuracies.
2. Let biases influence the evaluation. Focus on actual performance and behaviors rather than personal feelings about the employee.
3. Use the form as the first communication about performance issues. Performance concerns should be communicated and addressed as they arise, not saved for the review period.
4. Ignore the employee’s input and perspective. Their feedback can provide valuable insights into their performance and motivations.
5. Overlook the comments section for satisfactory ratings. Even if an area is marked as satisfactory, providing specific feedback can encourage continued success and growth.

Following these guidelines will help ensure that the 90 Day Performance Review process is fair, effective, and beneficial for both the employee and supervisor. It's an opportunity to celebrate achievements, address challenges, and set goals for future performance and development.

Misconceptions about the 90-Day Performance Form can lead to confusion and anxiety among employees. Understanding what this form truly represents can help alleviate concerns and contribute to a more constructive review process. Here are five common misunderstandings and the realities behind them.

• The form is solely for criticizing employee performance. Many believe the 90-Day Performance Review is a platform for highlighting only the negatives. In reality, it is designed to recognize achievements as much as areas for improvement. Its goal is to support development and celebrate successes alongside identifying opportunities for growth.
• Only supervisors benefit from the review. It's a common misconception that the review process favors supervisors, giving them a tool to control or manage employees more strictly. However, these reviews are mutually beneficial. They offer employees a chance to understand their supervisor's expectations clearly, receive feedback on their work, and discuss career development paths.
• "Satisfactory" ratings mean no improvement is needed. Some might interpret a "Satisfactory" or "Meets Expectations" rating as an indication that no further development is required. This is not the case. Continuous improvement is always encouraged, and such a rating should be seen as a foundation to build upon, aiming for "Above Average" or "Superior" in future evaluations.
• Performance reviews are a one-way conversation. The structure of the 90-Day Performance Review might suggest that feedback flows only from the supervisor to the employee. However, effective reviews are dialogues. Employees are encouraged to share their thoughts, seek clarification on feedback received, and discuss how they can achieve their personal and professional goals.
• Negative ratings are a precursor to job termination. Receiving an "Unsatisfactory" or "Needs Improvement" rating in certain areas can be intimidating. While these ratings do highlight areas requiring immediate attention, their primary aim is to identify where additional support, training, or resources are needed, not to set the stage for dismissal.

Understanding these points can transform the 90-Day Performance Review from a source of stress into a valuable tool for growth and development. It's important for both employees and employers to approach these reviews with an open mind and a focus on constructive outcomes.

Filling out and using the 90 Day Performance Review form from Oklahoma Baptist University is a critical process for both employers and employees. It provides a structured approach to assessing performance, identifying areas for improvement, and setting the stage for future success. Here are six key takeaways to ensure the process is both effective and beneficial:

1. Accuracy in Employee Information is Critical: Ensuring that details such as the Employee Name, ID#, Review Period, Job Title, Department, and Date of Hire/Transfer are accurately filled can significantly impact the review's effectiveness. These details set the context for the evaluation and help in maintaining accurate records.
2. Understanding the Ratings Scale: The form uses a ratings scale from Unsatisfactory to Superior, covering aspects like Job Knowledge, Work Quality, and Initiative, among others. Both reviewers and employees should have a clear understanding of what each level means to ensure fair and meaningful assessments.
3. Importance of Supervisor’s Comments: Comments are required for all ratings except "Satisfactory." This requirement highlights the importance of providing constructive feedback and not just a numerical or categorical rating. Detailed comments can offer insights into performance levels and guide employees on how to improve.
4. Progress Review Scheduling: If an employee is marked "Unsatisfactory" or "Needs Improvement" in any area, it is crucial to schedule a date to review progress. This follow-up demonstrates the employer's commitment to employee development and provides a clear timeline for reassessment.
5. Human Resources Involvement: The form stipulates that a meeting with Human Resources should be scheduled if an employee receives "Unsatisfactory" or "Needs Improvement" ratings in two or more areas. This step ensures that performance issues are addressed with the appropriate level of oversight and support.
6. Employee Feedback is Encouraged: The form allocates space for employee comments. This section is pivotal for fostering a two-way dialogue about performance, expectations, and concerns. Employees can use this opportunity to reflect on their review, express agreements or disagreements, and discuss plans for improvement or professional development.

Effective use of the 90 Day Performance Review form entails a thorough understanding and careful attention to these key aspects. By doing so, employers can enhance communication, improve employee performance, and foster a positive work environment. Furthermore, employees are given a clear understanding of their performance, along with constructive feedback to support their growth and success within the organization.