Template · Performance and development
Probation review form
In short
A probationary period evaluation form records a manager's assessment of a new employee at the end of an introductory period, usually 90 days. It rates job performance, attendance and fit with written examples, reviews early goals, and documents the decision: confirm employment, extend probation or end employment. This form includes all three outcomes.
Probationary Period Evaluation template
Probationary Period Evaluation
Complete this form one to two weeks before the probationary period ends so there is time to act on the result. Rate each area and give at least one specific example. Rating scale: Exceeds = consistently above the standard expected at this point; Meets = at the standard expected at this point; Below = not yet at the standard expected at this point.
Employee details
- Employee name
- Job title
- Department
- Manager
- Start date
- Probationary period end date
- Review stage
- 30-day check-in60-day check-inFinal probation reviewReview of extended probation
Performance ratings
- Job knowledge and skills
- ExceedsMeetsBelow
- Quality of work
- ExceedsMeetsBelow
- Productivity against ramp-up targets
- ExceedsMeetsBelow
- Learning speed and response to feedback
- ExceedsMeetsBelow
- Communication and teamwork
- ExceedsMeetsBelow
- Following policies, procedures and safety rules
- ExceedsMeetsBelow
- Examples supporting the ratings
Attendance and punctuality
- Unplanned absences during probation (excluding legally protected leave)
- Late arrivals or early departures
- Attendance rating
- ExceedsMeetsBelow
- Comments
Goals and training
- Onboarding or 30-60-90 day goals and results
- Required training and certifications completed
- All completePartly completeNot complete
- Outstanding training and due dates
Summary
- Main strengths
- Areas to develop
- Employee's own view of the first months (from the review discussion)
Decision
- Outcome
- Confirm: probation successfully completedExtend probationEnd employment
- If extended: new end date
- If extended: specific targets to meet and support to be provided
- If ending employment: reasons, with reference to the ratings and examples above
- Effective date of decision
- HR reviewed decision
Note on employment status
Completing the probationary period does not create a contract of employment for any fixed term or change the at-will nature of employment, where applicable. [Edit this note for jurisdictions or collective agreements where different rules apply.]
Signatures
- Employee comments (optional)
- Employee signature (confirms the review was discussed)
- Date
- Manager signature
- Date
- HR signature
- Date
How to use this template
- Put the review date in the manager's calendar on the employee's first day, set one to two weeks before probation ends.
- Pull the employee's 30-60-90 day plan, training records, attendance data and any check-in notes before filling in the form.
- Rate each area against what is expected at this stage of tenure, not against a fully experienced employee, and add examples.
- Discuss the draft with HR before the meeting if the outcome is an extension or ending employment.
- Meet the employee, share the ratings and the decision, and record their view in the summary.
- Send written confirmation of the outcome, then file the signed form and update the HR system so benefits or pay changes tied to probation take effect.
What the probation review decides
The probationary or introductory period is the agreed window, typically 60 to 90 days for hourly roles and up to six months for professional roles, in which both sides check that the hire works. For the full definition and how it differs between countries, see the probationary period glossary entry. The review at the end has one job: record a clear decision and the reasons for it.
There are three outcomes. Confirm the employee, ideally with a short probation confirmation letter. Extend probation once, with written targets and a new date. Or end employment, with reasons that match what the form says. A form that rates everything "meets" and then ends employment is worse than no form at all.
Connect it to the onboarding plan
The fairest probation reviews measure against goals the employee saw on day one. If you use a 30-60-90 day plan, the day 90 result is most of the evidence for this form. If not, use the ramp-up targets for the role: a new contact center agent might be expected to reach 85 percent of the floor quality score by day 60 and full standard by day 90, rather than matching a three-year veteran.
Hold short check-ins at 30 and 60 days using the same form with the review stage marked. They take 15 minutes and mean the final review contains no surprises. Most probation failures that end up disputed involve a manager who said nothing for 85 days.
Probation and the law in the US
In most US states employment is at will from the first day, so a probationary period does not give the employer extra legal rights to dismiss. What it does give is a clear checkpoint and, often, a trigger for benefits eligibility or a pay step. Be careful with wording: telling people they become "permanent" after probation has led courts in some cases to read an implied promise of job security. Use "introductory period" and "regular status" instead, and keep the at-will note on the form.
A few points matter in practice:
- Montana is not an at-will state after the probationary period; its Wrongful Discharge from Employment Act requires good cause for dismissal once probation ends, so the end date and the review carry real legal weight there.
- Protected leave does not count against an employee. Do not rate attendance down for FMLA leave, leave under state paid sick leave laws, jury duty or leave given as an ADA accommodation.
- Union contracts often define probation length and rights, and they override this form.
- Outside the US, probation periods and notice rules are set by local law and contracts.
This is informational, not legal advice. Rules vary by state and country.
Extending probation
Extend when the employee is close and improving, or when they missed significant time for a reason outside their control, such as delayed training or an approved leave. Extend once, for a set period (30 days is common), with two or three specific targets written on the form. Do not extend as a way to avoid a hard conversation; the second review rarely goes differently if nothing about the support changes.
If the core problems are ongoing performance issues for someone already past probation, use the performance review template and, if needed, a formal improvement plan instead.
Probation reviews at volume
When a site starts a new class of 30 every month, probation reviews cluster on the same weeks. Set up the review schedule automatically from the start date and send supervisors a list two weeks ahead. Pre-fill the form with attendance, quality and productivity data from your systems so supervisors write examples rather than look up numbers.
Track outcomes by class and by trainer. If one class has twice the probation failure rate of the others, look at the recruiting source, the trainer or the schedule before blaming the hires.
Frequently asked questions
What is a 90 day review template used for?
It documents how a new employee performed during their first 90 days, usually the probationary or introductory period, and records the decision to confirm employment, extend the period or end employment, along with goals for the months ahead.
What should be included in a probation review?
Ratings for job skills, quality, productivity, learning, teamwork and policy compliance with examples, attendance, results against onboarding goals, training status, strengths and development areas, the decision and signatures.
What do you say in a 90 day performance review?
Start with what has gone well, using specific examples. Then cover gaps against the expected ramp-up, the decision and what happens next. Ask the employee how the first months matched their expectations; early feedback from new hires is useful for onboarding.
Can probation be extended?
Usually yes, if your policy or the employment agreement allows it. Extend once, for a defined period with written targets, and tell the employee before the original end date. Union contracts and laws outside the US may limit extensions.
What is an end of probation letter?
A short letter confirming that the employee has successfully completed the probationary period, the effective date and any changes that follow, such as benefits eligibility. If probation is extended or employment ends, a separate letter states that decision.