New Employee 30-Day Review Checklist for Marketing & Digital Agencies
A 30-day milestone checklist for reviewing a new team member's progress, addressing any concerns, and confirming they are on track for a successful probation period.
Includes provisions for Australian Consumer Law (ACL), Privacy Act compliance for customer data, and ACMA spam regulations.
Complete Checklist
- 1Review the team member's progress against the 30-day goals set during onboardingCritical
- 2Assess competency in core role tasks based on observation and output
- 3Gather feedback from the team member's direct supervisor or team leader
- 4Collect feedback from colleagues who have worked closely with the new hire
- 5Discuss the team member's experience and satisfaction so farCritical
- 6Identify any training gaps that need to be addressed
- 7Review attendance and punctuality during the first month
- 8Assess cultural fit and integration with the team
- 9Confirm all onboarding paperwork and compliance training is completeCritical
- 10Discuss any challenges the team member has encountered and how to resolve them
- 11Set clear goals and expectations for the next 30 to 60 daysCritical
- 12Review and update the training and development plan
- 13Confirm the probation period timeline and next review date
- 14Document the review discussion and agreed outcomes
- 15Schedule the 60-day or 90-day review
Frequently Asked Questions
Is a 30-day review a formal performance review?
It should be structured but not overly formal. The 30-day review is primarily a check-in to ensure the onboarding process is working and the team member is settling in. It provides an opportunity for early intervention if needed. The tone should be supportive and forward-looking rather than evaluative. Keep the documentation focused on key observations and agreed next steps.
Should the 30-day review affect the probation decision?
The 30-day review contributes to the overall assessment during probation but should not be the sole basis for a probation decision. Most probation periods in Australia are three to six months. Use the 30-day review as an early data point and an opportunity to set the team member up for success during the remainder of their probation.
What should we do if a new team member is underperforming at 30 days?
First, assess whether the underperformance is due to inadequate training, unclear expectations, or a genuine capability issue. Provide clear, specific feedback about what needs to improve and the support you will offer. Set measurable improvement targets for the next 30 days. Document the conversation and agreed actions. Most new employees improve with clear guidance and support.
Need help implementing these checks into your daily operations?
Our team can build custom checklists integrated into your daily operations workflow.