New Employee 90-Day Review Checklist for Healthcare & Allied Health
A comprehensive 90-day review checklist for assessing a new employee's performance, confirming probation outcomes, and transitioning them to full team membership.
Includes safeguards for Australian Privacy Principles (APPs), Medicare compliance, and health record management under the My Health Records Act. All patient data handling follows AHPRA guidelines.
Complete Checklist
- 1Review all goals and objectives set during the onboarding periodCritical
- 2Assess overall performance against the role description and KPIsCritical
- 3Review feedback from the 30-day and 60-day check-ins and progress made
- 4Gather comprehensive feedback from the manager, peers, and internal patients
- 5Evaluate the employee's proficiency with all required systems and tools
- 6Assess the employee's alignment with company values and cultural fit
- 7Review attendance, punctuality, and reliability over the 90-day period
- 8Discuss the employee's strengths and areas for continued development
- 9Confirm that all mandatory training and certifications are completeCritical
- 10Make the probation outcome decision: confirm, extend, or conclude employmentCritical
- 11Communicate the probation outcome clearly and in writing
- 12Set long-term goals and a development plan for the next six to twelve months
- 13Transition the employee to the standard performance review cycle
- 14Update HR records with the probation outcome and review documentation
- 15Celebrate the successful completion of the probation period
Frequently Asked Questions
What happens if a new employee does not pass their probation period?
If the decision is to not confirm employment, provide the required notice period as specified in the employment contract and the relevant Modern Award or Enterprise Agreement. Clinical record the performance concerns and the support provided during probation. Conduct the conversation respectfully and provide the decision in writing. Seek HR or legal advice before proceeding to ensure the process is fair and compliant.
How should the 90-day review be documented?
Create a formal written record that includes the performance assessment against agreed goals, feedback from relevant parties, the probation decision, and any agreed actions or development plans. Both the manager and employee should sign the clinical record. Store it securely in the employee's personnel file and provide a copy to the employee.
Can we extend the probation period instead of terminating employment?
Yes, extending the probation period is an option if the employee shows potential but needs more time. Clearly communicate the reasons for the extension, the additional time granted, and the specific improvement targets that must be met. Clinical record the extension in writing and have the employee acknowledge the new terms. Extension should be an exception, not a default.
Need help implementing these checks into your daily operations?
Our team can build custom checklists integrated into your daily operations workflow.