New Employee 90-Day Review Checklist for Marketing & Digital Agencies
A comprehensive 90-day review checklist for assessing a new team member's performance, confirming probation outcomes, and transitioning them to full team membership.
Includes provisions for Australian Consumer Law (ACL), Privacy Act compliance for customer data, and ACMA spam regulations.
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 customers
- 5Evaluate the team member's proficiency with all required systems and tools
- 6Assess the team member's alignment with company values and cultural fit
- 7Review attendance, punctuality, and reliability over the 90-day period
- 8Discuss the team member'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 team member 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
Can we extend the probation period instead of terminating employment?
Yes, extending the probation period is an option if the team member 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. Document the extension in writing and have the team member acknowledge the new terms. Extension should be an exception, not a default.
What happens if a new team member 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. Document 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 team member should sign the document. Store it securely in the team member's personnel file and provide a copy to the team member.
Need help implementing these checks into your daily operations?
Our team can build custom checklists integrated into your daily operations workflow.