90-Day Evaluation Form /

90-Day Performance Evaluation

A form to be completed at the close of the employee’s first 90 days of employment

PHS Finance

Employee’s Name
Title
Department
Name & Title of Evaluator
Date Hired


PURPOSE OF THE 90-DAY EVALUATION

All new PHS Finance employees are carefully monitored and evaluated during an initial review period of three months. The manager needs to complete the 90-Day Evaluation Form to document that the employee is able to perform the duties of the position, follow policies and procedures, and otherwise meet the qualifications for continued employment.

GUIDELINES FOR PREPARATION

There are four sections to this form. Please complete the applicable portions of Sections 1-3 and then, in Section 4, provide your cumulative assessment of the new employee’s overall performance and your recommendation for continued employment.

SECTION 1: Attendance and Punctuality

Circle Yes (Effective) or No (Not Effective) to each question.

A.  Is the employee’s unscheduled absence level within acceptable limits? / Yes / No
B.  Does the employee consistently adhere to the workday schedule? / Yes / No

SECTION 2: Job Responsibilities

Using the scale provided, rate the degree to which the new employee has performed his/her job responsibilities.

Job Responsibilities / 5 Exceptionally Effective / 4
Highly Effective / 3
Effective / 2
Developing/ Minimally Effective / 1
Not Effective / N/A
A.  How effectively did employee produce deliverables targeted for completion at 90 days? / * / * / * / * / * / *
B.  Rate the quality of work produced at 90 days (e.g., is the work thorough and accurate for that period of time?) / * / * / * / * / * / *
C.  Rate the quantity of work produced at 90 days (e.g., is this an acceptable amount of work for that period of time?) / * / * / * / * / * / *

SECTION 3: Core Competencies

A. Has the employee developed Job Content Skills to perform effectively as expected at the 90-day mark? Rate only those that apply, then provide an overall rating for the section.

Job Content Skills / 5 Exceptionally Effective / 4
Highly Effective / 3
Effective / 2 Developing/ Minimally Effective / 1
Not Effective / N/A
Healthcare knowledge / * / * / * / * / * / *
Financial knowledge / * / * / * / * / * / *
Analytical skills / * / * / * / * / * / *
Project management skills / * / * / * / * / * / *
Presentation skills / * / * / * / * / * / *
Managerial/supervisory skills / * / * / * / * / * / *
Other / * / * / * / * / * / *
Overall section rating / * / * / * / * / * / *

Comments:


B. Has the employee developed System/Technical Skills to perform effectively as expected at the 90-day mark? Rate only those that apply, then provide an overall rating for the section.

System/Technical Skills / 5 Exceptionally Effective / 4
Highly Effective / 3
Effective / 2 Developing/ Minimally Effective / 1
Not Effective / N/A
Clinical Systems / * / * / * / * / * / *
Financial Systems / * / * / * / * / * / *
Analytical Applications / * / * / * / * / * / *
Reporting Systems / * / * / * / * / * / *
Other / * / * / * / * / * / *
Overall section rating / * / * / * / * / * / *

Comments:

C. Has the employee developed Interpersonal Skills to perform effectively as expected at the 90-day mark? Rate only those that apply, then provide an overall rating for the section.

Interpersonal Skills / 5 Exceptionally Effective / 4
Highly Effective / 3
Effective / 2 Developing/ Minimally Effective / 1
Not Effective / N/A
Service Excellence / * / * / * / * / * / *
Productivity / * / * / * / * / * / *
Flexibility / * / * / * / * / * / *
Initiative / * / * / * / * / * / *
Teamwork
Other / * / * / * / * / * / *
Overall section rating / * / * / * / * / * / *

Comments:

Section 4: Completing the Evaluation

Give a cumulative rating for the employee’s performance to date, considering all of the areas you cited above. NOTE: A cumulative rating of “Effective” must be attained to ensure continued employment.

5 / Exceptionally Effective / Performance greatly exceeds job requirements
4 / Highly Effective / Performance fully meets/exceeds job requirements
3 / Effective / Meets job standards with room for further development over time
2 / Developing/Minimally Effective / Performance deficiencies identified which require improvement
1 / Not Effective / Immediate improvement required

Recommend for continued employment? Yes No

Section 5: Submitting the Evaluation

When you have met with your employee and shared and discussed the content of this evaluation, send it VIA EMAIL as a Word document to your HR Generalist. Copy your employee, your manager and the On-Boarding Administrator, Pat Mallion. By using this method, signatures are not required.

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