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90 day evaluation

Purpose of the 90 Day Evaluation Procedure in Education

This policy aims to manage and implement a ’90 Day Evaluation Procedure’ within the field of education. This process applies to all newly hired employees, including teaching and non-teaching staff, to assess their performance, capability, professional conduct and aptitude towards the institution’s mission and values.

Procedural Step 1: Setting Clear Expectations

Once hired, it is essential for management to set explicit expectations for the potential employee’s performance. It includes defining their role, responsibilities, how their performance will be evaluated and the institution’s ethics and values.

  • Sub-step 1.1: Defining the Employee’s Role

  • Clearly articulate the employee’s role, duties, and responsibilities.

  • Sub-step 1.2: Setting Performance Metrics

  • Propose quantifiable performance metrics to measure the employee’s effectiveness.

  • Sub-step 1.3: Conveying the Institution’s Ethics and Values

  • Provide the employee with the institution’s code of ethics and handbook or guide. Reinforce the importance of adhering to these values.

Procedural Step 2: Monitor and Document Performance

Throughout the 90-day evaluation period, it’s crucial to monitor and document the employee’s performance. In addition, consistent feedback and communication play a pivotal role in reinforcing good practices and addressing areas for improvement.

  • Sub-step 2.1: Continuous Evaluation

  • Make assessments based on the performance metrics outlined at the start of the evaluation period.

  • Sub-step 2.2: Regular Communication

  • Conduct regular catch-ups to discuss their performance, clarify doubts, and address concerns.

  • 2.3: Documenting Observations

  • Keep a detailed record of the employee’s performance, which includes accomplishments, areas of strength, and areas that need improvement.

Procedural Step 3: Conducting the 90-Day Performance Evaluation

At the end of the 90-day period, carry out a formal performance evaluation. Use the documented record of their performance for making objective judgments about the employee’s overall performance and potential within the institution.

  • Sub-step 3.1: Completing the Evaluation Form

  • Fill out the evaluation form, highlighting the employee’s performance against the set expectations.

  • Sub-step 3.2: Conducting the Review Meeting

  • Conduct a face-to-face meeting to discuss the evaluation results, clarify points, and discuss future expectations.

  • Sub-step 3.3: Making Final Decisions

  • Based on the evaluation, make the final decision about the employee’s continued employment, need for a further probation period, or potential termination.

The procedure is intended to ensure fair and systematic evaluation of new employees and foster clarity of job expectations, performance-related feedback, and planning for their future within institutions.