Log inStart free
Home / Templates / 30-60-90 day check-in

30-60-90 day check-in template

Structured check-ins at 30, 60 and 90 days. Free for Canadian employers. Fill in the [HIGHLIGHTED] blanks and remove anything that doesn't apply.

Download Word file

Document Control Information

Field Detail
Document ID FORM-ONB-306090
Document Owner [POLICY_OWNER_TITLE]
Approved By [OWNER_OR_MANAGER]
Effective Date [EFFECTIVE_DATE]
Review Cadence [REVIEW_CYCLE]
Applicable Jurisdiction [PROVINCE], Canada

1. Purpose & Scope

1.1 Purpose

This document establishes the operational standard and recording instrument for conducting formal 30-day, 60-day, and 90-day onboarding check-ins with new employees at [ORGANIZATION_NAME]. Structured post-hire reviews promote role clarity, accelerate competency development, identify training gaps, and evaluate job fit during the initial employment stage.

1.2 Scope

This process applies to all new full-time, part-time, and fixed-term employees hired by [ORGANIZATION_NAME] across all operating locations in [PROVINCE].

1.3 Human Rights and Duty to Accommodate

All check-in discussions and written records must focus exclusively on bona fide occupational requirements and observable job performance. Supervisors must not inquire into prohibited human rights grounds, including disability, family status, religion, age, or place of origin. If an employee identifies a workplace barrier related to a protected ground, [ORGANIZATION_NAME] must initiate the accommodation assessment process in accordance with applicable human rights and accessibility standards.

2. Required Information

Table 1: Input Data Requirements for Check-In Administration

Item Source Owner Required?
Employee Name & ID Employment Agreement [SUPERVISOR_TITLE] Mandatory
Position Title & NOC Job Description / NOC Registry [SUPERVISOR_TITLE] Mandatory
Hire Date & Milestone Dates [HRIS_NAME] / Payroll Records [SUPERVISOR_TITLE] Mandatory
Probation Length Employment Agreement [SUPERVISOR_TITLE] Mandatory
Job Description & KPIs Onboarding File [SUPERVISOR_TITLE] Mandatory
Training Records to Date [HRIS_NAME] or Training Log [EMPLOYEE_NAME] / [SUPERVISOR_TITLE] Mandatory
Prior Milestone Review Form [FILE_LOCATION] [SUPERVISOR_TITLE] Mandatory (at 60/90 days)

3. The 30-60-90 Day Check-In Tool

3.1 Milestone Objectives and Focus Areas

The check-in process divides early tenure into three distinct operational stages:

  1. 30-Day Check-In (Integration & Role Clarity): Assess orientation progress, basic systems access, team integration, core duty comprehension, and immediate resource needs.
  2. 60-Day Check-In (Core Competency & Work Quality): Evaluate execution of core job functions, adherence to quality standards, task independence, and initial performance output.
  3. 90-Day Check-In (Performance, Autonomy & Probation Decision): Determine sustained performance against key benchmarks, assess long-term operational fit, review completion of [PROBATION_PERIOD], and set forward-looking quarterly objectives.

3.2 Check-In Question Matrix

Table 2: Structured Discussion Prompts by Milestone

Milestone Category Standard Discussion Question Target Evidence / Strong Indicator Risk Indicator / Legal Caution
30-Day Tools & Access "Do you have all the equipment, systems access, and resources required to complete your daily work?" Employee lists active tools, confirmed software logins, and understanding of daily workflow. Missing access, unaddressed safety training. Note: Address tool accessibility requests promptly.
30-Day Role Clarity "Are the daily responsibilities and priorities of your position clear?" Employee summarizes primary tasks accurately matching the job description. Confusion over daily priorities or reporting relationships.
30-Day Support & Barriers "Are there any roadblocks preventing you from completing assigned onboarding modules?" Clear identification of completed vs. pending modules with realistic target dates. Unreported skill mismatches. Caution: Do not probe medical or personal reasons for delay.
60-Day Task Execution "Which core duties do you now manage independently, and where do you still require guidance?" Accurate self-assessment of autonomy consistent with supervisor observations. Overconfidence with high error rates, or inability to complete routine tasks independently.
60-Day Quality & Volume "How is your current workload pacing relative to target deadlines and quality standards?" Work delivered on time with acceptable error rates per departmental baseline. Chronic missed deadlines or failure to follow standard operating procedures.
60-Day Collaboration "How effectively are you working with your immediate team and cross-functional contacts?" Constructive peer interactions, active participation in regular operational handoffs. Interpersonal friction or isolated communication.
90-Day Performance Goals "How have your outputs aligned with the performance targets established for your first 90 days?" Quantifiable deliverables meet or exceed initial job description standards. Consistent failure to meet basic performance thresholds.
90-Day Development "What skills or specialized training do you need to tackle your upcoming quarterly goals?" Proactive plan for skill growth aligned with organizational needs. Absence of engagement with role growth or operational standards.
90-Day Probation & Fit "What is your assessment of your overall fit and long-term trajectory within [ORGANIZATION_NAME]?" Mutual alignment on operational expectations and role sustainability. Significant misalignment between job expectations and employee execution.

3.3 Milestone Evaluation Form Template

================================================================================
            [ORGANIZATION_NAME] — 30 / 60 / 90 DAY CHECK-IN RECORD
================================================================================
Employee Name: [EMPLOYEE_NAME]             Job Title: [JOB_TITLE]
Supervisor Name: [MANAGER_NAME]            Department: Operations / Admin
Hire Date: [DD-MMM-YYYY]                   Review Date: [DD-MMM-YYYY]
Check-In Interval: [ ] 30-Day   [ ] 60-Day   [ ] 90-Day

--------------------------------------------------------------------------------

1. PERFORMANCE & INTEGRATION RATING
[ ] 1 - Unsatisfactory (Immediate corrective intervention required)
[ ] 2 - Developing (Approaching expectations; targeted support needed)
[ ] 3 - Meets Expectations (Fully competent for stage of tenure)
[ ] 4 - Exceeds Expectations (Consistently outperforms baseline standards)

--------------------------------------------------------------------------------

2. MILESTONE DISCUSSION SUMMARY
A. Key Achievements to Date:
   _____________________________________________________________________________

B. Areas Requiring Focus or Improvement:
   _____________________________________________________________________________

C. Employee Feedback and Resource/Accommodation Needs:
   _____________________________________________________________________________

--------------------------------------------------------------------------------

3. ACTION PLAN & GOALS FOR NEXT INTERVAL
Action Item                           Owner              Target Completion Date

1. _________________________________  [EMPLOYEE_NAME]    [DD-MMM-YYYY]
2. _________________________________  [SUPERVISOR_TITLE] [DD-MMM-YYYY]
3. _________________________________  [EMPLOYEE_NAME]    [DD-MMM-YYYY]

--------------------------------------------------------------------------------

4. PROBATION RECOMMENDATION (90-DAY CHECK-IN ONLY)
[ ] Confirm Successful Completion of Probation
[ ] Extend Probationary Period (Where permitted by contract/law; consult [OWNER_OR_MANAGER])
[ ] Initiate Termination of Employment (Requires review with [OWNER_OR_MANAGER])

--------------------------------------------------------------------------------

5. SIGN-OFF & ACKNOWLEDGEMENT
Employee Signature: _______________________ Date: [DD-MMM-YYYY]
Supervisor Signature: _____________________ Date: [DD-MMM-YYYY]
Owner/Manager Review: ____________________ Date: [DD-MMM-YYYY]
================================================================================

4. Responsibilities

Table 3: Allocation of Check-In Responsibilities

Role Responsibilities
[OWNER_OR_MANAGER] 1. Ensure all supervisors complete onboarding check-ins within mandatory timeframes.
2. Review and approve any recommendation to extend probation or terminate employment.
3. Review escalated workplace accommodation requests under applicable standards.
[SUPERVISOR_TITLE] 1. Schedule 30, 60, and 90-day meetings at least [N_BUSINESS_DAYS] business days in advance.
2. Complete written milestone evaluation forms and conduct structured, objective discussions.
3. Provide timely, actionable feedback and assign required training or equipment.
4. Submit completed and signed records to [FILE_LOCATION] within [N_BUSINESS_DAYS] business days of meeting.
[EMPLOYEE_NAME] 1. Review position expectations prior to each meeting.
2. Complete self-reflection prompts and identify operational roadblocks or training gaps.
3. Actively participate in the check-in discussion and execute assigned action items.

5. Process & Controls

5.1 Step-by-Step Workflow

  1. Meeting Scheduling: [SUPERVISOR_TITLE] generates milestone calendar alerts upon employee start date and schedules the check-in session [N_BUSINESS_DAYS] business days prior to the 30, 60, and 90-day marks.
  2. Pre-Meeting Preparation: [SUPERVISOR_TITLE] reviews job descriptions, completed work samples, and attendance records. [EMPLOYEE_NAME] prepares notes on progress and resource needs.
  3. Conducting the Review: The parties meet in a confidential setting. [SUPERVISOR_TITLE] guides the conversation using the standard prompts (Table 2), records specific performance examples, and notes operational concerns.
  4. Action Planning: The parties agree on 2 to 3 measurable goals for the next review cycle and document assigned owners and due dates.
  5. Signatures and Submission: Both parties sign the completed form. [SUPERVISOR_TITLE] delivers the document to [OWNER_OR_MANAGER] for review and filing in [FILE_LOCATION] within [N_BUSINESS_DAYS] business days.

5.2 Corrective Action and Accommodation Triggers

  • Performance Deficiencies (Rating 1 or 2): If an employee fails to meet operational standards at the 30-day or 60-day mark, [SUPERVISOR_TITLE] must issue a written performance expectation plan detailing specific corrective actions, re-evaluation dates, and measurable output requirements.
  • Accommodation Requests: If performance issues stem from an identified medical condition, disability, or other protected ground, [SUPERVISOR_TITLE] must pause disciplinary steps and engage the accommodation protocol immediately.
  • Probation Assessment: At the 90-day milestone, [SUPERVISOR_TITLE] must make a formal recommendation regarding probation completion. Any decision to terminate or extend must receive written authorization from [OWNER_OR_MANAGER] prior to communication with the employee.

6. Approval & Records

6.1 Retention and Privacy

All completed 30-60-90 Day Check-In forms contain confidential employee information. Records must be stored securely in the employee’s digital personnel file located at [FILE_LOCATION] or within [HRIS_NAME]. Records must be retained for [RETENTION_PERIOD] following termination of employment to maintain an evidentiary trail for human rights and employment standards compliance.

6.2 Audit Cadence

[POLICY_OWNER_TITLE] audits active personnel files on a [REVIEW_CYCLE] basis to verify that milestone reviews are performed on schedule and stored with required signatures.

7. Worked Example

Annotated Completed Form (30-Day Milestone)

================================================================================
            [ORGANIZATION_NAME] — 30 / 60 / 90 DAY CHECK-IN RECORD (EXAMPLE)
================================================================================
Employee Name: Jordan Lee                  Job Title: Operations Assistant
Supervisor Name: Alex Tremblay             Department: Operations
Hire Date: [DD-MMM-YYYY]                   Review Date: [DD-MMM-YYYY]
Check-In Interval: [X] 30-Day   [ ] 60-Day   [ ] 90-Day

--------------------------------------------------------------------------------

1. PERFORMANCE & INTEGRATION RATING
[ ] 1 - Unsatisfactory
[ ] 2 - Developing
[X] 3 - Meets Expectations (Fully competent for stage of tenure)
[ ] 4 - Exceeds Expectations

--------------------------------------------------------------------------------

2. MILESTONE DISCUSSION SUMMARY
A. Key Achievements to Date:
   Jordan completed all mandatory health and safety onboarding within the first
   5 days. Independently manages daily shipping manifests and customer ticket intake.

B. Areas Requiring Focus or Improvement:
   Inventory database entry has a 5% data entry error rate on product SKU logging.
   Requires refresher on secondary lookup codes.

C. Employee Feedback and Resource/Accommodation Needs:
   Jordan requested a dual-monitor setup to streamline cross-referencing manifests
   against the inventory screen. Approved and ordered. No human rights accommodations
   requested.

--------------------------------------------------------------------------------

3. ACTION PLAN & GOALS FOR NEXT INTERVAL
Action Item                           Owner              Target Completion Date

1. Complete SKU lookup training module Jordan Lee        [DD-MMM-YYYY]
2. Install dual-monitor workstation   Alex Tremblay      [DD-MMM-YYYY]
3. Achieve <1% SKU entry error rate   Jordan Lee         [DD-MMM-YYYY]

--------------------------------------------------------------------------------

4. PROBATION RECOMMENDATION (90-DAY CHECK-IN ONLY)
[X] N/A (30-Day Check-In)

--------------------------------------------------------------------------------

5. SIGN-OFF & ACKNOWLEDGEMENT
Employee Signature: Jordan Lee             Date: [DD-MMM-YYYY]
Supervisor Signature: Alex Tremblay        Date: [DD-MMM-YYYY]
Owner/Manager Review: [OWNER_OR_MANAGER]   Date: [DD-MMM-YYYY]
================================================================================

What to fill in

Placeholder What to enter Who provides it Required?
[ORGANIZATION_NAME] Operating business name Business Owner / Management Yes
[POLICY_OWNER_TITLE] Title of person managing onboarding procedure (e.g., Office Manager) Business Owner Yes
[OWNER_OR_MANAGER] Senior approver title (e.g., General Manager, Managing Director) Business Owner Yes
[SUPERVISOR_TITLE] Direct reporting manager title (e.g., Operations Supervisor) Department Lead Yes
[EMPLOYEE_NAME] Legal first and last name of the new employee Hiring Manager Yes
[MANAGER_NAME] First and last name of the conducting supervisor Direct Supervisor Yes
[JOB_TITLE] Formal position title matching employment agreement Hiring Manager Yes
[PROVINCE] Canadian province or territory of employment HR / Payroll Yes
[EFFECTIVE_DATE] Date this operational template comes into service Business Owner Yes
[REVIEW_CYCLE] Document audit cadence (e.g., Annually, Bi-annually) Policy Owner Yes
[PROBATION_PERIOD] Contractual probation length (e.g., 3 months, 90 days) Employment Contract Yes
[N_BUSINESS_DAYS] Specific operational turnaround timeframe in business days (e.g., 3, 5) Management Yes
[FILE_LOCATION] Secure internal folder path or digital storage location IT / Office Manager Yes
[HRIS_NAME] Name of core HRIS or records system (or "Personnel Filing System") IT / Operations Yes
[RETENTION_PERIOD] Record retention duration post-termination (e.g., 5 years, 7 years) Legal / Policy Lead Yes

Official sources

Government and professional sources this template was checked against.

This template is general information for Canadian employers, not legal advice. Employment standards, human rights and privacy rules differ by province. Check them before you use it.

Hire people, not paperwork

Staffkin runs the whole hire in one place: prescreens, scored interviews, one-click reference checks and onboarding checklists. Free for your first job.

Start free

More first days and probation templates

Pre-Boarding communication sequenceWhat to send between the signed offer and day one.First day scheduleAn hour-by-hour plan for day one.First week onboarding agendaA day-by-day plan for the first week.Onboarding buddy program guideSet up a buddy so new hires have someone to ask.Manager onboarding task listThe manager's to-do list from offer to probation review.Probationary period review checklistDecide, document and communicate the end of probation.All templates34 templates