07. End of Onboarding evaluation (90-day).xlsx

	A	B	C	D
1	End of onboarding conversation
2	Purpose: To conduct a formal performance and cultural fit evaluation at the end of the standard onboarding period (first 90 days), determining successful transition to permanent employment.
3
4	Employee Name		Position
5	Hiring Manager		Review date
6
7	Section 1: Job performance		Examples &/or Evidence development needs	Rating (1-5)
8	Goals First 60 days		Examples &/or Evidence development needs	Rating (1-5)
9	[Copy Goal 1 from SMART sheet]
10	[Copy Goal 2 from SMART sheet]
11	[Copy Goal 3 from SMART sheet]
12	[Copy Goal 4 from SMART sheet]
13	[Copy Goal 5 from SMART sheet]
14	Section 2: Cultural & behavioral alignment		Examples &/or Evidence development needs	Rating (1-5)
15	Make it better	Definition: Seek continuous (steady, sustainable) improvement. What to look for: Is the candidate pursuing continuous improvement? How does the candidate plan, act, evaluate, and adjust repeatedly?
16	Communicate constructively	Definition: Communicate with others in a way that builds trust What to look for: Does the candidate's communication build trust and relationships? Is the candidate's communication clear, timely, succinct, and helpful?
17	Collaborate	Definition: Working together with others to fulfill the LUM Mission and Strategic Plan. What to look for: Does the candidate demonstrate being a reliable, present, and pleasant teammate? Does the candidate demonstrate being too busy to offer help? Does the candidate demonstrate being too proud to ask for help? Does the candidate demonstrate being encouraging and helpful to others?
18	Stay fit	Definition: Take responsibility to maintain (and/or improve) one’s physical, mental, and emotional health. What to look for: Does the candidate demonstrate care of themselves physically, mentally, socially, spiritually, financially, etc.? If not, what changes do they need to make? Is the pace at which they are living sustainable, healthy, and productive in the long-term? If not, what adjustments do they need to make?
19	Remain open-handed	Definition: Be aware of and prepared for change, including the reality that one day I will no longer be in this role at LUM. What to look for: What is the candidate's attitude towards change? Is the candidate leaving behind a framework in their current role to ensure that those who follow them can succeed?
20	Take it personally	Definition: Have a sense of personal responsibility in helping fulfill the LUM mission, vision, values, strategic plan, and staff culture. What to look for: Does the candidate invest themselves personally in their current job? Does the candidate see and serve the person right in front of them?
21	Section 3: Overall performance summary
22	Key Strengths & major accomplishments:	Areas for further development	Recommended actions
23
24
25	End of onboarding conversation outcome
26	Does the employee should remain with the company? Yes or No and why?
27	I acknowledge that I have discussed this evaluation with my manager.
28	Employee Signature:		Date:
29	Manager Signature:		Date:
30
31
32
33
34
35
36
37
38
39
40
41
42
43
44
45
46
47
48
49
50
51
52
53
54
55
56
57
58
59
60
61
62
63
64
65
66
67
68
69
70
71
72
73
74
75
76
77
78
79
80
81
82
83
84
85
86
87
88
89
90
91
92
93
94
95
96
97
98
99
100