Alexandre Diard Observing, testing and taming each other: this is what the 90 day review is all about, for both the employer and the new employee. To make this decisive phase a success, you need to understand how it works, and be familiar with its legal and regulatory framework. The stakes involved are so high that you need to equip yourself with the best tools, such as the onboarding solution from PeopleSpheres.
All you need to know about the 90 day review
What does it do?
When a new employee is recruited, the 90 day review is a period of time that allows the parties involved (employee and employer) to evaluate if they are compatible and that their professional relationship is viable. The employee objectively assesses whether the company culture, position and colleagues are a good fit. For the employer, it’s a way of making sure that the new recruit’s skills (knowledge, interpersonal skills, know-how) and motivation, as assessed during the job interview evaluation, are confirmed. During this period, the employer also makes sure that the employee adapts well to the structure and position.
How long does it last?
The duration of the 90-day review may differ based on the employee’s professional category and the contractual arrangement in place, significantly impacting the assessment of employee performance and competencies. This review period plays a crucial role in gauging an employee’s job responsibilities, as well as offering insights for performance ratings and identifying areas for improvement.
When you sign an open-ended contract (CDI) with your new employee, you have 2 months to judge each other (if he or she is a blue-collar or white-collar worker), 3 months for supervisors and technicians, or 4 months for managers. These initial months serve as an opportunity for mutual appraisals and employee training, fostering a clear understanding of their role within the organization.
For fixed-term contracts, it’s the length of the contract that’s important. For contracts of less than 6 months, the review period is one day for each scheduled working week (up to a maximum of 2 weeks, or 14 days, as it is calculated in calendar days). This time frame is dedicated to comprehensive performance evaluations, where feedback on job responsibilities, performance ratings, and employee training impact the final assessment. For longer fixed-term contracts, the review period is 1 month, allowing for a deeper exploration of competencies and alignment with company objectives.
Is it renewable or extendable?
Sometimes the initial review period isn’t enough to get a good feel for each other, to set goals, and expectations. That’s why it’s possible to renew it. Note, however, that renewal is only possible in the case of a permanent contract, and must be written into the contract (along with its terms and conditions). What’s more, it must be provided for in an industry-wide agreement before it can be considered.
The trial period for an open-ended contract can therefore be renewed as follows:
- 2 months for blue-collar and white-collar workers (i.e. a maximum trial period of 4 months),
- 3 months for supervisors and technicians,
- 4 months for managers.
How do you break it properly?
The advantage of the 90-day review is that it can be terminated at any time, by either the employer or the employee, especially if there are concerns about unsatisfactory work performance. And this, without justification or compensation. The only thing you need to do to end the probationary period properly is to give notice. This gives everyone sufficient time to make their arrangements. This period varies according to who is invoking it and how long the contract has already been in force.
If you initiate the early termination, the notice period is calculated as follows:
- 24 hours when the employee has been present for less than 8 days,
- 48 hours for between 8 days and 1 month,
- 2 weeks, from 1 to 3 months’ presence,
- 1 month if the employee has been on the job for more than 3 months.
What happens at the end of the 90 day review?
The advantage of the 90-day review is that it can be terminated at any time, by either the employer or the employee, especially if there are concerns about measurable accomplishments and unsatisfactory work performance. And this, without justification or compensation. The only thing you need to do to end the probationary period properly is to give notice. This gives everyone sufficient time to make their arrangements. This period varies according to who is invoking it and how long the contract has already been in force.
Actions to take to maximize your chances of success
3 steps to follow
You’ve spent a lot of time recruiting THE perfect highly motivated employee, between pre-selection on job boards and interviews, not to mention drafting the employment contract and preparing for his or her arrival. It would be a shame not to take full advantage of this time for mutual evaluation, to maximize the chances of a successful collaboration. To do this, you need to minimize the stress and uncertainty generated by this situation, ensuring that both parties don’t dread the assessment process and can confidently navigate the merit-based rating scale. One effective way to achieve this is by documenting performance and achievements throughout the initial probationary period, fostering a constructive and well-informed dialogue that enhances the overall work experience.
Getting ready
Follow-up
To establish a climate of mutual trust, it’s important to set up regular check-ins between the new employee and his or her N+1. This will help to ensure that the integration process has gone smoothly and that there is good communication between the employee, manager, and colleagues, while checking the new employee’s skills. These management systems not only facilitate ongoing evaluation but also create a platform for discussing employee goals and aligning them with the company’s vision. In addition, the company must clearly state its expectations, so that the employee is not surprised if they are not met. These discussions during the probationary period enable the situation to be readjusted if necessary, ultimately contributing to enhanced HR performance.
The manager’s operational role is that of a guide, supervisor, and decision-maker. It is the manager who confirms whether the new employee meets the company’s expectations, both in terms of integration and technical skills. This confirmation is often facilitated by an evaluation form that outlines key performance indicators, allowing for a comprehensive assessment of the employee’s progress and contribution to the organization.
Don’t overlook the end of the 90 day review
As we have seen, it is not necessary to formalize the end of the probationary period. Nevertheless, the success of this stage in the collaboration deserves to be noted. You can therefore mark the occasion by scheduling an interview at the end of the probationary period to evaluate employee accomplishments and provide constructive feedback, and asking the employee to write a report of his or her astonishment. You can also take the opportunity to organize a team-building event, such as a meal.
If you feel you need to go through the renewal process for the trial period, be sure to let the employee know and explain your reasons clearly. Transparency throughout this period is essential to the long-term success of the collaboration. And this is made easy for you thanks to PeopleSpheres’ onboarding solution.
Rely on PeopleSpheres’ onboarding solution
The PeopleSpheres HRIS platform enables you to streamline the integration of a new employee and communicate more easily with all parties involved in the onboarding process (HR department, manager, team and new recruit).
It enables HR professionals to quickly provide the documents necessary for a successful integration, equipping new employees to align with company goals. Additionally, it ensures ongoing contact and transparency during the crucial probation period, fostering a sense of advancement and support. Furthermore, the platform’s workflow system streamlines processes, saving valuable time and enabling development plans to be executed more efficiently.
By digitizing data, the platform guarantees complete security, eliminating the need to send confidential information via email. All required information is seamlessly completed by employees directly on the platform, mitigating the risk of data loss.
The PeopleSpheres HRIS platform facilitates successful integration and probation, fostering transparent communication among all stakeholders. This, in turn, nurtures long-term collaboration and elevates your employer brand, cultivating employee loyalty and turning them into enthusiastic ambassadors for your company.
