Marks In Time Media Group
90-Day Performance Review
End of Probationary Period — Full Scorecard Evaluation
Milestone Review
90 days in. Now we decide what's possible — and what's required.
Purpose of This Review
The 90-day review is Marks In Time's formal evaluation of fit, performance, and potential at the conclusion of the probationary period. Unlike the 60-day calibration, this review carries weight — it determines continued employment, role clarity, and the growth path forward.
This review evaluates:
- Execution quality across all seven performance categories
- Alignment with MIT+ brand standards, culture, and systems
- Readiness to advance, maintain, or restructure the role
- Mutual commitment to the next phase of growth
This review determines the path forward. Come prepared.
Employee Information
Employee Name
Position / Role
Reviewing Manager
Review Date
Start Date
Department / Team
Employee Self-Assessment
Complete 24 hours before the review meeting. Be direct and honest — this is your opportunity to own your narrative.
1.What is your single greatest contribution to Marks In Time in your first 90 days?
2.Where have you consistently underperformed against your own expectations or the role's standards?
3.What feedback from your 60-day check-in did you act on — and what did you avoid?
4.How would your teammates describe your reliability and attitude over the past 90 days?
5.What does success look like for you in the next 90 days — and what stands in the way?
6.What do you need from leadership to reach your next level?
Performance Scorecard
Rating Scale:
1
Critical — Unacceptable2
Developing — Below standard3
Meets — Acceptable4
Strong — Exceeds5
Exceptional — EliteComposite Score Summary
Category Breakdown
Rate all categories to calculate
Overall Performance Score
Average across all 7 categories
—
/ 5.0
Not yet rated
Manager Summary Notes
Growth & Development Plan
Next 90-Day Execution Goals (specific & measurable)
6–12 Month Development Focus
Professional Development (training, certifications, skill-building)
Career Path Alignment
Current performance level (select one):
Level 1
Operator
Follows instructions
Level 2
Performer
Consistent, reliable
Level 3
Leader
Improves systems, leads others
Next Desired Level
Target Timeline
Requirements for advancement
Compensation & Role Review
Compensation Status
Role Status
Next Formal Review
Recommended: 6-month or annual
Compensation / Role Notes
Mutual Commitment
Employee Commitment
I commit to the following in the next 90 days:
Manager Commitment
I commit to supporting your growth with:
Signatures
Signatures confirm this review was conducted and discussed — not necessarily agreement with all assessments.
Manager Eyes Only
90-Day Employment Decision
Continue
Performance meets or exceeds expectations. Role confirmed. Move to standard review cycle.
Performance Plan
Below standard in key areas. Issue 30-day PIP with clear benchmarks and consequences.
Release
Not a fit. Performance, culture, or standards are unacceptable. Begin offboarding process.
If we were hiring for this role today, would we rehire this person? Why or why not?
What is the ONE behavior or gap that has most limited this employee's performance?
What would this person need to demonstrate in the next 30 days to validate continued investment?
Internal notes — observations, patterns, HR flags, or context not suitable for the employee copy: