Helps reduce new employee frustration in learning their new work environment and processes.

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1 Performing reviews for new hires will help keep good employees from falling through the cracks. Research suggests that employees need about 90 days to prove themselves in a new job and frequent feedback from their supervisors can help new hires make it through their first 90 days. New hires that stay past 90 days are more likely to stay in the organization long term. The faster they feel welcomed and prepared for their new job, the faster they will be able to successfully contribute. 1 This review process also helps managers obtain feedback from new hires about what is working or not working in their area and issues that need clarification with other staff. The benefits of conducting day reviews are many and include: Provides managers/supervisors an opportunity to identify area where new hires need help and development is needed. Helps to maintain new employee morale as they get enmeshed to learning the day-today routine and facility issues. Early feedback can help the new employee feel welcome. You can also find out how the new employee feels they were welcomed by staff. Helps reduce new employee frustration in learning their new work environment and processes. Provides the new hire with an opportunity to ask questions. New employees need to know where they stand. Allows the supervisor to know early-on whether the new hire is a good fit. You can correct areas that need improvement before they become habitual. You also then have documentation to support any adverse employment action that needs to be taken. 1 Bauer, Talya N. On- ctive Practice Guidelines Series, %20final.pdf.

2 F You stand a greater chance of making a new employee successful. Retaining new employees will save money and time in your recruiting efforts, and ultimately lead to improved quality of care to your residents. Having a 2-way discussion with the new employeecan help clear up any misconceptions, misunderstanding, or lack of understanding about the job, the facility, or the company that they may have. This could cover everything from pay to benefits to job responsibilities and more. It will help you in refining your interviewing and on-boarding processes. Experience with successful new hires reinforces your processes. Experience with unsuccessful new hires can help you refine and improve your on-boarding processes. Your training may miss key components of an employee job. Feedback to and from the employee will help identify any holes in your training. Training programs can then be updated day reviews can be as in-depth as you or your organization likes. Some helpful hints include: For the first 30- arrange for the mentor and other employees to accompany the new hire to lunch. Make sure you give the new hire a written orientation check list that you want them to learn over the 90-day period. The orientation checklist lets new employees know that their orientation is organized and their priorities and work expectations. 60, and 90 days. Always include positive feedback when deserved and be instructive to help employees succeed. Use the Day This tool also provides the supervisor the opportunity to learn more about the new and ways that might improve work processes.

3 Use the Day Supervisor Evaluation of New Employee to note employee strengths and areas needing continued development. Long, or short, the important thing to remember is that any formal feedback is better than none. Receiving regular feedback helps you ensure the success of the new employee (or allows you to o remedy the situation quickly).

4 Day Feedback by New Employee 30-day meeting date 60-day meeting date 90-day meeting date Name: Job Title: Supervisor: Department: Hire Date: Trainer/Preceptor: 1. How do we, as an employer, compare with what we said in your interviewing process? Which individuals at the organization have been helpful to you? 4. Based on your past experience, what ideas do you have for improving our processes or operations? 5. Is there anything that would cause you to think about leaving the organization? 6. (90 Days) Do you know of any candidates that you can recommend as possible employees for our organization? Additional Comments or Questions: Thank you for your time and feedback! DATE INTERVIEWER Adapted from the Studer Group:

5 Day Supervisor Evaluation of New Employee Instructions Complete the Supervisor Evaluation after you have met with the employee and obtained feedback Consider the employee feedback with your responses to the questions below. Be sure to discuss your evaluation with the employee, acknowledge successes and if warranted, offer ways the employee can meet needs of his/her position. 30-day meeting date 60-day meeting date 90-day meeting date Name: Job Title: Supervisor: Department: Hire Date: Trainer/Preceptor: 1. What is the new employee doing well in his/her position? 2. What does the employee still need to learn to meet the needs of his/her position? 3. Other comments or concerns EMPLOYEE DATE SUPERVISOR DATE