[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"detail-sidebar-cat-1-en-105":3,"doc-seo-253683-105":53,"doc-detail-253683-en":126},{"code":4,"msg":5,"data":6},0,"success",[7,14,19,24,29,34,39,44,49],{"id":8,"doc_module":9,"doc_module_name":10,"category_name":11,"show_sort_weight":12,"slug":13},11,1,"Template","Presentations",90,"presentations",{"id":15,"doc_module":9,"doc_module_name":10,"category_name":16,"show_sort_weight":17,"slug":18},12,"Resumes",80,"resumes",{"id":20,"doc_module":9,"doc_module_name":10,"category_name":21,"show_sort_weight":22,"slug":23},14,"Invoices",70,"invoices",{"id":25,"doc_module":9,"doc_module_name":10,"category_name":26,"show_sort_weight":27,"slug":28},15,"Posters",60,"posters",{"id":30,"doc_module":9,"doc_module_name":10,"category_name":31,"show_sort_weight":32,"slug":33},16,"Social Media",50,"social-media",{"id":35,"doc_module":9,"doc_module_name":10,"category_name":36,"show_sort_weight":37,"slug":38},17,"Forms",40,"forms",{"id":40,"doc_module":9,"doc_module_name":10,"category_name":41,"show_sort_weight":42,"slug":43},18,"Letters",30,"letters",{"id":45,"doc_module":9,"doc_module_name":10,"category_name":46,"show_sort_weight":47,"slug":48},21,"Paper Templates",5,"papers-templates",{"id":50,"doc_module":9,"doc_module_name":10,"category_name":51,"show_sort_weight":4,"slug":52},158,"General","general-158",{"code":4,"msg":54,"data":55},"ok",{"site_id":56,"language":57,"slug":58,"title":59,"keywords":60,"description":61,"schema_data":62,"social_meta":119,"head_meta":121,"extra_data":123,"updated_unix":125},105,"en","employee-progress-report-90-day-probation","Employee Progress Report - 90 Day Probation","","Employee Progress Report provides a structured 90-day and 180-day probation performance appraisal framework for supervisors. The form instructs evaluators to rate employees on a 1–5 scale based on direct job-related observations, not personal preferences or isolated incidents since the last review. It includes rating anchors for unacceptable through exemplary performance and prompts for comments explaining the rationale, behavioral examples, and specific improvement or development suggestions across key dimensions such as quantity, quality, cooperation, job knowledge, dependability, planning, independence, and communication.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":16,"@type":70,"position":76},"https://docshare.wps.com/template/resumes/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/employee-progress-report-90-day-probation/253683/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/employee-progress-report-90-day-probation/253683.png","ImageObject",442,249,{"name":88,"@type":89},"Genevieve","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-07","2026-09-13",true,{"@type":98,"interactionType":99,"userInteractionCount":79},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"How should supervisors choose the rating for each performance category?","Question",{"text":108,"@type":109},"Supervisors should decide how well the employee meets job requirements for the area being evaluated using observations of job-related performance. Ratings should not be influenced by personal likes or dislikes, recent happenings, or isolated incidents since the last appraisal.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"What should be included in the comments for each rating?",{"text":113,"@type":109},"Comments should explain the reason for the rating and provide behavioral examples when possible. Comments are essential for clarifying the supervisor’s perception of strengths and the areas needing improvement and/or development.",{"name":115,"@type":106,"acceptedAnswer":116},"What do the scale levels 1 through 5 represent?",{"text":117,"@type":109},"The scale anchors define performance from 1 as unacceptable and 2 as marginal, to 3 as standard, 4 as commendable, and 5 as exemplary, with increasing consistency and clear exceedance of expected performance and typically decreasing supervision needs at higher levels.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},253683,1790349965,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":15,"category_name":16,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":76,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":73},1374391974585,"https://ap-avatar.wpscdn.com/davatar_276721f389ce27ea32af1340a28f341c","EMPLOYEE PROGRESS REPORT  \nEmployee   Job Title   Date Hired/Promoted   \nReview: 90 day probation 180 day probation Annual  \nInstructions:  \n1. Circle one of the numbers (1 through 5) on the scale which best describes the performance of the employee. When appraising someone, decide how well the individual meets the requirements of the job, area or category being evaluated without reference to personal likes or dislikes. Be sure the evaluation is based solely on observations of jobrelated performance. Think back to how the employee performs from day-to-day, not to recent happenings or isolated dramatic incidents that might sway the overall evaluation since the last performance appraisal. If you think you are not in a position to rate a particular area, or the area does not apply to the employee, leave it blank.  \n2. Comment on the reason for the rating, giving behavioral examples if possible. Comments are essential to an appraisal. Comments should be used to explain ratings and to make specific suggestions for improvement and/or development. Every employee deserves to know why a rating is what it is and what the supervisor perceives as the strongest points and areas that need improvement.  \nThe following is a brief description of the scale anchors:  \n1-Unacceptable Performance: Fails to satisfy the minimum level of assigned accountabilities or meet and expected performance standards for the area or category.  \n2-Marginal Performance: Sometimes satisfies the minimum level of assigned accountabilities, but fails to consistently meet the expected performance standards for the area or category.  \n3-Standard Performance: Consistently meets expected performance standards for the area or category. Seldom falls below expected performance and will occasionally perform above standard requirements. A solid, reliable employee consistently meeting all job requirements and providing the services which are required and expected of the area or category.  \n4-Commendable Performance: Performance sometimes exceeds the expected performance level of an average, standard employee. The employee, on his/her own initiative, sometimes performs in a fashion above what is required and expected within the area or category.  \n5-Exemplary Performance: Performance consistently and clearly exceeds the expected performance level. The employee regularly performs in a manner above what is required and expected within the area or category. Minimum supervision required.  \n1. QUANTITY OF WORK  \nProduces a minimal amount of acceptable work. Works slowly. Most work not completed on time or is unfinished.  \nProduced adequate amount of acceptable work meeting job requirements. Completes majority of work on time.  \nProduces an exceptional amount of work. Normally completes all work ahead of schedule.  \n1 2 3 4 5  \nComments:  \n2. QUALITY OF WORK  \nMost work requires considerable checking. Amount of rework high. Lacks accuracy, clarity, and/or adequacy.  \nWork requires average amount of checking with minimal rework. Majority of work is accurate and adequate.  \nConsistently turns out work of highest quality with little rework. All work is accurate and adequate. Minimal checking required.  \n1 2 3 4 5  \nComments:  \n3. COOPERATION  \nShows reluctance to work with others. Resists team involvement. Does not always follow instructions.  \nWorks well with associated. Is comfortable with team involvement. Follows instructions well.  \nAn outstanding team worker. Accepts instructions enthusiastically. Very helpful and supportive of superiorsand subordinates.  \n1 2 3 4 5  \nComments:  \n4. JOB KNOWLEDGE  \nKnows and understands bare minimum requirements for doing job. Satisfied with limited knowledge. Learns new methods and procedures slowly.  \nHas the knowledge of the average worker for this job. Responds to and learns new policies, procedures and methods well.  \nHas very thorough knowledge of the job responsibilities and functions. Learns new policies, procedures and methods extremely we","cbCaihesODl22Mn7","https://ap.wps.com/l/cbCaihesODl22Mn7","pdf",237474,6,"English","# Employee Progress Report\n## Instructions\n## Performance Scale Anchors\n## Evaluation Categories\n## Comments","[{\"question\":\"How should supervisors choose the rating for each performance category?\",\"answer\":\"Supervisors should decide how well the employee meets job requirements for the area being evaluated using observations of job-related performance. Ratings should not be influenced by personal likes or dislikes, recent happenings, or isolated incidents since the last appraisal.\"},{\"question\":\"What should be included in the comments for each rating?\",\"answer\":\"Comments should explain the reason for the rating and provide behavioral examples when possible. Comments are essential for clarifying the supervisor’s perception of strengths and the areas needing improvement and/or development.\"},{\"question\":\"What do the scale levels 1 through 5 represent?\",\"answer\":\"The scale anchors define performance from 1 as unacceptable and 2 as marginal, to 3 as standard, 4 as commendable, and 5 as exemplary, with increasing consistency and clear exceedance of expected performance and typically decreasing supervision needs at higher levels.\"}]","Employee Progress Report - 90 Day Probation | PDF",1789268770]