90 Day Performance Review Goals Template for Canada

A 90 Day Performance Review Goals document is a structured template that establishes clear performance expectations and measurable objectives for employees during their initial employment period or when transitioning to new roles. This document serves as a roadmap for both you and your employee, outlining specific targets, competencies, and success metrics that must be achieved within the first three months. It ensures transparency in performance expectations while providing a foundation for regular feedback and formal evaluation processes.

When do you need this document?

You need this document when hiring new employees, particularly during probationary periods where performance assessment is critical for employment confirmation. It's equally valuable when existing employees transition to new roles, receive promotions, or join different departments where performance standards may differ. The document is essential for organizations implementing structured onboarding processes or those seeking to improve their performance management systems. You should also use this template when addressing performance concerns with current employees, as it provides a clear framework for improvement expectations and timelines.

Key legal considerations

The document must comply with human rights legislation, ensuring that all performance goals and metrics are non-discriminatory and provide equal opportunities regardless of protected characteristics. You must ensure that performance objectives don't compromise workplace safety standards and that any personal performance data collected adheres to privacy protection requirements. The goals should be reasonable, achievable, and directly related to job requirements to avoid potential wrongful dismissal claims. Additionally, the document should include provisions for regular feedback sessions and clear escalation procedures if performance issues arise, protecting both parties' interests throughout the review process.

Legal requirements in Canada

Under the Canada Labour Code and provincial employment standards legislation, performance review processes must be fair, consistent, and well-documented, particularly during probationary periods. The document must comply with PIPEDA requirements for collecting and storing employee performance data, ensuring proper consent and data protection measures. Performance goals cannot violate human rights protections and must accommodate employees with disabilities where reasonable. Provincial employment standards may specify minimum notice periods for performance-related terminations, making clear documentation of performance expectations and outcomes essential. The review process must also consider occupational health and safety requirements, ensuring that performance pressures don't create unsafe working conditions or unrealistic demands that could harm employee wellbeing.