90 Day Performance Review Goals Template for England and Wales

A 90 Day Performance Review Goals document is a structured performance management tool that establishes clear objectives and measurable targets for employees during specific review periods. Under England and Wales employment law, this document serves as crucial evidence of fair performance management practices and helps protect both employers and employees by creating transparent expectations and assessment criteria.

When do you need this document?

You need this document during new employee probationary periods, typically covering the first three months of employment when assessing suitability for permanent positions. It's also essential following internal promotions or role changes, helping employees transition successfully into new responsibilities with clear performance benchmarks. If you're implementing a performance improvement plan (PIP), this document provides the structured approach required under English employment law to demonstrate fair treatment. Additionally, you'll use it for temporary project assignments or secondments where specific outcomes need measurement within a defined timeframe.

Key legal considerations

Your performance goals must comply with the Equality Act 2010, ensuring objectives don't discriminate based on protected characteristics and include reasonable adjustments where necessary. Under the Employment Rights Act 1996, you must ensure the review process is fair and consistent, as performance reviews can influence dismissal decisions and must demonstrate procedural fairness. Data protection compliance is crucial - you must handle performance data according to UK GDPR and the Data Protection Act 2018, ensuring employee privacy and proper data retention policies. The goals must also align with Health and Safety at Work Act 1974 requirements, ensuring targets don't compromise workplace safety or employee wellbeing.

Legal requirements in England and Wales

Under England and Wales employment law, performance objectives must be SMART (Specific, Measurable, Achievable, Relevant, Time-bound) and documented properly to withstand potential employment tribunal scrutiny. You must provide regular feedback during the 90-day period and maintain written records of all performance discussions and outcomes. If the review relates to probationary employment, you must follow any contractual notice requirements and ensure the process doesn't breach implied terms of mutual trust and confidence. The document must include provisions for employee input and right of response, supporting procedural fairness requirements. Additionally, any performance-related decisions must consider the employee's length of service and potential unfair dismissal protections, particularly for employees approaching two years' continuous service.