Employee's Initial Review vs. Employees First Review

Attribute	Employee's Initial Review	Employees First Review
Purpose	Assess new employee's performance and progress	Assess employee's performance after a specific period of time
Timing	Usually within the first few weeks of employment	Typically after the first 3-6 months of employment
Focus	Orientation, training, and initial goals	Performance against established goals and expectations
Feedback	Primarily from supervisor or manager	May involve input from peers, subordinates, and other stakeholders

Introduction

Employee reviews are an essential part of any organization's performance management process. They provide employees with feedback on their work, help identify areas for improvement, and set goals for the future. Two common types of reviews are the Employee's Initial Review and the Employee's First Review. While both serve similar purposes, there are key differences between the two that are important to understand.

Employee's Initial Review

The Employee's Initial Review typically takes place shortly after an employee joins a company. This review is often conducted by the employee's direct supervisor or manager and focuses on assessing the employee's skills, experience, and fit within the organization. The goal of the Initial Review is to establish a baseline for the employee's performance and set expectations for their future development.

During the Employee's Initial Review, the supervisor may discuss the employee's job responsibilities, provide feedback on their performance so far, and outline any training or development opportunities that may be available. This review is a chance for the employee to ask questions, seek clarification on expectations, and discuss their career goals with their supervisor.

• Assesses skills, experience, and fit within the organization
• Sets expectations for future development
• Provides feedback on performance so far
• Outlines training and development opportunities
• Allows for discussion of career goals

Employee's First Review

The Employee's First Review typically occurs after the employee has been with the company for a set period of time, such as 90 days or six months. This review is a more comprehensive assessment of the employee's performance and progress since their Initial Review. The First Review may involve input from multiple stakeholders, such as peers, clients, or other team members.

During the Employee's First Review, the employee and their supervisor will discuss the goals that were set during the Initial Review, assess the employee's progress towards those goals, and identify any areas where improvement is needed. The First Review is an opportunity to celebrate successes, address challenges, and adjust goals for the future.

• Occurs after a set period of time (e.g., 90 days or six months)
• More comprehensive assessment of performance and progress
• Involves input from multiple stakeholders
• Assesses progress towards goals set during the Initial Review
• Celebrates successes and addresses challenges

Key Differences

While both the Employee's Initial Review and the Employee's First Review serve as checkpoints in an employee's development, there are several key differences between the two. The Initial Review is focused on establishing a baseline for the employee's performance and setting expectations for their future development, while the First Review is a more comprehensive assessment of the employee's progress towards their goals.

Another key difference is the timing of the reviews. The Initial Review typically takes place shortly after the employee joins the company, while the First Review occurs after the employee has been with the company for a set period of time. This allows for a more in-depth assessment of the employee's performance and progress.

Additionally, the Employee's First Review may involve input from multiple stakeholders, such as peers, clients, or other team members. This 360-degree feedback can provide a more well-rounded view of the employee's performance and help identify areas for improvement.

Conclusion

Employee reviews are an important part of any organization's performance management process. Both the Employee's Initial Review and the Employee's First Review play a crucial role in assessing an employee's performance, setting goals for their development, and providing feedback on their progress. Understanding the differences between these two types of reviews can help employees and supervisors navigate the performance management process more effectively.