A ninety-day performance review should never feel like an ambush to your new hire. If an assistant teacher sits down in your office and is entirely shocked to hear they are failing to meet your cleanliness standards, you have fundamentally failed at daily management. The review is simply a formal check-in that documents a conversation you should have already been having.
Focus the meeting entirely on specific, documented behaviors rather than subjective personality traits. If they are struggling with managing loud classroom transitions, offer highly targeted training modules or pair them with a strong mentor. If they are absolutely thriving, ask them directly what their long-term career goals are within the early childhood field and discuss how your center can support that growth. Document everything clearly so there is an undeniable path forward. A well-run ninety-day review increases retention dramatically because it tells the employee that you are invested in their future, not just their compliance.