NEW Team Member
90-Day Check-In
Welcome to the 90-Day Check-In Resource Page!
Whether you’re a new team member, internal transfer, or a leader, this page provides you with the tools you need for continued success.
While you’re here, check out our performance management page to discover our holistic approach to continuous feedback and growth!
Based on your role, select from the options in the menu below to learn more about action items and resources.
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New Team Member
Congratulations on your first 90 days! Around your 90-day mark of employment you should have a conversation with your leader to support your onboarding experience.
90-Day Action Items:
Have a 90-day conversation with your leader.
Refer to the 90-Day Check-in Guide and the 90-Day Check in Conversation resources to help guide your discussion.
Leader completes short form in Talent Connect.
Your leader will complete a form in Talent Connect (our goal and talent management system), capturing action items discussed in your conversation.
Important Resources to Review
- Commit to your professional development. When we enhance our knowledge, skills, and behaviors, we demonstrate our value for our people and provide better care for our patients and their families. Fairview’s Organizational Development and Learning team offers a variety of development opportunities which can be found on our Developing Myself as a Team Member page.
- We aim to foster a diverse, inclusive workplace. Through initiatives across Fairview, we help people understand and value differences and similarities to best work together and meet the needs of the patients and communities we serve. Learn more by visiting our Diversity, Equity, and Inclusion page. We also encourage joining an Employee Resource Group (ERG) which are voluntary, employee-led groups.
- Fairview offers you and your family members free, short-term counseling, referral, and support services through our Employee Assistance Program (EAP). Visit the EAP web portal to learn more!
- The HOPE (Healing Opportunity People Equity) Commission is a multi-year transformational change effort of M Health Fairview to drive more equitable outcomes and inclusive environments and experiences for our patients, employees, and communities.
- Make sure you visit the Employee Wellbeing page to review all the wellbeing benefits and resources available to you, and sign up for the Healthy Savings Program, and the ThrivePass Wellbeing Reimbursement Program.
- Reflect on an interaction with a patient or customer. What behaviors helped to create an exceptional experience? What are your strengths in the Service Standards model? What are some opportunities?
Internal Transferred Team Member
Congratulations on your first 90 days! Around your 90-day mark of employment you should have a conversation with your leader to support your onboarding experience.
Important Resources to Review
- Commit to your professional development. When we enhance our knowledge, skills, and behaviors, we demonstrate our value for our people and provide better care for our patients and their families. Fairview’s Organizational Development and Learning team offers a variety of development opportunities
- Diversity, Equity, and Inclusion comprise all differences and similarities among our employees and patients. Through initiatives across Fairview, we help people understand and value these differences and similarities to best work together and meet the needs of the patients and communities we serve.
- The HOPE (Healing Opportunity People Equity) Commission is a multi-year transformational change effort of M Health Fairview to drive more equitable outcomes and inclusive environments and experiences for our patients, employees, and communities.
- Promote a diverse and inclusive workplace with Employee Resource Groups. ERG (Employee Resource Groups) are voluntary, employee-led groups whose aim is to foster a diverse, inclusive workplace.
- Reflect on an interaction with a patient or customer. What behaviors helped to create an exceptional experience? What are your strengths in the Service Standards model? What are some opportunities?
Leaders with New Team Members
You should plan to have a conversation with each new team member around the 90-day mark and document action items in Talent Connect.
90-Day Action Items:
Have a 90-day conversation with your new team member.
Refer to the 90-Day Check-in Guide and the 90-Day Check in Conversation resources to help guide your discussion.
Leader completes a short form in Talent Connect.
Navigate to Talent Connect and complete the short form titled, ‘Managers Planning Tool First 90 Days Checklist’, capturing actions items from your conversation.
You can optionally assign an Alternate Reviewer, if you wish to collaborate with other leaders in completing a new hire’s 90-day form in Talent Connect. Find out how to set this up with this resource: Alternate Reviewer Instructions.
Important Resources and Considerations
- Ongoing growth and development are essential for employee engagement. Ask your team member about their professional development goals and how you can support them in making progress on their goals and removing barriers as needed. To learn more, visit our Developing My Team webpage.
- Keep track of goals and provide feedback throughout the year with Talent Connect. Be sure to schedule time to check in on development regularly.
- As a leader, your personal and professional development is important! Visit our Developing Myself as a Leader webpage to learn more about the amazing resources OD&L has to offer you in your journey.
- Ensure you have reviewed the Department Orientation Checklist with your team member and they understand department safety measures for your department and the organization.