60-Day Review: A Comprehensive Guide

One phrase ” frequently surfaces in professional, legal, and administrative contexts is the “60-Day Review.” From new-hire performance checkpoints to official Internal Revenue Service (IRS) letters, the 60-Day Review can appear in a range of settings. Yet, the purpose, process, and outcomes of a 60-Day Review can differ significantly depending on who’s conducting it and why. This resource guide aims to clarify key aspects—what to expect, how to prepare, and ways to optimize the results—so you’re equipped with everything you need to know about the concept of a 60-Day Review.

We’ll cover the different contexts in which the term arises—most commonly in employee performance reviews and IRS evaluations—alongside practical advice for conducting or undergoing a review. You’ll also find several helpful tips, including potential questions to ask during a 60-Day Review, templates to get you started, and references to relevant Shyft content for further reading. Whether you’re a small business owner scheduling performance assessments or an individual dealing with a 60-day letter from the IRS, this comprehensive guide will point you in the right direction.

What Is a 60-Day Review?

A “60-Day Review” can take on different meanings, but at its core, the term typically refers to a formal evaluation or action that must be completed within a 60-day window. Depending on the setting—business, government, or personal finance—these reviews can serve as decision-making checkpoints. They might address an employee’s performance, compliance with IRS requirements, or the success of a newly implemented process.

• Performance Evaluations: In workplaces, a 60-Day Review often signifies a checkpoint for recent hires or employees in a probationary period.
• IRS 60-Day Letters: The Internal Revenue Service sometimes sends letters indicating a 60-day timeframe to address discrepancies or submit additional documentation.
• Contractual Milestones: Some contracts or agreements have 60-day contingencies, requiring specific actions within two months.
• Policy or Procedure Reviews: Organizations might implement a formal 60-day check to measure the success of new policies or workflow changes.

These reviews serve to confirm if goals are being met, if legal or regulatory obligations are fulfilled, or if additional steps must be taken. Whether you are an employer or employee, it’s essential to know the context of your 60-Day Review to respond appropriately.

Why 60 Days? The Significance of the Timeline

Why not 30, 90, or 120 days? Sixty days strikes a practical balance. For employee reviews, it’s long enough to gather relevant data on performance but short enough to allow quick corrective measures if needed. For IRS correspondence, 60 days is a standard interval given to taxpayers to produce necessary paperwork or responses, thus ensuring a fair window to prepare and submit documentation.

• Ample Time for Data Collection: A two-month period allows new hires to adapt and demonstrate skills, especially in performance reviews.
• Regulatory Timeframes: Legal entities like the IRS often grant 60 days for appeals, documentation submission, or dispute resolution.
• Regular Checkpoints: Many businesses prefer structured timelines—like 30-, 60-, and 90-day reviews—to track gradual progress.
• Ease of Planning: Scheduling 60-day intervals can simplify management calendars, especially if you use software like Shyft’s scheduling solutions.

In short, 60 days offer enough breathing room for thorough assessment without unnecessarily dragging the process out. Whether you’re handling a government request or evaluating a team member’s growth, the 60-day mark is a valuable reference.

IRS 60-Day Review Letters

One common search query is “IRS 60 day review” or “IRS 60 day review letter.” Often, this is a notice from the IRS indicating that the agency needs more time or more documents to process a return or verify certain details. These letters can sometimes create anxiety, but understanding what they entail is the first step toward resolution.

• Reason for the Review: Common causes include suspicious information, identity verification, or missing documentation related to credits and deductions.
• Requested Actions: You might be asked to submit or confirm personal information, receipts, or other forms.
• Timeline for Response: Generally, you have 60 days to comply or appeal. Missing this window can escalate the issue.
• Consult Professional Help: If unsure, seeking a certified tax professional is wise. For broad tax-deduction tips, see business tax deductions essentials.

While IRS notices can be intimidating, responding in a timely and organized way is crucial. Ensure you keep copies of all documents, maintain lines of communication open with the IRS, and adhere to deadlines. In some cases, an extension might be granted, but that typically requires showing reasonable cause.

60-Day Employee Reviews & Performance Checkpoints

For small businesses and larger organizations alike, a 60-Day Review is often part of a new employee’s onboarding process. Commonly known as a “60-day performance review” or “60-day employee review,” it serves as a crucial check-in point to measure how well a recent hire has integrated into the role and the company culture.

• Objective Evaluation: Employers assess job performance, punctuality, and adaptation to company culture.
• Employee Feedback: Employees can voice concerns, request resources, or discuss career goals.
• Skill Gaps: Identify areas where additional training or mentorship may be required for long-term success.
• Next Steps: Based on findings, employers might offer promotions, extensions of probation, or, in some cases, part ways if the fit isn’t ideal.

Holding a meaningful 60-day check-in can improve employee engagement and reduce turnover. Tools like employee management software can simplify scheduling and documenting these reviews, ensuring nothing slips through the cracks.

Common 60-Day Review Questions to Ask

Whether you’re conducting a 60-day performance evaluation or the employee preparing for it, having a set of focused questions can be invaluable. “60 day review questions” tend to revolve around goals, skills, and culture fit. They can also include broader queries on job satisfaction and future aspirations.

• Goals Progress: How are you tracking against the objectives set during your first month?
• Challenges Faced: What obstacles or issues have hindered your performance so far?
• Additional Resources: Is there any training, software, or mentorship that would help you excel?
• Culture and Fit: How well have you integrated with the team and the organization’s values?

Asking pointed yet open-ended questions encourages constructive dialogue. For more insights on balancing positive and critical feedback, see this resource on constructive criticism from Shyft.

Creating a 60-Day Review Template

A well-structured “60-day review template” can keep evaluations consistent across multiple employees or departments. Depending on the size and nature of the organization, this can be as simple or as detailed as necessary. In general, a strong template includes sections for rating skills, summarizing achievements, documenting challenges, and setting goals for the next phase.

• Basic Information: Employee name, role, department, and date of review.
• Key Performance Indicators (KPIs): Clearly outlined metrics, such as sales targets or project deliverables.
• Professional Development: Areas where the employee has shown growth or needs improvement.
• Action Items: Tangible steps for employees and employers to implement over the next 30–60 days.

Templates offer a standardized framework, making it simpler to compare performance data across multiple review cycles. Consistency also helps employees understand what to expect, which can reduce anxiety and build trust in the review process.

Best Practices for Conducting a 60-Day Review

Whether you’re dealing with IRS documents or evaluating new hires, a few universal best practices can set you up for success. Following these guidelines ensures that your 60-Day Review is as productive, fair, and stress-free as possible for everyone involved.

• Maintain Clear Deadlines: Send reminders and communicate due dates well in advance.
• Stay Organized: Keep digital records in centralized platforms. Tools like employee timekeeping or scheduling apps can help you manage timelines.
• Encourage Openness: Foster an environment where questions and feedback are welcomed.
• Offer Solutions: When identifying problems, propose concrete steps for improvement, be it additional training or extended deadlines.

Building a transparent process helps both parties understand expectations and feel more confident about outcomes. If you’re an employer, consider adopting AI-driven scheduling tools to align 60-day milestones with employee rosters and project deadlines.

Addressing Concerns and Potential Pitfalls

Not all 60-Day Reviews go smoothly. Sometimes unexpected hurdles appear—a delay in receiving IRS documents, an employee who underperforms, or miscommunication about the scope of the review. Knowing the possible pitfalls is essential for mitigating them.

• Missed Deadlines: Whether it’s tax documentation or a performance goal, failing to meet the 60-day mark can carry consequences.
• Lack of Clarity: Vague instructions or unclear goals can undermine the purpose of the review.
• Emotional Bias: Supervisors should strive for objectivity and balanced feedback in performance assessments.
• Insufficient Documentation: Both employees and employers should keep track of metrics, tasks, and achievements to avoid guesswork.

Anticipating these challenges can help you devise strategies to avoid or address them effectively. If you’re navigating IRS complexities, always contact qualified tax or legal professionals. Regarding employee matters, consider brushing up on employee feedback best practices to ensure a supportive environment.

Conclusion

A 60-Day Review can be a pivotal milestone—whether it’s used to calibrate employee performance, finalize legal or tax obligations, or evaluate newly implemented policies. By understanding the common purposes, best practices, and potential pitfalls, you set yourself up for a more successful outcome. Remember to keep track of deadlines, remain transparent throughout the process, and consult experts when the situation calls for it.

From leveraging a shift management tool like Shyft to consulting official IRS guidelines, the key is proactive planning and thorough preparation. Whether you’re the evaluator or the individual being evaluated, a thoughtful 60-Day Review can provide valuable clarity and propel you toward your objectives in the months ahead.

Frequently Asked Questions (FAQ)

What is the purpose of an IRS 60-Day Review letter?

An IRS 60-Day Review letter typically indicates that the agency needs additional information, documentation, or confirmation before finalizing your tax return or specific claim. You are given 60 days to respond, which may involve providing more paperwork or clarifying any discrepancies in your filing.

How do I prepare for a 60-day employee performance review?

Gather relevant information and metrics such as sales figures, completed projects, or other performance indicators. It’s also helpful to self-assess areas where you excel and need improvement. If you’re the employer, set clear objectives and questions beforehand, and create a positive atmosphere for open communication.

Can I request an extension for an IRS 60-Day Review?

Yes, in some circumstances, you can request an extension, but it must be backed by a valid reason, such as a delay in receiving critical documents. Always contact the IRS as soon as possible to discuss your situation and follow their instructions. Missing the deadline without an approved extension can lead to further complications.

What topics should a 60-day employee review template cover?

A 60-day employee review template usually addresses basic employee information, a summary of achievements against set KPIs, areas for professional development, and an action plan with deadlines. Clear, measurable sections help maintain consistency and fairness across multiple reviews.

Does a 60-Day Review replace annual or quarterly reviews?

Typically, no. A 60-Day Review is often an additional checkpoint, especially for new hires or newly implemented strategies. It doesn’t usually replace more comprehensive annual or quarterly reviews, which serve to track long-term progress and align broader organizational goals.

Disclaimer: This article offers general information regarding 60-Day Reviews in different contexts and does not constitute legal, tax, or professional advice. Regulations and best practices may change. Always consult the latest official guidelines or qualified professionals for your specific needs.