Retail – New Hire Onboarding Program Handbook For Leaders FY

E.O.P

Retail – New Hire Onboarding Program Handbooks for Leaders

FY2024

Table of Contents

An overview of how important proper onboarding is to a new hire and their future success.

Why we make the investment.

Pages 2 12 Pages 2-6

An introduction of Evergreen Goodwill’s Retail – New Hire Onboarding Program

Pages 7-9

Process makes perfect.

An outline of how the Retail – New Hire Onboarding Program works.

Pages 10-14

Introduction to program.

Details of how and who runs and drives Retail – New Hire Onboarding Program.

Pages 15-22

How to make the program work for everyone.

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“

Onboarding is a pivotal moment for making employees feel included from day one. It sets the tone for a person’s tenure at your company, laying the foundation for their knowledge of and experience working for your company. This is why building an inclusive onboarding experience is so important to creating an inclusive company culture.”

—SONJA GITTENS OTTLEY, HEAD OF DIVERSITY AND INCLUSION AT ASANA

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Why is proper onboarding so important at Evergreen Goodwill?

Starting a new job can be stressful, and can go either very well or very uncomfortable. Some onboarding can feel like it did not happen at all, leaving the new hire confused and frustrated. Other onboarding feels like it’s in the way or forgotten about leaving the new hire feeling as if they made the wrong decision to join our company. However, with proper planning and follow through your new hires journey can give them the confidence they need to succeed in their job and affirm they made the right decision accepting their position at Evergreen Goodwill. This process has to be routine, planned and implemented by both hourly staff and store leaders. This guide will explain what is required to properly onboard someone at Evergreen Goodwill.

Let’s take a look.

What is employee onboarding and why does Evergreen Goodwill make it priority #1 for all New Hires?

Employee onboarding is the process of familiarizing an employee with a company, its culture, and the tools and processes the new hire will need to do their job. Successful onboarding programs involve both a, supervisor and training committee members. This all begins on the employee’s first day, until their 90-day review. We will be focusing on the first 2-3 weeks of Onboarding that requires a significant investment of time, resources, staff focus and lastly organization . Wouldn’t it be better if employees just got started on their work?

Researchers have found that employees in companies without formal onboarding programs are more likely to leave and are less productive than employees who went through a formal onboarding program . The lack of productivity has a price - employees not understanding their jobs cost businesses in the United States and the United Kingdom an estimated $37 billion every year. A store leader can complete orientation (pre-paperwork) quickly, but onboarding will require weeks and involve the new hire’s peers, supervisor, and persons from the entire organization.

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Onboarding benefits companies by creating more engaged and productive employees while significantly reducing turnover costs. Difference between employee onboarding and orientation. Many companies confuse employee onboarding with new employee orientation. Orientation is a procedural process that lasts a day or two (filling out paperwork, badge photo, employment policies and handbooks, etc.). Orientation is about making sure employees have completed their paperwork and reviewed company policies. This is to be completed by someone from store leadership, prior to first day of onboarding. Onboarding is a process that is designed to better equip new hires to be as productive and engaged through planned activities, shadowing and then doing the job for themselves, all while having a clear understanding what is required and asked of them. What is needed for an employee’s first days of onboarding? A n employee’s first days of on boarding should focus on setting them up for success in their new role. Think of the first day as “Welcome meet and Greet”, introductions to employees, what has to come and to their job. Employees do better when they have clear expectations and responsibilities that they will oversee . Their role needs to be clearly define while providing a specific job description. It is also important to review the job role and responsibilities with the new hire and their co-workers. (Have it printed for a training committee member to review with them). Employee Training in the First Week: A new employee’s first few days on the job can either set them up, success, or make them second-guess their choice to join the company. A recent survey by Bamboo HR identified the top items employees want from their first weeks of onboarding: • On-the-job training • Review of company policies and procedures • An 1-2 employees or mentors to shadow and show them how to do their job and what is required in their day- to-day (Onboarding Leader & PEER-TO-PEER “aka- Shadow & Show learning)

• On-the-job training is the key for getting employees up-to-speed on the tasks they need to complete and the systems/process they will need to use. Many employees struggle to retain the information they learn from classroom training sessions. • Planed out and scheduled one-the-job training helps employees learn as they go.

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Let’s take a look at the Evergreen Goodwill Retail – New Hire Onboarding Program. Easy, organized easy to put into play by using a step-by-step process.

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INTRODUCING THE NEW | Retail – New Hire Onboarding Program

This program starts with selected store leaders that will ensure that each hourly new hire will have a positive and consistent onboarding experience from store to store. Here are some benefits of having an onboarding program: • A planned and organized onboarding process helps avoid confusion of a new work environment. • Shows Evergreen Goodwill’s culture, which the new hire can learn from, fit in easier, and adapt quicker. • Encourages open communication between new employee and existing ones. With open communication, the new hire performs better which results in increased productivity. • Attracts and retains high performing employees within the organization. • Creates trust between new employee and the organization. • Decreases the rate of turnover.

Retail – New Hire Onboarding Program (Snapshot)

(2) Department Specific Store Leaders will organize and assist each other with onboarding of stores new hires in all departments.

Selected store leaders will commit and ensure all new employees understand their role/job by guaranteeing that all documents and job training is completed UNDER GIVEN timelines. In addition to: 1. NEW HIRES will have the tools and understanding to feel confident and supported in their role/job. 2. Starting 10-03-2023 each Tuesday of the week will be an org wide start date for all hourly NEW HIRES. ( This is the only day an HOURLY NEW HIRE CAN START ). NEW | Starting 10-03-2023 Tuesday will be the first official day for all Hourly New Hires. Why the decision to have only Tuesdays will be New Hire employees first day/start day ? • One and done! Instead of new hires coming in and out throughout the week, it will be easier for everyone to do it once a week! • W-4 & I-9 done day of. One time in for New Hire.

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When companies have an “Ok” onboarding program. According to a Gallup pole, a whopping 88% of employees suggest that their companies don’t provide a good onboarding program. This finding should not surprise anyone if you think that 58% of organizations focus their onboarding program on paperwork. It’s high time companies invested in a strong onboarding process. According to Glassdoor, by doing so, new hire retention improves by 82% and productivity by more than 70%. When companies have an Organizational Wide onboarding program. While most HR managers are in agreement about the importance of onboarding, other stakeholders might not be. That’s why we asked employees who had an effective and consistent on boarding how they felt about their current job. It seems that they agree too! Onboarding has a positive impact both on the culture of an organization and its productivity.

Employees Feel

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ROLES & DUTIES

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New Hire Onboarding Store Leaders (2) Overview

(In charge of all hourly onboarding for at least 6 months. Then switch leaders. )

Retail Supervisor

Production AM

1.

2.

1. The Store Manager will select 2 onboarding leaders that are responsible for all New Hire’s and Store Leaders communication pertaining to store employee onboarding & training (#1 Communications Operator). 2. The 2-onboarding leaders will be in charge of all new hires and shadow & show people’s schedules, for first 2-3 weeks (#2 Dayforce schedules ). 3. The 2-onboarding leaders will prep meetings and attend for first day or start day TUESDAYS (#3 “Welcome to the Team Tuesdays”). 4. The 2-onboarding leaders are responsible completing the ( #4 New Hire 7 Day Onboarding/Training Workbook w/New Hire). 5. The 2-onboarding leaders are responsible for updating and keeping current new hire onboarding checklist board in office and in Dayforce (#5 New Hire Onboarding Checklist “Dry-Erase Board). 6. The 2-onboarding leaders are responsible for 30, 60 (check-in’s) and 90 day review. They are completed on time and information’s is updated in Dayforce (#6 30, 60, 90 paper version and then entered into Dayforce).

Dayforce Schedules

Communications Operator

1.

2.

Selected leaders will be the communicators for both the rest of the store leaders and new hires. They will and can ask for help from other leaders if needed. Communication is must to ensure consistent onboarding happens:

 Email = New Hires & Store Leaders  Texts= New Hires & store Leaders

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 Phone Calls= New Hires & Store Leaders  Email/Phone Calls = w/People & Culture All forms of communication to ensure everyone knows what is going on.

Dayforce | 2-3 weeks’ worth of schedules with New Hire & Shadow and Show Person on them prior to start day Thursday.

New Hire 7 Day Onboarding/Training Workbook

3.

4.

New Hire Start Day

Welcome To the Team Tuesdays! Aka-New Hires First Day/Start day

Leaders will prepare and execute each Tuesdays.

New Hire Workbook to be completed by Onboarding Leader & New Hire.

Track it all in

7.

Chuck Smith (00078687)

Coming Soon! Be on the lookout!

Onboarding/Training Workbook

Welcome to the Team Tuesdays 7 Day Onboarding Workbook

Check-in’s & Reviews

Benefits Reviewed 30 Day Check-In 60 Day Check-In 90 Day Review

5.

30, 60, Check – In’s & 90 Day Review

6.

Benefits Discussion

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Shadow and Show Person (Overview) (Anyone who works for Evergreen Goodwill |Reports to Supervisor)

Shadow & Show Persons (many)

Dedicated Store Leaders (2)

New Hire 7 Day Onboarding/Training Workbook

Shadow & Show Person (SSP) • A Shadow & Show person is anyone who currently works for Evergreen Goodwill. For ease of learning try to assign a Shadow & Person who speaks, both English and new hires native language. . • SSP can work any job anywhere. • The role of a SSP is to have a New Hire observe them working while answering questions when needed. • Share any and all helpfully hints on how to do the job.

The dedicated onboarding Store Leaders are in charge of starting and finishing the New Hire 7 Day Onboarding/Training Workbook. They collaborate with Shadow and Show people to help round out the New Hires Onboarding/Training.

Chosen by a Store Leader

•

Store Leaders and Shadow & Show People Partnerships

The Selected Onboarding Store Leaders are in charge of getting all New Hire Workbooks completed . Leaders must explain/train all Shadow & Show persons on what is expected when they show their day-to-day job with New Hires. 1. New Hires observer Shadow & Show persons. 2. New Hires can ask questions, the Shadow and Persons will answer. 3. New Hire and Shadow and Show person can work together on same work or project. 4. Onboarding Leaders not Shadow and Show Persons complete all initial training on New Hire job role. 5. Every person who works for Evergreen Goodwill is a potential Shadow & Show person. 6. There is no extra pay for the title Shadow & Show Person.

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Each of the first 7 Days, a New Hire starts with a store leader working/training with them. The last part of the day will be with a “Shadow & Show Person” to observe. The Shadow & Shadow person can be anybody the store leader chooses. Their role is to have the New Hire observe them and answering questions when needed. Shadow and Show employees, can explain more details about the job to the New Hire if they choose. There can be more than one Shadow & Person per New Hire, however; it is recommend that you schedule one Shadow & Show person for full the 7 days. By doing this, the New Hire can have the same information from the same person which causes less confusion. The next several pages has recommend tasks and projects for each of the first 7 Days that the Shadow & Show person and New Hire will review on, work on together, each day. These tasks and projects tie directly into T@G videos and training that was received from the store leader. Shadow and Show Person (Detailed) (Anyone who works for Evergreen Goodwill |Reports to Store Leaders/No additional pay.)

Pick one, two or all daily tasks at the end of each day for shadow & show person to show the new hire (working together). Leaders can also add their own tasks.

New Hire 7 Days Onboarding Each Day

Day 1-7 Each Day

START SHIFT

New Hire

Supervisor

HAND OFF

END SHIFT

New Hire

Shadow & Show Person

+

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Shadow & Show Person Retail Associate Daily Duties with New Hire

Pick one, two or all daily tasks at the end of each day for Shadow & Show person to explain and show to New Hire (working together). Examples shown tie into what was learned for the day. You can add your own tasks too.

Day 1 1. Shadow & Show person and New Hire walk the entire sales floor explaining all of the different departments. With an overview (non-detailed) of how the merchandising works for each department. 2. Shadow and Show person explains how recovery works (focus on overs & unders, hangers poking out). Lite explanation of colorizing and sizing. Then recover together. Day 2 1. Have New Hire watch Shadow & Show person ring up customers while New Hire bags for cashier (explaining – watch to see how customer service is given). 2. Shadow & Show person explain and show how go-backs work, and then put all go-backs away. 3. Shadow & Show person explain and work on together cleaning- up New Goods endcaps. 4. New Hire practice-making announcements in the breakroom, production or managers office to make it easy for new hire. (Can be done anytime) Day 3 1. Shadow & Show person and New Hire clean out and organize supply drawers at registers. 2. Shadow & Show person and New Hire clean out around registers- dust, remove debris, empty trash (be careful of exposed cords). 3. Shadow & Show person and New Hire wipe down all registers. Day 4 1. Shadow & Show person and New Hire recover areas (any department or departments). 2. Shadow & Show person and New Hire will help production by stocking 1-3 Textiles Z-racks (review colorizing and sizing) (put way one & touch two). Day 5 1. Shadow & Show person and New Hire will take 15min. to clean out and wipe down mirrors and seats in Dressing Rooms if needed. 2. Shadow & Show person and New Hire will take 60 min. to clean topper shelves (by taking down displays, wiping down shelfs and putting displays back). 3. Shadow & Show person and New Hire recover Accessories/Luggage and Shoes. Day 6 1. Shadow & Show person and New Hire will support Production by rolling and stocking 2 Wares and 1 Electronics shiny carts. 2. Shadow & Show person and New Hire will pick 3 Toppers/Outrigger displays to add too or totally redo. (Review all topper fundamentals) Day 7 1. Focus on register functions only.

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Shadow & Show Person Material Handler Daily Duties with New Hire

Pick one or two tasks at the end of each day for Shadow & Show person to explain and show to New Hire (working together). Examples shown tie into what was learned for the day. You can add your own tasks too.

Day 1 1. Shadow & Show person walk with New Hire around Production & Donations explaining how processes and tools work. Focus on and explain the name & purpose of tools: raw boxes salvage boxes, blue totes, blue cages, black cages, etc. Then focus on trash dumping (no compactor usage at this time), cardboard break down, safety tips when using a Manual Pallet Jack and Hand Truck. 3. S&S + NH sweep pick-up and clean debris inside and out of donations. Explain how donations needs to be clean and tidied up during the day. 4. Shadow & Show person and New Hire sort donations together (this is an introduction to sorting). Day 2 1. Shadow & Show person and New Hire will explain how and why donations is set-up a certain way in the morning, ( review or set up together ). Explain how E-waste & Bikes are palletized. Where to get Range Box Signs/Labels and where to get more in addition to who is in charge of ordering when low. 2. Shadow & Show person and New Hire sort donations only. 3. Shadow & Show person and New Hire support production by Tagging & Sizing Textiles (this shows that sometimes staff help other departments). (Only do this if donations is very slow) . Day 3 1. Shadow & Show person and New Hire sweep and clean inside and outside of compactor area ( do not get in, on or under compactor ) please let a manger know if there is debris under the compactor then contact Facility’s to have contracted team come out and clean under the compactor. 2. Shadow & Show person and New Hire sweep and clean around the inside and outside of the dock. 3. Shadow & Show person and New Hire sweep and clean the donations area inside and out. 4. Sort donations only. Day 4 1. Shadow & Show person and New Hire remove all stickers and graffiti from blue rolling donations bins and blue cages. 3. Shadow & Show person and New Hire sweep and clean the donations area inside and out. 4. Sort donations only. Day 5 1. Shadow & Show person and New Hire Greet, Take Donations out cars, ask about Hazmat and give tax receipt (2hrs.). 2. Have New Hire practice paging for a manager in am or pm. 3. Shadow & Show person and New Hire build an E-Waste or Bike pallet (explain how to stack and shrink-wrap). Day 6 1. Shadow & Show person and New Hire will work as a Production Support Persons ONLY all day (taking away garbage, missorts, recycles, salvage range boxes, bring raw to departments, etc. Day 7 1. Shadow & Show person and New Hire Work in Donations- sorting, taking donation.

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Shadow & Show Persons Production Associate Daily Duties with New Hire Pick one or two tasks at the end of each day for Shadow & Show person to explain and show to New Hire (working together): Examples shown tie into what was learned for the day. You can add your own task too.

Day 1 1. Shadow & Show person walks New Hire through Production and Retail explaining each department in both areas.

2. Shadow & Show person shows New Hire how to print price tags (reviewing quantities of each price for a couple different departments). 3. Shadow & Show person explains to New Hire the process of pricing items (raw comes in totes/cages, grab one item at a time and review condition) deep dive on “what” is considered sellable condition and “what is not sellable condition. 4. Review Price Mats and Good, Better, Best pricing why and how it is used. 5. Shadow & Show person start pricing items and explaining; condition, salvage, pricing and briefly on how departments daily goals work. New Hire watches only. Day 2 1. Shadow & Show person walks New Hire through Donations and explains how it works. 2. Shadow & Show person will show New Hire review and complete 5 min. drill. Focus on cleanliness and only required tools needed. 3. Shadow & Show person and New Hire will recover the department on the sales floor that New Hire will be working in. Review basic merchandising; likes with likes, small items on the top shelves and bigger on the bottom. If Textiles review colorizing & sizing. 4. Shadow & Show person prices items while explaining; condition, salvage, pricing and briefly on how departments daily goals work. New Hire watches only. Day 3 1. Shadow & Show person and New Hire roll and stock 2 Textiles Z-racks. Review colorizing & sizing and put away one & touch 2. 2. Shadow & Show person and New Hire roll and stock 2 Shiny Carts. Review merchandising likes with likes and small on top of shelves and larger on the bottom shelves. 3. Shadow & Show person and New Hire will support Donations by sorting donations. Day 4 1. Shadow & Show person and New Hire will review how to unload and load new Price tags on both hard and soft tags in printers. 2. Shadow & Show person and New Hire will recover Wares – Automotive, Pet, Gardening, Knicks Knacks and Office isles. (Review customer service). Day 5 1. Shadow & Show person will price items and fill Shiny Cart or Z-Rack with priced items while New Hire watches and asks questions. Both will stock priced items together. 2. New Hire will price items with Shadow and Show person watching only . Shadow and Show person will give feedback on pricing & condition of items. 3. Shadow & Show person and New Hire will stock priced items together throughout the day of their priced Shiny Carts. Day 6 1. Shadow & Show person will work next to New Hire, both will price items together and stock together. Day 7 1. Shadow & Show person will work next to New Hire, both will price items together and stock together.

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Selected Onboarding Store Leaders will know all incoming New Hires for the up and coming 2-3 weeks. (This is on an ongoing rotation) Selected Store Leader DUTIES | Detailed

1. Names. 2. Position. 3. Which Tuesday they will start their first day.

1. (Prior to New Hires first day) Communications Operator PT.1 o Will organize, communicate and execute all New Hire Employee Onboarding. o Onboarding leaders should meet at least twice a month to ensure Onboarding organization. o All Onboarding store leaders will report directly to the store manager with a weekly email. recap after meeting while CC’ing the whole leadership team (including RD is optional). 2. (Prior to New Hires first day) Communications Operator PT.2 o Ensure all orientation (pre paperwork) is schedule to store leaders and is completed prior to Tuesday start day. o Store Leader will contact New Hire for days and times to come in for “Start Day” Welcome to the Team Tuesdays” . o Store Leader will email store leaders all new hires days and times in addition to which leaders will collaborate with new hire to ensure completion of new hire orientation paper work (if not completed on “Welcome to the team Tuesdays” . o Store Leader will then create & send “Outlook Calendar” invites to each individual store leader by name, with New Hires info: Name, position, which Tuesday they will be attending. Outlook calendar invites for Tuesday needs to be sent to the New Hire too verify their email address. o Badge ordered AND ARRIVES prior to New Hires first (hopefully) prior day/start. (This can ordered as soon as the Acceptance letter is received in Dayforce. o All logins – should be tested if info was generated. o Schedule through Outlook Calendar uninterrupted time for both supervisors to work through New Hire 7 Day Onboarding/Training Workbook. 3. (Prior to New Hires first day) Dayforce Schedules. o Schedule New Hires and Shadow & Show Person 2-3 weeks of out (Seattle city scheduling ordinance 3 weeks). o New Hire and Shadow & Show Person’s both need to be scheduled in Dayforce. o Ensure that Shadow & Show Person has New Hire’s schedule and an understanding of times of when they will be showing New Hire how to do the job each day while using the New Hire 7 Day Onboarding/Training Workbook . o Checkoff completed tasks on the New Hire 7 Day Onboarding/Training Workbook .

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4. (TUESDAYS | Orientation First Day) “ Welcome to the Team TUESDAYS ” . o Have all schedules printed for each New Hire. o Print First 7 Days- New Hire Workbook for each New Hire. o Have MS Teams set up for Facilitator. 5. (After TUESDAYS | Orientation First Day) New Hire 7 Day Onboarding/Training Workbook o Explain how Store Leaders and Shadow & Shadow persons work. o Introduce the Shadow & Show person to new hire.

o Walk the employee through their most common tasks with Shadow and Show person there. o New Hire 7 Day Onboarding/Training Workbook- The first day can have the New Hire group work with 1-2 Leaders starting the New Hire 7 Day Onboarding/Training Workbook. o Work through New Hire 7 Day Onboarding/Training Workbook each day until completed. o Record completed Workbook into Dayforce and New Hire Board. o Sign, Check-off and Initial workbook make a copy and give to New Hire, keep original in employee file. 6. (Shadow & Show Person) o Prep and discuss what will need to be covered each day with Shadow and Person. o Follow-up with Shadow & Show Person. 1. Ensure badge is ordered (marked off New Hire Board). 2. 2-3 weeks of schedules w/ Shadow & Show person scheduled (marked off New Hire Board). 3. Test all New Hire log-ins. 4. Management tree for store (this needs to be made and printed out with phone numbers and email addresses). 5. Ensure New Hire 7 Day Onboarding/Training Workbooks are available and ready for start day Tuesday. 6. Ensure Shadow & Show employees have their schedules to help New Hire. 7. Ensure “ Welcome to the Team Tuesdays ” Supervisors are scheduled, room clean, swag is ready (coming soon), documents and everybody knows their role. After Start Day 8. Ensure that New Hire 7 Day Onboarding/Training Workbooks are signed, completed and put in New Hires files. New Hire Employee Prep

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After Start Day Continued Retail – New Hire Onboarding Program New Hire 7 Day Onboarding/Training Workbook is completed Check in to see how the first week went and to answer questions (this needs to be scheduled). o Ask how the New Hire workbook is going with the “shadow and show” person Review company policies (during check in). o Set onboarding goals (ask if there were other departments, they would like to learn. (Take notes). o 30 Days and beyond (meet with Store Leaders) to know and issue. o Take time to review Benefits. o 30-60 check-ins and 90 day review. o Set performance-based long and short-term goals.

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Onboarding Store Leaders DUTIES | Details

New Hire First Day (Tuesdays)

What does this day feel like?

Welcome, we are glad you are here! Today well will set the tone of how our store has an organized, enthusiastic and fun team! Here at the details to “Welcome to the Team Tuesdays”: 9:15am to Noon (your start time can be earlier if needed) NHO will start at 10am. 1. 1-2 Onboarding Leaders will be will be meeting new hires at the front of the store and bring them to the meeting room (break room, classroom, etc.) 2. (Starting) Will give a warm welcome to try to reduce any nervousness new employees may feel. Give your Evergreen goodwill story 3. Discuss the plan for the day 4. Compete W-4, I-9 (set up employee in Dayforce) (can be done in the office if needed) 5. An overview of how their first weeks will go (Explain First 7-Days Checklist, explain how Shadow & Show person works.) 6. Handout printed schedules w/Shadow & Show person/persons typed or written on schedule 7. Welcome packets and Handbooks (this is if these items have not been handed out yet 8. Handout login info w/instructions and discuss 9. Start NHO : 10am –Noon | Presentation 2hrs. - MS Teams | ODT Member or Facilitator - What is covered by ODT (follow along slide deck) - 1. Mission - 2. Evergreen Goodwill History - 3. Benefits (overview and eligibility) - 5. Live Q&A 10. Ask for questions 11. Start New Hire 7 Day Onboarding Workbook

Fill out I-9 and W-4 day of! THEN THEY CAN START THAT DAY! One and done!

SMART Board or Computer | MS teams

All stores are budgeted to get a rolling SMART board for training.

Onboarding LIVE Facilitator SMART Board

Onboarding Store Leader (Welcome, Let’s Get Started!)

• • • •

Mission

Evergreen Goodwill History

Benefits Live Q&A

JTE or In-Office

• • • •

Mission

Evergreen Goodwill History

Benefits

Risk & Safety

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New Supporting Documents

Retail - New Hire 7 Day Onboarding/Training Workbook

Retail - New Hire Onboarding Board (in Office)

New Dayforce Managers Checklist Coming Soon! Be on the lookout!

Managers Checklist

 Welcome to the Team Tuesdays  7 Day Onboarding Workbook  30 Day Check-In  Benefits Reviewed

Welcome to the Team Tuesdays 7 Day Onboarding Workbook

Benefits Reviewed 30 Day Check-In 60 Day Check-In 90 Day Review

 60 Day Check-In  90 Day Review

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