Use this step by step explanation to craft a good employee performance feedback review for a chef. Find the right words with quality phrases.

A chef manages all the activities of a kitchen and ensures that the food is pleasing to the taste and the eyes of the customer. He/she supervises the preparation of food and makes sure that the food is seasoned properly and it is garnished and presented well.

Other duties include supervising staff taking part in food preparation, ordering and purchasing supplies depending on the expected demand of food, making and planning the menu, adjusting the menu depending on availability of food and season, making sure that sanitation regulations are met, controlling the cost of raw materials, ensuring that the raw and cooked food meets quality standards, monitoring production schedules and staff requirements,

Employee Performance Review Sample

Employee's Name: Title:
Review Period: __/__/__ to __/__/__ Employee SSN:
Work Location: Supervisor's Name:

Instructions

  1. Rating: Rate the employee against the core skills based on how well he/she demonstrates each skill. Give scores 1, 2, or 3 for each rating depending on the employee's performance.
  2. Comments: Use this area to give examples of employee's performance phrases. The phrases should describe how well an employee has performed on previously set goals based on the given core skill.
  3. Summary: Use this section to give a summary of the employee's strengths and areas for improvement or development. Recommend a step increase for an employee who has met the expectations and performance improvement plans for one who doesn't meet expectations.
  4. Human Resources Review: Human resources manager must examine and indicate whether he/she concurs with the evaluation and comments. If the manager agrees, then he/she must sign the evaluation form. If he/she doesn't concur, then he/she must provide reasons explaining why this is so.
  5. Signatures: Sign the evaluation form and give it to the employee to go through and answer the Self Evaluation Questions. Ask him/her to sign and date the evaluation form before giving it back to the human resources for filing.

Rating Meaning

The employee fails to perform the most important aspects of the job satisfactorily. Requires close guidance to carry out routine jobs. He/she needs significant improvement in all areas. Meetings should be held between the employee and the supervisor to discuss performance deficiencies.

1

Employee routinely meets and exceeds expectations in all areas of responsibility. Produces high-quality work that at times exceeds expectations. Consistently meets the most critical annual goals. Occasionally produces timely and accurate results.

2

The employee consistently and significantly exceeds the communicated expectations by producing exceptionally high-quality work. He/she demonstrates exceptional knowledge of his/her duties and is highly recognized by others as an authority in his/her area of work.

3

Supervisor's Feedback

Skill

Comments

Rating

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Always shows great confidence all the way through the interviewing process.

Puts the company in the best light to the candidates and gives factual information.

3

LEADERSHIP SKILLS: Leadership Skills are soft skills that assist leaders in positively interacting with employees or team members to make the workplace a great place.

Has a high marginally functional department that is converted into a highly productive team

Uses a unique team approach to develop and utilize the unique talents that each employee holds

3

DEDICATION TO WORK: Dedication to Work is a devotion or setting aside the scheduled time that you are required to work each day consistently without fail as well as being on time and giving 100% of your efforts to doing quality work.

Displays an unwavering dedication to the company and its mission

Focuses on what can be done rather than on what can't be done

3

WORK ATTITUDE: Work Attitude is one's feelings towards and beliefs about one's job and their behavior that can tell how it feels to be there.

Ability to deal with internal and external pressure excellently while maintaining the right attitude

Carries a delicious humorous character that makes others enjoy a good laugh as they perform their tasks

3

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Thinks quickly to respond to a sudden change in information and draws conclusion from it

Keeps an open mind and shows willingness to learn new methods, procedures, and techniques that embrace change

3

EMOTION MANAGEMENT: Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.

Views emotional moments as an opportunity to listen, empathize with, and show compassion to a hurting colleague

Gets emotional support from coworkers and friends when emotions get out of control

3

CONSISTENCY AND RELIABILITY: Consistency and Reliability are the ability to be trusted to do what you do best all the time with or without supervision and without failure to produce results.

Shows respect to colleagues and customers; is polite and friendly and is able to get on with the rest of the team

Takes the initiative to speak to one's bosses to find out what else can be done after completing the assigned task

2

MONITORING OTHERS: Monitoring others is tracking employee activities monitor the worker engagement with the workplace-related tasks.

Figures out ways to know if one is right about a certain observation on a person's behavior in order to avoid drawing false conclusions

Keeps one's policies within reason and gives upper-level employees freedom to perform tasks their own way

2

PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others.

Presents oneself as a credible representative of the company and demonstrates a commitment to delivering on one's duties

Always presents oneself in a way that is consistent with the good image the company wants to portray to the public

3

QUALITY OF WORK: The quality of Work is the value of work or products produced by the employees as well as the work environment they are provided with.

Recognizes and rewards employees who have consistently produced quality work in order to keep them motivated to continue working hard

Listens to feedback from employees for insights into possible improvements to the existing approaches to quality work

3

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

Do you ask questions on issues that you feel are not well understood?

Give an instance you were invited for an interview that you did not meet all the requirements and how was the experience?

[employee comments]
LEADERSHIP SKILLS:

Are you reliable to answer the employees? questions without lying?

Can you be trusted to poor coach employees to see a change in their performance?

[employee comments]
DEDICATION TO WORK:

Do you show up daily for work or you give excuses to be absent?

Do you seek new opportunities to make you grow or you are not open minded?

[employee comments]
WORK ATTITUDE:

Do you allow others to air their opinions or give you new ideas you can implement?

Do you give your work a personal touch that people can put know you did it?

[employee comments]
ADAPTABILITY:

Can you describe a project or situation which required you to remain open-minded and flexible in order to succeed?

Can you think of a time when your task or project suffered a setback? How did you react?

[employee comments]
EMOTION MANAGEMENT:

Can you give an example of a situation where there was tension in the workplace, but you were able to maintain composure?

How do you react to frequent changes in job demands in the workplace?

[employee comments]
CONSISTENCY AND RELIABILITY:

How many days of attendance at work do you feel should be considered satisfactory? What has been your record of attendance at work?

How often do you keep in touch with customers? How do you inform them about new products or services?

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[employee comments]
PERSONAL ACCOUNTABILITY:

What steps have you taken to improve your effectiveness in the company, workgroup and your career?

Describe a time you reacted to pressure situations or short deadlines. How did you do it?

[employee comments]
QUALITY OF WORK:

How do you make sure that projects instructions are clear to your team members?

What courses, if any, have you taken to improve the quality of service you give to your customers? How has this benefited your company?

[employee comments]

Summary

Sections 1-4: To be completed by the supervisor

Section 5: To be completed by the employee

1. Exceeds Job Related Expectations

2. Areas to improve

3. Goals completed since last performance feedback

4. Goals for next period

5. Employee comments

Signatures

I acknowledge that I discussed this performance feedback with my supervisor. My signature does not mean that I agree or disagree with this appraisal.
Employee: Date:
Supervisor: Date:
Human Resources: Date:

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