Use this step by step explanation to craft a good employee performance feedback review for a corporate executive chef. Find the right words with quality phrases.
A corporate executive chef takes charge of the kitchens as well as making executive decisions related to food and beverage in a company that has multiple kitchens. His/her role is that of an overall manager in the preparation of food, developing new menu items and in managing staff and supplies in these kitchens.
Other than food preparation, other duties include purchase of the best products at attractive pricing, maintain good relations with vendors, review contracts with vendors, create culinary solutions, hire and retain culinary talent, team leader and staff supervisor ensuring engagement of people, ensure food safety and sanitation rules are followed, research and identify food trends in the industry, evaluate purchasing, receiving, storage and management procedures of inventory and execute efficiencies.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
|
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 |
|---|---|---|
| PUBLIC SPEAKING: Public Speaking though closely related to presenting differs in that it is the process of performing a speech before a live audience with the purpose of informing, persuading or entertaining. | Knows how to use a story well to pass a point across much easier. Listens to other speakers and tries to learn new ways to improve further. | 3 |
| MANAGING AT TEAM: Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives. | Anticipates and meets all the needs of customers and delivers high-quality products and services Determines objectives, delegates work, and sets priorities and holds self and others accountable for any mistakes made | 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. | Puts employees together in a supportive, cooperative and highly successful team Structures the assignment and projects to further strengthen teamwork among the employees | 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. | Always willing to accept extra assignments without counting how much more work is ahead Coaches other coworkers on how to utilize the supplied resources for the benefit of the company | 2 |
| 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. | Encourages colleagues to work and quickly build up a jovial working environment of trust Carries a delicious humorous character that makes others enjoy a good laugh as they perform their tasks | 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. | Treats everyone at work with utmost respect and finds no need to reciprocate rudeness Gets emotional support from coworkers and friends when emotions get out of control | 3 |
| EMOTIONAL INTELLIGENCE: Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you. | Avoids power struggles and backstabbing and is able to build rapport and trust quickly with other employees Is effective at persuading and convincing colleagues especially when the stakes are high | 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. | Is not stopped by pressures, demands, and obstacles that would justifiably derail other employees Is very efficient and productive in planning and executing work thus, can be counted on to meet deadlines | 3 |
| PERSONAL ACCOUNTABILITY: Personal Accountability is the feeling that you are entirely responsible for your actions and consequences taking ownership without blaming others. | Demonstrates clear understanding of the overall company- its goals, function, competition, purpose, etc.- that increase one's interest and commitment 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 Conducts regular performance reviews of team members to let them identify what they have done well and areas that need improvement | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PUBLIC SPEAKING: What will you consider your worst performed speech and how did the audience rate it? Do you normally talk about all your intended points and how do you manage your time on stage. | [employee comments] |
| MANAGING AT TEAM: How do you think your reporting staff would comment on your strengths, weaknesses, and managing style? What are the two most important values that you demonstrate as a manager? Describe a time when you have demonstrated these values in the workplace | [employee comments] |
| LEADERSHIP SKILLS: Do you offer concern and assistance for poorly performing employees? Can you be trusted to poor coach employees to see a change in their performance? | [employee comments] |
| DEDICATION TO WORK: Do you criticize the company or work hard to give it your level best? Do you give your very best in a group setting or you sit back and allow others to do your work? | [employee comments] |
| WORK ATTITUDE: Are you quick to congratulate coworkers who are doing their level best? Do you care about the impression you give to your business about what kind of a person you are? | [employee comments] |
| EMOTION MANAGEMENT: What is the most stressful situation you have ever found yourself in at work and how did you handle it? How do you ensure you have a comfortable and relaxing work space that feels more at home? | [employee comments] |
| EMOTIONAL INTELLIGENCE: Can you think of a time when you said or did something that had a positive impact on a colleague or client? What was it? Why is it so important to build trust and rapport with colleagues? How do you develop the two in the workplace? | [employee comments] |
| CONSISTENCY AND RELIABILITY: Have you ever been regularly late at work? What was the reaction to this behavior in your team? Describe a time when you handled a situation in the wrong way. Did you admit your mistake? | [employee comments] |
| PERSONAL ACCOUNTABILITY: Describe an occasion when you chose not to complete a task, for whatever reason. What happened? Would you rather design procedures and plans or implement/manage them? Why? | [employee comments] |
| QUALITY OF WORK: What are some of the programs you have initiated, if any, to train new employees on the company values and standards? How do you help new members of your team cope with the agreed team standards and values? | [employee comments] |
Summary |
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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: |