Use this step by step explanation to craft a good employee performance feedback review for an executive sous chef. Find the right words with quality phrases.
An executive sous chef supervises the production of food, ensures its quality and that of the service, and is a direct assistant as well as second in command to the executive chef in the various restaurants associated with a company. He/she takes charge when the executive chef is not around.
Other duties include carrying out the instructions of the executive chef, ensuring cleanliness, accounting for the inventory, scheduling kitchen staff, performing line checks, filling in for a line cook, supervising line cooks, performing continuous training to kitchen staff, ensuring kitchen staff use the right amount of ingredients in preparation of food, preparing meals, planning the menu and making sure that quality ingredients are used, and the final product is of high quality.
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. | Has an excellent way of organizing ideas and views in a logical manner that is easy to understand. Exhibits a great aura of confidence and poise when delivering a talk. | 3 |
| INSPIRING OTHERS: Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work. | Avoids using insulting or negative language when one is around people; uses constructive criticism instead of putting people down Arranges a group discussion in order to address a problem and avoids targeting a particular group member during the conversation | 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. | Foregoes personal opportunities to keep work commitments flowing successfully in the company 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. | Encourages colleagues to work and quickly build up a jovial working environment of trust Carries a positive viewpoint and ability to make sound decisions in stressful situations | 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. | Able to recognize what brings anger and gets prepared to remain calm should the situation occur Creates a relaxing personal space at work in order to help reduce stress and anxiety | 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. | Presents problem analysis and recommended solution to other employees rather than just describing or identifying the problem itself Takes responsibility for one's own actions; apologizes quickly after hurting someone, walks away from arguments and forgives others rather than giving into feelings of resentment | 2 |
| PRACTICAL THINKING: Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results. | Volunteers in community activities in order to have a new look of the world and think practically Carefully analyzes and interprets information that one has collected and draws reasonable inferences | 2 |
| GOAL AND OBJECTIVE SETTING: Goal and Objective Setting is the strategic plan that is set and laid down identifying how goals should be accomplished, by who and by what time. | Plans and measures each team member's contribution to the set goals when goal attainment requires team effort Prioritizes goals according to what the company needs most considering the resources and time available and other unexpected changes in the company | 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 |
| ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change. | Always full of determination and starts with setting clear goals Analyzes every situation, conducts research, compiles data, and makes conclusions based on facts obtained from the research | 3 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PUBLIC SPEAKING: Give an instance you delivered a speech and how do you feel you performed Give an example you delivered a long speech and how did you rate your audience regarding their participation? | [employee comments] |
| INSPIRING OTHERS: Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice? How do you reward employees whose work exceeds your expectations? Give an example of when this has happened | [employee comments] |
| DEDICATION TO WORK: Do you give all the tasks provided your utmost attention or do you overlook details? Do you agree with your supervisors view on areas you need to change? | [employee comments] |
| WORK ATTITUDE: Are you an asset to your company or a strict liability that only causes conflict? Are you emotionally stable or do you flare up in uncontrollable anger? | [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? Can you think of a time when you got depressed because you felt the workplace was not a good fit for you? How did you cope with that? | [employee comments] |
| EMOTIONAL INTELLIGENCE: What is one thing that makes you frustrated or angry at work and what do you do when that happens? Can you describe a time when understanding your colleague's perspective helped you resolve an issue or accomplish a task? | [employee comments] |
| PRACTICAL THINKING: What are some of the challenges that you have faced when thinking practically? How have you faced these challenges? Describe a time when you have had to analyze a problem and come up with possible solutions. How did you go about it? | [employee comments] |
| GOAL AND OBJECTIVE SETTING: Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation? Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do? | [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? 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] |
| ENTREPRENEURIAL THINKING: Can you think of situations where you demonstrated a lot of determination despite facing obstacles and challenges? What are some of the things you are doing to improve your business and marketing skills? | [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: |