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

A head chef manages all the affairs of a kitchen including creating the menu, managing the staff in the kitchen and ordering supplies just like an executive chef. However, he/she is usually under someone else who makes higher decisions such as those relating to staff management and the direction of the menu especially if there are multiple restaurants.

Other responsibilities include being in charge of the process of preparing food, ensuring that the servings are of high quality, approving dishes before they get to the customer, supervising subordinates, maintaining payroll and attendance records, hiring and training kitchen staff, complying with sanitation regulations as well as order for the required ingredients and equipment.

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

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Sets a step-by-step plan of action in order to have a better understanding of the issues at hand and to know that one has thoroughly considered the situation

Looks for underlying issues that are not resolved or that may be complicating one's ability to make wise decisions

3

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Extremely well mannered, treating everyone with the dignity and respect they deserve

Approach conflict very logically and rationally not allowing emotions to crowd the mind

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.

Has a valuable working attitude that strengthens business connections in an amazing way

Always emphasizes the positive in each situation no matter how grim it looks like

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.

Helps transform problems faced by different colleagues into an opportunity for positive change

Focuses on making the company and work stronger instead of being stressed when things go out of hand

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

Does not get easily disappointed when things don't go according to plan

3

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

Takes note of a person's reaction the moment they are given a piece of news in order to understand their true thoughts and feelings

Keeps employees accountable by regularly having conversations about how their goals are progressing

2

PERSONAL COMMITMENT: Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.

Gets clear about potential sacrifices and drawbacks, that derail one's efforts to staying committed, from the word go

Shares personal goals with trusted colleagues, who keep one accountable when motivation is low, in order to get back on track

3

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.

Takes problems one by one wherever possible and states each problem as precisely and clearly as one can

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.

Sets goals that are hard but possible to accomplish in order to produce high levels of performance

Breaks down complex goals into smaller and manageable chunks and delegates the chunks to the team members for easier accomplishment

3

ENTREPRENEURIAL THINKING: Entrepreneurial Thinking is a mindset that allows embraces critical questioning, innovation, service and continuous improvement with an attitude of change.

Views failure as part of the game and takes failure as a learning experience to realize success

Excels at building relationships based on value and is never selfish when networking

3

Self Evaluation

Self Evaluation Question

Employee Comments

DECISION MAKING:

Is there a time when you have made poor decisions or done something that did not turn out as expected? What happened?

What is one of the most difficult decisions you have made in the last six months? What made it difficult and how did you go about it?

[employee comments]
TEAM BUILDING:

Should you take a more active role and contribute more to your future teamwork?

What is one specific lesson you learned from your team that you could not learn by working alone?

[employee comments]
WORK ATTITUDE:

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

How do you handle workplace stress and work related pressures?

[employee comments]
EMOTION MANAGEMENT:

Is there a time you made a hasty business decision that you ultimately regretted? What was the outcome?

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?

Why is it so important to build trust and rapport with colleagues? How do you develop the two in the workplace?

[employee comments]
MONITORING OTHERS:

What are some of the monitoring policies you have in your company? How do you make sure the employees follow the policy of timekeeping?

Is there a time when you have had changes in monitoring policy? What have you done to make sure that employees are aware of changes in the monitoring policy?

[employee comments]
PERSONAL COMMITMENT:

Sometimes you have to sacrifice some things in life in order to get what you want. What are some of the things you have sacrificed in the past in order to accomplish your goals?

Describe a project that was implemented because of your personal commitment. What was your role in the project?

[employee comments]
PRACTICAL THINKING:

Describe a project that went wrong due to poor practical thinking strategies. How did the problem occur and how did you solve it?

How have you involved others in practical thinking? Give an example of the last time you did this at work

[employee comments]
GOAL AND OBJECTIVE SETTING:

Describe one of the greatest accomplishment in your career life. What are some of the challenges you faced along the way?

What new skills have you learned to improve your ability to set realistic goals? How has this helped you achieve your goals effectively?

[employee comments]
ENTREPRENEURIAL THINKING:

Were there any times where you felt that you were less optimistic than other times?

What have you learned from your past mistakes when executing business ideas?

[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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