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.

Dresses in a very professional way for the interviews and is always neat.

Does not appear desperate when answering or asking questions in an interview.

2

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.

Generates a positive, measurable outcome that results into team work spirit

Maintains an open communication platform with and among the employees

2

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 ready to jump in and get the project done as expected

Carries an attitude of a winner everywhere, in every task given

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.

Focuses energies and strengthens on the most demanding tasks that can be done

Seeks to do the more challenging tasks and does them well

2

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

Easily adjusts priorities, activities, and attitude to meet new deadlines and information and to achieve objectives

Not frightened to improvise. Can comfortably move into action without a plan and plan on-the-go

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.

Suggests ways to prevent negative emotional effects and ways to address or minimize emotional issues when they occur

Considers taking a walk around the office or stepping out for fresh air in order to step away from an emotionally charged situation

2

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.

Dedicates more of one's time to the completion of one's actual job duties in order to increase productivity

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.

Explains the thought process that led to one's policies in order to reduce people's mistrust caused by monitoring their activities

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

2

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

Does not dismiss the importance of one's own responsibilities in the company, and the connection between one's job and customers' perception

Admits misjudgments mistakes and errors and informs others when one is not able to meet a commitment

2

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.

Communicates projects' instructions effectively and asks team members to paraphrase what one has said to make sure that they have understood the concept

Sends out surveys and asks clients for feedback in order to identify the clients' needs and work towards providing these needs

2

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

Have you attended an interview and you had not prepared adequately? Explain how it went about?

What is the one question you find challenging to answer during an interview and why?

[employee comments]
LEADERSHIP SKILLS:

Do you lead others where you are not willing to go?

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

[employee comments]
DEDICATION TO WORK:

Are you available to do what is expected of you within a set timeline?

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

[employee comments]
WORK ATTITUDE:

Are you quick to congratulate coworkers who are doing their level best?

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

[employee comments]
ADAPTABILITY:

If you were given a new project to lead without prior knowledge, what steps would you take to tackle it?

Can you describe a situation where you had to move into action without a plan when solving a difficult problem?

[employee comments]
EMOTION MANAGEMENT:

Are there instances, when a colleague has made you so angry, but you managed to remain calm and composed?

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]
CONSISTENCY AND RELIABILITY:

Describe a time when you took responsibility for an error and were held personally accountable. What happened?

Describe a time when you handled a situation in the wrong way. Did you admit your mistake?

[employee comments]
MONITORING OTHERS:

Is there a time when you felt your monitoring system is not giving you what you expected? What did you do?

How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?

[employee comments]
PERSONAL ACCOUNTABILITY:

Give an example of a time when despite carefully planning, things did not turn out as expected or went out of hand. What did you do?

What are some of the special responsibilities and assignments you have been given in the past that are not part of your routine?

[employee comments]
QUALITY OF WORK:

Describe the most challenging task you have handled. What made it challenging and what was the quality of work produced?

How do you help new members of your team cope with the agreed team standards and values?

[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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