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

  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

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 well to maintain good eye contact with the audience.

Has a good knowledge of understanding and speaking a wide array of languages.

2

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.

Aligns the company's objectives with public interests and ensures that its actions meet public needs

Oversees contracting and procurement to achieve desired results and uses cost-benefit thinking to monitor expenditures and set priorities

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.

Sets very high expectations that challenge the team to think creatively outside the box

Organizes directs and guides the subordinates to a rewarding finish line

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.

Works on overtime whenever needed to ensure deadlines are met

Has a high positive impact on the attitudes and performance of the coworkers

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

Always thinking positively and willing to share positive insights that could benefit everybody

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.

Resists the urge to shoot off an email or text to a colleague when angry. Instead, saves it as draft and sends it after cooling off

Decorates working spaces with pictures and mementos that bring happy memories at work to help calm down when feeling stressed

2

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

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.

Reschedules deadlines and appointments well in advance, but goes out of one's way to meet those deadlines and answer to appointments

Is a team player; participates in brainstorming sessions and handles group projects and tasks with diligence

2

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

Takes ownership of personal or team performance and helps team members to achieve their goals or improve their performance

Gets to work on time every day and completes all the assigned tasks on time with minimal supervision

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

PUBLIC SPEAKING:

What will you consider your worst performed speech and how did the audience rate it?

Give an example you delivered a long speech and how did you rate your audience regarding their participation?

[employee comments]
MANAGING AT TEAM:

Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them?

Is there a time when you have praised an employee in public? How did you go about it?

[employee comments]
LEADERSHIP SKILLS:

Are you interested in the growth of the team and the profitability of the company as well?

Are you willing to learn new trends to equip you as a better leader?

[employee comments]
DEDICATION TO WORK:

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

Are you willing to change in areas that are not too impressive?

[employee comments]
WORK ATTITUDE:

Are you an asset to your company or a strict liability that only causes conflict?

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

[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?

Are there times you have suggested a creative solution to colleagues suffering from emotional distress?

[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?

Which is one of the most stressful situations you have had? How did you resolve the situation?

[employee comments]
CONSISTENCY AND RELIABILITY:

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

Can you describe a time when personal issues pulled you away from work? How did you handle it?

[employee comments]
PERSONAL ACCOUNTABILITY:

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

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:

What are some of the programs you have initiated, if any, to train new employees on the company values and standards?

How have you made sure that your projects meet the agreed quality standards? What tools or methods have you used?

[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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