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

  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.

Pays good attention to the body language and tries to keep things together in a good way.

Always plans appropriately before delivering ant type of talk or speech.

2

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.

Recognizes employees who go above and beyond the call of duty to get things done, in order to encourage them to continue working hard and incentivize others to take the initiative

Does not judge people when they make mistakes; sympathizes with them and lets them know that one understands that the mistakes they made were only human

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.

Maintains a strong personal commitment to the company's goals all the time

Focuses on innovating new ideas on how to do more tasks easily

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.

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

Always focused to internal bearing that brings out the right attitude in all 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.

Assists hurting colleagues by referring them to the help that they need, like employee assistant programs and conflict skills training

Sets aside time each day to be with friends and family in order to have a chance to share and open up

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.

Addresses issues in a professional, constructive way, and persuades others to approach issues in the same manner

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.

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.

Uses client satisfaction, quantity, cost, quality, and value added to the company, to evaluate success of a goal

Visualizes own goals as already accomplished in order to improve performance, feel motivated and to actually accomplish them

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

Makes sure that all employees know what quality work means to the company and consistently communicates ways to improve work quality

2

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

Tries the best to ensure the business is focused on the customer

Shows willingness to read reports, books, magazines, and journals that assist in improving business and marketing skills

2

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

Give an instance you delivered a speech and how do you feel you performed

How well do you manage your nervousness and tension before you give a talk?

[employee comments]
INSPIRING OTHERS:

People observe what you do more than they listen to how you speak. How do you ensure that your actions inspire others at work?

Describe a time when you felt you were able to inspire other employees in a big way. What did you do?

[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:

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

Are you emotionally stable or do you flare up in uncontrollable anger?

[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:

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?

Can you describe a time when understanding your colleague's perspective helped you resolve an issue or accomplish a task?

[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 a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

What do you look for in team members when setting goals for the team? How do you keep track of your team goals?

[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]
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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