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.

Analyzes the problem by researching and requesting evidence from people who have identified the problem or worked on it

Generates a number of options in order to dig deeper into the situation at hand and look at it from different angles

2

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

Contributes to the success of the team on a regular basis

Always willing to help his fellow workmates complete their projects on time

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 high positive impact on those around encouraging and motivating them to do their best

Always brings a smile on the face that can tell enthusiasm from afar

2

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

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.

Maturely reveals one's own emotions and exercises restraint and control when needed

Is an effective listener; always shows willingness to listen and understand colleagues objections

3

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

Creates and defines one's policies and what happens in the event that they are not followed

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.

Faces obstacles with fortitude and resiliency; perceives challenges as a part of the journey towards the larger accomplishment that one is committed to

Keeps goals close by writing them in a journal in order to stay focused even when one lacks personal motivation

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.

Shares high-level objectives with team members in order to ensure that each individual is in alignment with the company's vision and mission

Sets realistic goals, believes that one can achieve them, and eliminates negative thoughts that can bring one down

2

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

Makes efforts to plan most aspects of a business venture

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

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 techniques have you used at work to ensure that decisions you make are correct and effective?

[employee comments]
TEAM BUILDING:

Are you a team player or a mere observer? What do you need to change?

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

[employee comments]
WORK ATTITUDE:

Are you focused on doing a thorough work on all tasks assigned without any complaint?

Do you care about the impression you give to your business about what kind of a person you are?

[employee comments]
EMOTION MANAGEMENT:

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

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

[employee comments]
EMOTIONAL INTELLIGENCE:

Describe a time when you received feedback on your performance, and you had to disagree with it. How did you handle the situation?

Is there a time a colleague came to you with a problem? How did you respond?

[employee comments]
MONITORING OTHERS:

How do you create a clear explanation of policies for the employees?

How do you make sure that monitoring does not kill employees morale or make them nervous?

[employee comments]
PERSONAL COMMITMENT:

What are some of the habits that distract you at work? What have you done to get rid of those habits and stay focused towards achieving your goals?

Is there a time when you faced challenges when working on a project? What did you do to remain determined to finish the project?

[employee comments]
PRACTICAL THINKING:

How have you helped other employees improve their ability to think practically? How has this benefited the company?

What have you done to improve your practical thinking skills? How has this helped your career life?

[employee comments]
GOAL AND OBJECTIVE SETTING:

How have you kept yourself motivated to accomplish your goals? How have you helped others achieve their goals?

Describe a time when you have failed to meet your goals because you had not set them clearly. What did you do?

[employee comments]
ENTREPRENEURIAL THINKING:

Can you think of situations where you demonstrated a lot of determination despite facing obstacles and challenges?

What efforts are you making to stay ahead of your competitors and learn from them?

[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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