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

A sous chef takes charge of the kitchen when the head chef is not around due to his/her position of assistant to the master chef and may fill-in for the line cook when required. He/she conducts the day-to-day running of the kitchen and acts as a bridge between the master chef and the line cooks.

Other duties include supervising line cooks, scheduling kitchen staff, accounting for inventory in the kitchen, continuous training of staff, organization and cleanliness, preparing meals, ensuring quality of the food prepared, ensuring the right quantity of ingredients is used, allocating labor in kitchen stations, maintenance of equipment, controlling the cost of food as well as ensuring there is proper hygiene and sanitation.

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

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.

Shows other employees how to overcome or deal with their weaknesses in order to help them grow professionally and emotionally

Makes sure that everyone understands all the assignments and the deadlines when working with a team to avoid confusion

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.

Completes the tasks given to teams without getting concerned who gets the credit

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.

Carries a productive attitude that does not change even in unpleasant situations

Seeks to do the more challenging tasks and does them well

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.

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

Attends training that gives tools to help manage emotional issues and reduce the probability of negative emotions emerging in the workplace

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.

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

Uses awareness of one's own emotions and the other colleagues' emotions in order to manage interactions successfully

3

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Takes time to research and analyze the strengths and weaknesses of competing companies

Takes short breaks in order to give one a fresh perspective and stay focused throughout the day

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.

Always keeps his commitments and works with other employees in order to help them keep theirs

Actively demonstrates commitment by maintaining a predictable and consistent work schedule

3

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Expresses one's disagreement in a polite manner; calmly explains one's side of things with facts, and does not only rely on feelings

Reads directions in the order they are written on the project and avoids skipping ahead and forgetting to go back

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 the time to learn at least one more language in order to introduce oneself to new methods of thinking

Figures out the information one needs to solve a particular situation and actively seeks that information

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.

Delegates tasks to employees based on their strengths, weaknesses, and other behavioral styles that could affect the quality of work produced

Uses the company guideline or the project's/task's specific style guide to measure the quality of the work produced

2

Self Evaluation

Self Evaluation Question

Employee Comments

INSPIRING OTHERS:

Describe a time when you have had to give inspiration to a colleague who was constantly late at work. How did you go about it? Did the person take your advice?

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

[employee comments]
TEAM BUILDING:

What is your personality? Does it hinder or encourage you to participate?

How effectively did you work together with others on this project?

[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:

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

How do you react to frequent changes in job demands in the workplace?

[employee comments]
EMOTIONAL INTELLIGENCE:

What is your greatest weakness? Can you give situations when your weakness was tested in the workplace?

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

[employee comments]
ATTENTION TO DETAIL:

Is there a time you identified an error that had been overlooked by a colleague? What did you do to fix it?

Are there times you have had difficult experiences working with details at work? How did you go about that?

[employee comments]
CONSISTENCY AND RELIABILITY:

Is there a time that other employees' actions negatively impacted on a task for which you were responsible? What did you do?

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

[employee comments]
FOLLOWING DIRECTIONS:

Can you give an example of a time when you were able to demonstrate your ability to follow instructions?

Is there a time when you have had to speak up in order to be sure that the instructor knew what you thought or felt about the instructions?

[employee comments]
PRACTICAL THINKING:

Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work?

Describe a time when you have had to analyze a problem and come up with possible solutions. How did you go about it?

[employee comments]
QUALITY OF WORK:

What do you think your company should do to fix some of the most common quality-related issues?

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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