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

A head sous chef manages the kitchen and ensures that it runs smoothly by taking charge of its operations under the leadership of the head chef. He/she is in charge of the kitchen staff and makes sure that the food is of high quality as well as taking charge when the head chef is away.

Other responsibilities include scheduling kitchen staff, making sure quality ingredients are used, ensuring cost standards of food are maintained, planning the menu, purchasing ingredients, taking charge of supplies, controlling the inventory, ensuring that safety standards are maintained in the kitchen and sanitation rules are observed, maintain communication with staff, discover and train kitchen talent and ensure kitchen equipment is functional.

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.

Knows how well to summarize the talk and does not speak for too long.

2

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Focuses primarily on own strengths in order to complete tasks or projects and feel more successful on the job

Makes sure to get along with colleagues in order to enjoy being at work and boost motivation

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.

Fosters an inclusive workforce where employees' differences and diversity are valued and leveraged to achieve the mission and vision of the company

Keeps up-to-date with technological developments and makes effective use of technology to improve the company or achieve results

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.

Always works past the can't do attitude to ensure difficult tasks are done

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.

Always apologizes for any emotional outburst immediately to the person or people involved

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

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.

Explains tough situations in a proper and professional way that is clear to the rest of the team members

Uses gentle humor, while explaining things that are difficult to express, without creating a flat

2

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Does not talk ill about other employees, rather than cool things the employees are doing

Leaves work with items on one's to-do list and is excited about tackling the items the following day

3

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.

Arms oneself with all the tools needed to accomplish one's goals to avoid getting distracted

Joins professional support groups in order to get all the help one needs to realize own goals

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.

Practices mindfulness in order to ease mental problems and think in an effective way

Sets aside the problems over which one has no control and concentrates own efforts on those that one can potentially solve

2

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Asks own bosses for regular performance feedback or suggestions for improving own efficiency and productivity

Applies discipline to work activities or assigned tasks and actively looks for ways to enhance the quality of the products and services

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?

Do you listen to other speakers and what have you learned so far?

[employee comments]
MOTIVATING OTHERS:

Do you prefer working in a busy environment or one that is quiet? Why?

How do you motivate others to accomplish their goals? Give an example of when this happened

[employee comments]
MANAGING AT TEAM:

Think about a time when you were given a management role. How did people respond to your management efforts?

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

[employee comments]
WORK ATTITUDE:

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

How do you handle workplace stress and work related pressures?

[employee comments]
EMOTION MANAGEMENT:

What is the most stressful situation you have ever found yourself in at work and how did you handle it?

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?

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

[employee comments]
ENJOYMENT OF THE JOB:

How do you maintain enjoyment of the job after experiencing a setback on your way to achieving your goals?

Do you prefer working as part of a team or alone? Given a choice, what percentage of your time would you allocate to each?

[employee comments]
PERSONAL COMMITMENT:

Sometimes you have to sacrifice some things in life in order to get what you want. What are some of the things you have sacrificed in the past in order to accomplish your goals?

Describe a great change that occurred in a project you were working on. How did you adapt to this change?

[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]
MANAGING DETAILS:

How do you make sure that you have all the necessary tools before starting a project or task?

If a project is not due for several weeks, when do think it's the best time to start working on it and why?

[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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