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

A chef manages all the activities of a kitchen and ensures that the food is pleasing to the taste and the eyes of the customer. He/she supervises the preparation of food and makes sure that the food is seasoned properly and it is garnished and presented well.

Other duties include supervising staff taking part in food preparation, ordering and purchasing supplies depending on the expected demand of food, making and planning the menu, adjusting the menu depending on availability of food and season, making sure that sanitation regulations are met, controlling the cost of raw materials, ensuring that the raw and cooked food meets quality standards, monitoring production schedules and staff requirements,

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

INTERVIEWING: Interviewing is an essential skill in making a sound hiring decision that seeks to find out the candidate's background, work experience, skill level, general overall intelligence, enthusiasm, attitudes, etc.

Talks in an unclear and concise manner that the other people cannot understand.

Arrives late for the interview process and looks disoriented in most cases.

1

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.

Recognizes and rewards the team for their behavior and hard work

Maintains an open communication platform with and among the employees

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.

Highly critical of the company's policies, values, goals, and vision

Very likely to spend time complaining rather than doing the expected

1

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.

Needs to learn how to control his temper and working attitude when under pressure

Always has conflict with the management that needs to be resolved

1

ADAPTABILITY: Adaptability is the ability to cope with and adapt to unexpected situations in any environment and staying connected with a great attitude.

Offers to cover the responsibilities of a colleague while he/she is on vacation

Volunteers to take the lead for an important presentation when a colleague comes down with an illness

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.

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

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

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.

Is consistently late for work thus fails to deliver services or goods promised within a certain amount of time

Always shirks duties or passes on one's work to someone else

1

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

Does not ask others about employee interactions with colleagues, customers or suppliers thus misses critical information about them

Tracks employees' location even when they are taking a day off or are on vacation

1

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

Does not fulfill commitments made to other employees, supervisors, peers and customers

Pretends to know everything and does not let other employees know when one does not know how to go about doing something

1

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.

Fails to monitor a project at its early stages or fix small problems before they become bigger and unsolvable

Does not recognize employees who constantly produce exceptional work thus makes them feel unappreciated or produce substandard work

1

Self Evaluation

Self Evaluation Question

Employee Comments

INTERVIEWING:

Do you ask questions on issues that you feel are not well understood?

Have you ever arrived at an interview late? How did you perform or what happened?

[employee comments]
LEADERSHIP SKILLS:

Are you reliable to answer the employees? questions without lying?

Is the company's interest the center of your interest as you work?

[employee comments]
DEDICATION TO WORK:

Do you feel unable to accomplish a task even before beginning it?

Are you accountable to your leaders delivering milestones as required?

[employee comments]
WORK ATTITUDE:

Are you quick to congratulate coworkers who are doing their level best?

How do you handle workplace stress and work related pressures?

[employee comments]
ADAPTABILITY:

Can you describe a project or situation which required you to remain open-minded and flexible in order to succeed?

When have you been forced to attend to an emergency in an unusual way and what was the outcome?

[employee comments]
EMOTION MANAGEMENT:

Is there a time you made a hasty business decision that you ultimately regretted? What was the outcome?

Is there a time a company policy hurt employees and you had to mitigate the negative consequences to employees?

[employee comments]
CONSISTENCY AND RELIABILITY:

Can you provide a specific example that best illustrates your ability to be counted on?

How often do you keep in touch with customers? How do you inform them about new products or services?

[employee comments]
MONITORING OTHERS:

How do you make sure the other person doesn't know you are observing them?

How do you access an employee's accountability? How do you deal with an employee who doesn't deliver their work on time?

[employee comments]
PERSONAL ACCOUNTABILITY:

Give an example of a time when despite carefully planning, things did not turn out as expected or went out of hand. What did you do?

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 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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