Use this sample and step by step explanation to craft a meaningful employee performance feedback review for a corporate executive chef. Find the right words with quality phrases.
A corporate executive chef takes charge of the kitchens as well as making executive decisions related to food and beverage in a company that has multiple kitchens. His/her role is that of an overall manager in the preparation of food, developing new menu items and in managing staff and supplies in these kitchens.
Other than food preparation, other duties include purchase of the best products at attractive pricing, maintain good relations with vendors, review contracts with vendors, create culinary solutions, hire and retain culinary talent, team leader and staff supervisor ensuring engagement of people, ensure food safety and sanitation rules are followed, research and identify food trends in the industry, evaluate purchasing, receiving, storage and management procedures of inventory and execute efficiencies.
Employee Performance Review Sample | |
|---|---|
| Employee's Name: | Title: |
| Review Period: __/__/__ to __/__/__ | Employee SSN: |
| Work Location: | Supervisor's Name: |
Instructions |
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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. | Not willing to improve the public speaking skills and learn new ways. Delivers the content in a dull manner and with less enthusiasm. | 1 |
| 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 Identifies both the internal and external politics that impact the company processes and acts accordingly | 2 |
| 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. | Undercuts teamwork spirit by giving preferential treatment to some favorites Provides no recognition or rewards for the team's efforts and hard work | 1 |
| 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. | Speaks negatively about the business but positively about the co-worker's competition 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. | Carries a productive attitude that does not change even in unpleasant situations Seeks opportunities to show others what can be done with ease and what needs much work | 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. | Regularly exercises in order to let anger out of the system and enhance mood Talks to a trusted colleague at work or gets counseling when faced with a difficult 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. | Humiliates staff members and makes others feel intimidated when working on company projects or tasks Struggles to set goals that align with personal motivation and does not show interest in focusing on achieving performance goals | 1 |
| 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. | Does not keep promises; always guarantees that deadlines will be met but constantly misses them Always shirks duties or passes on one's work to someone else | 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 Fixes problems in own projects and those of others but does not look for ways to prevent these mistakes from happening again in the future | 1 |
Self Evaluation | |
Self Evaluation Question | Employee Comments |
|---|---|
| PUBLIC SPEAKING: How well do you prepare yourself before delivering a speech before an audience? How well are you conversant with speaking different languages that suit different types of audiences? | [employee comments] |
| MANAGING AT TEAM: Would you rather that your reporting staff respected you or feared you? Why? How would you inspire both reactions from them? How do you go about getting cohesion among employees who disagree with everything you say? | [employee comments] |
| LEADERSHIP SKILLS: Are you reliable to answer the employees? questions without lying? Do you reprimand your employees or discuss situations with them? | [employee comments] |
| DEDICATION TO WORK: Do you show up daily for work or you give excuses to be absent? Do you agree with your supervisors view on areas you need to change? | [employee comments] |
| WORK ATTITUDE: Do you a right attitude to handle all types of customers, colleagues, and management? Are you always armed with the right attitude no matter the situation? | [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 strength? How do you make sure your colleagues benefit from your greatest strength? Which is one of the most stressful situations you have had? How did you resolve the situation? | [employee comments] |
| CONSISTENCY AND RELIABILITY: Have you ever been regularly late at work? What was the reaction to this behavior in your team? How often do you keep in touch with customers? How do you inform them about new products or services? | [employee comments] |
| PERSONAL ACCOUNTABILITY: Describe an occasion when you chose not to complete a task, for whatever reason. What happened? Can you think of a time when you have motivated yourself to finish unpleasant tasks? What steps did you take? | [employee comments] |
| QUALITY OF WORK: What do you think your company should do to fix some of the most common quality-related issues? What are some of the tools that you have used to check for information accuracy before working on it? | [employee comments] |
Summary |
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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: |