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

An executive sous chef supervises the production of food, ensures its quality and that of the service, and is a direct assistant as well as second in command to the executive chef in the various restaurants associated with a company. He/she takes charge when the executive chef is not around.

Other duties include carrying out the instructions of the executive chef, ensuring cleanliness, accounting for the inventory, scheduling kitchen staff, performing line checks, filling in for a line cook, supervising line cooks, performing continuous training to kitchen staff, ensuring kitchen staff use the right amount of ingredients in preparation of food, preparing meals, planning the menu and making sure that quality ingredients are used, and the final product is of high quality.

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.

Does not accept constructive feedback and is not willing to give feedback when required.

Seems always to force other people to buy into ideas and views.

1

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.

Takes a small part of one's day at work to talk and listen to other employees in order to help maintain a positive atmosphere

Does not judge people when they make mistakes; sympathizes with them and lets them know that one understands that the mistakes they made were only human

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.

Only dedicated to the company whenever it is convenient to do so

Uses company time to advance personal agenda rather the company's agenda

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.

Fails to maintain a friendly attitude in times of work stress changing to a high tone and harsh voice

High rude to the coworkers and does not receive any remarks very well

1

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

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.

Creates healthy dialogues to help bring forward the best solution and demonstrates a sincere appreciation for opposing viewpoints

Does a self-evaluation of one's own emotions, strengths, and shortcomings a few times every day and works on areas that need improvement

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.

Compares oneself to other employees, their lives, and their positions at work and in the society, which causes unhappiness, frustrations, and low self-esteem

Insists that everyone else is wrong and therefore does not consider other people's ideas or way of thinking

1

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.

Sets different goals for team members with similar responsibilities thus encourages internal rivalries that lead to diminished morale

Does not rank goals in the order of their importance to the company thus often misses deadlines for the most crucial goals

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.

Does not allow enough time for tasks which makes one feel overwhelmed and increases chances of errors

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

1

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

Does not consider how ordinary things can be improved and is afraid to go against the majority to implement changes

Does little to execute ideas and never bothers to seek advice on untested ideas

1

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

How well do you engage your audience while giving a talk?

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

[employee comments]
INSPIRING OTHERS:

What are some of the books you have read, places you have been or things you have done that have inspired you the most?

Give a good example of a time when there was a conflict in your team, but you were able to fix it. What had happened? What did you do?

[employee comments]
DEDICATION TO WORK:

Do you criticize the company or work hard to give it your level best?

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?

Do you give your work a personal touch that people can put know you did it?

[employee comments]
EMOTION MANAGEMENT:

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

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?

Can you describe a time when understanding your colleague's perspective helped you resolve an issue or accomplish a task?

[employee comments]
PRACTICAL THINKING:

What are some of the challenges that you have faced when thinking practically? How have you faced these challenges?

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]
GOAL AND OBJECTIVE SETTING:

Describe a time when your team failed to meet its goals due to an underperforming employee. How did you deal with the situation?

What new skills have you learned to improve your ability to set realistic goals? How has this helped you achieve your goals effectively?

[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]
ENTREPRENEURIAL THINKING:

Can you think of a situation where you became sidetracked from your venture? How did you correct the situation?

What have you learned from your past mistakes when executing business ideas?

[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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