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

A head chef manages all the affairs of a kitchen including creating the menu, managing the staff in the kitchen and ordering supplies just like an executive chef. However, he/she is usually under someone else who makes higher decisions such as those relating to staff management and the direction of the menu especially if there are multiple restaurants.

Other responsibilities include being in charge of the process of preparing food, ensuring that the servings are of high quality, approving dishes before they get to the customer, supervising subordinates, maintaining payroll and attendance records, hiring and training kitchen staff, complying with sanitation regulations as well as order for the required ingredients and equipment.

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

DECISION MAKING: Decision Making is the art of making choices by identifying a decision, gathering information and assessing alternative resolutions before settling on one.

Relies on past experiences and expected results and is unwilling to take the initiative, gather additional input or confirm assumptions

Lacks the knowledge to understand when something that worked in the past will not work in the current situation or in the future

1

TEAM BUILDING: Team Building represents various types of activities used to enhance social relations and define roles within the different teams at the workplace.

Contributes to the success of the team on a regular basis

Great at working and understanding the team dynamics that are beneficial to the business

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 looks frightening making the team fear and withhold their opinions

Always the bridge of conflicts among the coworkers fueling conflict on one side

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.

Finds it hard to share a problem with friends for fear of being criticized

Considers attending workshops or training on emotion control as a waste of precious time

1

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

Makes eye-contact, pays attention to nonverbal clues such as tone of the voice, facial expressions, and posture when having a conversation with a colleague

2

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

Compares a person's baseline reading with a later behavior in order to get a clue on what they might want to hide or how they express their true feelings

Frequently checks in on employees in their own offices or departments at an unscheduled time

2

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.

Sets goals but does not keep track of the progress or celebrate the smaller goals one has achieved

Does not have the courage to accomplish a task; often panics when facing a challenging situation

1

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.

Analyzes small things until they become bigger and scarier leading to a negative view of those things

Evaluates a situation based on assumptions from other people instead of investigating things for oneself

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.

Criticizes team members who fail to achieve their goals instead of working closely with them and trying to find out where the problem is

Describes own goals and objectives in a negative way thus feels demotivated and lacks morale to accomplish them

1

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

Rarely follows up with existing customers, prospects, and business alliances

Lacks determination and does not set clear goals when executing ideas

1

Self Evaluation

Self Evaluation Question

Employee Comments

DECISION MAKING:

Can you describe a time when you have had to postpone a project because you did not have the right information to come to a good decision?

How do you involve your bosses and other employees when making an important decision?

[employee comments]
TEAM BUILDING:

Should you take a more active role and contribute more to your future teamwork?

Do you offer good group work and successful management equally to everyone or do you show favoritism?

[employee comments]
WORK ATTITUDE:

Do you a right attitude to handle all types of customers, colleagues, and management?

Are you emotionally stable or do you flare up in uncontrollable anger?

[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:

What is one thing that makes you frustrated or angry at work and what do you do when that happens?

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

[employee comments]
MONITORING OTHERS:

Is there a time when you felt your monitoring system is not giving you what you expected? What did you do?

Do you prefer to work in a company where employees are constantly monitored or one where they are not? Why?

[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?

What is one thing you have done in the past that has demonstrated your willingness to work hard?

[employee comments]
PRACTICAL THINKING:

Describe a situation that required you to think practically at work. What steps did you take to accomplish this?

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:

Suppose your goal is to run your own company in the next two years. How will you go about accomplishing this goal?

Describe some of the factors that you consider when setting your goals and objectives. How have these contributed to your success in the goal setting process?

[employee comments]
ENTREPRENEURIAL THINKING:

What are your doing to improve your money management skills?

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: