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

A sous chef takes charge of the kitchen when the head chef is not around due to his/her position of assistant to the master chef and may fill-in for the line cook when required. He/she conducts the day-to-day running of the kitchen and acts as a bridge between the master chef and the line cooks.

Other duties include supervising line cooks, scheduling kitchen staff, accounting for inventory in the kitchen, continuous training of staff, organization and cleanliness, preparing meals, ensuring quality of the food prepared, ensuring the right quantity of ingredients is used, allocating labor in kitchen stations, maintenance of equipment, controlling the cost of food as well as ensuring there is proper hygiene and sanitation.

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

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.

Tells everyone what one is good at instead of letting one's actions speak for themselves

Does not encourage or support people who are facing challenges at work or offer solutions to the challenges they are facing

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.

Completes the tasks given to teams without getting concerned who gets the credit

Always willing to help his fellow workmates complete their projects on time

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.

Has frequent changing mods that are difficult to keep up with

Carries an unfortunate viewpoint that always causes the team to lose the bearing

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.

Presents problem analysis and recommended solution to other employees rather than just describing or identifying the problem itself

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

ATTENTION TO DETAIL: Attention to Detail is the capacity to achieve a thoroughness and accuracy when accomplishing a task.

Uses day planners, calendars, highlighters, project planning software, resource management software and any other program created to help one stay organized

Performs repetitious or routine tasks with attention and care and follows the required procedures to ensure all parts of the tasks are complete

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.

Does not keep promises; always guarantees that deadlines will be met but constantly misses them

Gossips and spreads unfounded rumors thus, cuts down team members rather than building them

1

FOLLOWING DIRECTIONS: Following Directions is the skill of carefully considering the given instructions and following them closely without fail.

Assumes one knows everything thus does not bother to seek clarification on things that are not clear before starting a task or project

Does not ask for help from the instructor or colleagues who have done the same tasks or projects

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

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

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.

Is reluctant to explain to employees the importance of producing quality work or problems that the company could face if employees continued producing low-quality work

Delegates tasks to team members without considering their skills, strengths, or weaknesses

1

Self Evaluation

Self Evaluation Question

Employee Comments

INSPIRING OTHERS:

What are some of the things you have done in the past to improve your ability to inspire others at work?

Is there a time when you have had difficulties getting a colleague to accept your advice? What was your approach?

[employee comments]
TEAM BUILDING:

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

Do you easily cooperate with others when asked to or do you follow your own ideas without submission?

[employee comments]
WORK ATTITUDE:

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

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

[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:

Describe a time when you received feedback on your performance, and you had to disagree with it. How did you handle the situation?

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

[employee comments]
ATTENTION TO DETAIL:

Do you prefer to work with the "details" or the "big picture" of a situation?

Are there times you have had difficult experiences working with details at work? How did you go about that?

[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]
FOLLOWING DIRECTIONS:

Which is one time you have made mistakes due to not following directions? Were the mistakes fixed? How did you do it?

Can you describe a time when you received complex instructions? How did you make sure you understood each and every detail?

[employee comments]
PRACTICAL THINKING:

Some situations require one to think in a practical manner while others require critical thinking. Can you give an example when you have used the two strategies to solve a problem at work?

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]
QUALITY OF WORK:

How do you make sure that projects instructions are clear to your team members?

Speed is important to complete work when one is under pressure. How do you make sure to work fast and maintain accuracy at the same time when working on a tight deadline?

[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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