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

A head sous chef manages the kitchen and ensures that it runs smoothly by taking charge of its operations under the leadership of the head chef. He/she is in charge of the kitchen staff and makes sure that the food is of high quality as well as taking charge when the head chef is away.

Other responsibilities include scheduling kitchen staff, making sure quality ingredients are used, ensuring cost standards of food are maintained, planning the menu, purchasing ingredients, taking charge of supplies, controlling the inventory, ensuring that safety standards are maintained in the kitchen and sanitation rules are observed, maintain communication with staff, discover and train kitchen talent and ensure kitchen equipment is functional.

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 handle pressure well enough and it is easy to tell the nervousness.

Engages the audience less and hence the talk does not yield the desired impact.

1

MOTIVATING OTHERS: Motivating is using persuasion, incentives and mental or physical stimulants to influence the way people think or behave individually or in groups.

Focuses primarily on own strengths in order to complete tasks or projects and feel more successful on the job

Sets career goals that match with those of the company in order to stay motivated during the workweek

2

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.

Takes the relationship with the employees too far making it difficult to separate working relationship from friendship

Fails to break down big projects into smaller, manageable ones thus leaves one's team feeling overwhelmed

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

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.

Suggests ways to prevent negative emotional effects and ways to address or minimize emotional issues when they occur

Considers taking a walk around the office or stepping out for fresh air in order to step away from an emotionally charged 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.

Treats co-workers with respect and fairness, preserves their self-confidence and dignity, and shows regard for their opinions

Chooses arguments and considers what is worth arguing about and what is not, and gives up any urge to punish or seek revenge

2

ENJOYMENT OF THE JOB: Enjoyment of the Job is the ability to enjoy what you do rather than enjoying what you earn from it.

Does not push oneself to take new tasks and projects or gain some extra skills

Often gets frustrated and depressed when a project does not turn out as expected or after making a mistake

1

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.

Does not have an insatiable hunger for what one is going for thus lacks the motivation to keep working

Often breaks promises; commits to a task but does not deliver due to lack of proper planning

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.

Falls into the trap of worrying too much about what others will say or think about one's ideas and lets that paralyze one from taking action

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

1

MANAGING DETAILS: Managing Details is the skill of paying close attention to details of every element of your job performance to ensure nothing is overlooked.

Keeps on checking the final product for mistakes thus slows down own productivity as well as that of the entire team

Allows oneself to be caught up in office gossip or chit-chat instead of concentrating on the assigned task and producing correct and quality work

1

Self Evaluation

Self Evaluation Question

Employee Comments

PUBLIC SPEAKING:

Give an instance you delivered a speech and how do you feel you performed

How well do you manage your nervousness and tension before you give a talk?

[employee comments]
MOTIVATING OTHERS:

What is one of the lowest points you have had at work? What did you do to remain motivated and accomplish your goals?

Is there a time when you have not accomplished a task due to lack of motivation? What led to your lack of motivation? How did you fix it?

[employee comments]
MANAGING AT TEAM:

Think about a time when you were given a management role. How did people respond to your management efforts?

Can you describe a time when you have taken a management role when you did not have the title of a manager? What happened?

[employee comments]
WORK ATTITUDE:

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

Are you always armed with the right attitude no matter the situation?

[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:

Can you think of a time when you said or did something that had a positive impact on a colleague or client? What was it?

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

[employee comments]
ENJOYMENT OF THE JOB:

Describe a time when you went beyond your employer's expectations in order to get the job done

Are there times when you have helped other employees love their jobs? How did you go about it?

[employee comments]
PERSONAL COMMITMENT:

Describe a time when you did not deliver your promise. What was the promise? How did you fix the situation?

When is the last time you took a project that demanded a lot of personal commitment? What did you do to remain committed to accomplishing it?

[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]
MANAGING DETAILS:

How do you manage distractions at work? Describe a time when a project or task you were working on faced a major distraction

How do you organize your tasks to know which one comes first and what follows next? What tools, if any, have you used?

[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: