COOK'S APPRAISAL

EMPLOYEE'S NAME: __________________________________________

REVIEW DATE: _________________

EMPLOYEE'S POSITION: ______________________________________

PERFORMANCE
PERIOD __60 DAYS __ANNUAL __OTHER(EXPLAIN)

RATING GUIDELINES PERFORMANCE LEVEL

SUPERIOR - Performance is exceptional and rarely achieved by others. 5

Consistently achieves results well in excess of prescribed standards.

COMMENDABLE - Performance exceeds the normal requirements 4

on a consistent basis. Frequently excels in one or more job aspects.

MEETS STANDARDS - Regularly meets standards prescribed 3

for the position. A solid overall performance.

MARGINAL - Performance does not meet basic standards prescribed 0-2

for the position. Improvement is required.

A "3" is considered a normal, average, good worker who meets standards.

Whatever your standards are, 70%-90% of your staff should be a "3".

THE WAY YOU INTERACT WITH FELLOW EMPLOYEES

STAFF RELATIONS
Consistently demonstrates Attentive, Courteous and Efficient service to other staff.
Anticipates fellow worker's needs and responds with alacrity to requests for help.
Creates a friendly environment.
TEAM PLAYER
Cooperates and works well with others. Helps other staff every day to get ready for service.
Is enthusiastic, portrays a positive demeanor and works toward Company goals.
Understands that it is everyone's job to do whatever it takes to get the day's work done.

FOLLOW-THROUGH
Sees tasks through to completion. Finishes work so that next shift is prepared.

THE WAY YOU INTERACT WITH CUSTOMERS

CUSTOMER RELATIONS
Consistently demonstrates Attentive, Courteous and Efficient service to customers.
Treat Customers with Consideration & Respect.

THE WAY YOU PRESENT YOURSELF

GROOMING STANDARDS
Practices and displays proper grooming, hygiene and personal care per Employee Manual.
Maintains hair and facial hair per standards.

UNIFORMS
Always wears the proper uniform. Uniform is always clean.

THE WAY YOU DO YOUR JOB

DEPENDABILITY
Can be counted upon to do what is expected and required.
Follows instructions and completes work on time with minimum supervision.
QUALITY OF WORK
Work performed according to Chef's standards and work requirements.
All job description specifications are met. Consistency in work. Recipes are followed.

QUANTITY OF WORK
Completes the expected amount of work in relation to standards.

JOB KNOWLEDGE
Has adequate knowledge of job functions. Takes time to learn new skills.
Demonstrates the level of skills required to perform job duties.

DECISION MAKING
Reacts thoughtfully and professionally in all situations. Takes action when appropriate and
demonstrates effective decisions based upon business needs.
Acts in an empowered way when opportunities arise.

ORGANIZATION SKILLS
Maintains cleanliness and order of work area at all times. Prioritizes projects.
Utilizes time productively to complete job tasks. Manages workload and meets deadlines.

INITIATIVE
Willingly takes additional responsibility. Anticipates the need for action and acts upon it.
Uses free time to help others, clean, or do other useful projects.

TEMPLOGS/FORMS
Accuratly completes Prep Sheet each day. Accuratly completes company forms as needed.
CLOSING
Properly closes station including cleaning, FIFO, Label & Dating, equipment maintanence.

STRESS MANAGEMENT
Able to manage temper, mental focus, and tasks under stress.

THE WAY YOU PREPARE FOOD

FOOD PREPARATION
Consistently meets standards for cooking foods per specifications.
Accurately prepares food per recipe standards.

FOOD HOLDING
All hot foods should be held at a temp of 145°, cold foods held at 35° - 40°.

FOOD PRODUCTION
Food is prepared according to business levels for next 1 1/2 days of service.
Station is well stocked for service, but not over stocked to the point of waste.
Manages food in station so as not to waste food.

FOOD PRESENTATION
Consistently meets standards for nice presentations per specifications.
Plate edges are clean, garnishes are correct.
FOOD STORAGE & ROTATION
All raw meats/poultry, eggs, and liquid eggs stored properly.
FIFO, creative use of Leftovers, Label & Dating.

ORDERING
Order enough product for 2 days of service

LINE PRODUCTION
Manages line well, prioritizes time, tickets and items.
Can manage the standard amount of business alone.
Is in control; can run the wheel and delegate flow/needs when someone comes on line to help.
 PERFORMANCE SUMMARY

RATING SCALE:
TOTAL POINTS______ 115-104 5 SUPERIOR 90%
103-86 4 COMMENDABLE 75%
RATING______ 85-58 3 MEETS STANDARDS 50%
57-0 0 MARGINAL

ACTION PLANS FOR DEVELOPMENT NEEDS

SKILLS TO BE DEVELOPED TIME FACTOR __________________

1)

2)

____YOU HAVE MY COMMITMENT TO THIS PLAN (employee initials)

EMPLOYEE'S COMMENTS

TEAM MEMBER SIGNATURE ___________________________________

MANAGER SIGNATURE __________________________________

 Cook's Appraisal Instructions for use

This is an easy form to modify to your specific needs and type of operation.

If you add or delete individual criteria you will need to change the value for scoring. Simply count the number
of questions you end up with and multiply by 5 (the highest points possible). Then, to set the grading at the
bottom of the sheet multiple the highest possible score by 90%, 75% and 50%.

The concept for the rating system of 1 - 5 is that a 5 is an employee who far surpasses others in this category. A
4 is someone who regularly surpassses others and the standards. A 3 is your average, good employee who
meets the service standards. A 3 is a good score in that it should represent the majority of your staff who do
their jobs according to the expected standard.

A score of 0 - 2 shows areas the employee needs to show improvement to meet the minimum standards. This
allows you to be very specific on improvements you expect from individuals. An employee who does not get
an average overall score of 3 or higher needs to be worked up or out through additional training and HR
specific documentation.

The "ACTION PLANS FOR DEVELOPMENT NEEDS" is the area to specify goals for improvement. For
staff scoring 0 - 3 this is the action plan which you submit to HR to evaluate the employee's continued
employment. It must include specific, verifiable goals and a specific deadline.

For your better team members, the "ACTION PLANS FOR DEVELOPMENT NEEDS" is used to plan
additional training opportunities, or to improve on specific criteria which the team member received a low
score.
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