Employee Performance Evaluation

Employee Performance Evaluation

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Hire Date
Evaluation Date

Instructions

Rate performance and provide specific examples to support your rating whenever possible. The following rating scale should be used for all sections:

5 (Outstanding): Performance, which is exceptional and is sustained at a level far beyond that of a fully proficient employee; extraordinary.

4 (Excels): Performance consistently better than that expected of a fully proficient employee.

3 (Proficient): Performance that meets the expectations of an employee in this position.

2 (Needs Improvement): Performance less than that of a fully proficient employee; improvement necessary.

1 (Unsatisfactory): Performance does not meet job requirements: immediate and substantial improvement is necessary.

0 (Not Applicable): Job factor considered not applicable to the position.

The following performance factors should reinforce the performance levels identified in Section 1. Check the appropriate rating and include comments as appropriate.

To what extent does employee demonstrate effective leadership with staff? Does employee make sound decisions?
Rating Scale (Check One)
Does employee maintain strong fiscal responsibility? Does employee meet sales, labor, and guest satisfaction goals?
Rating Scale (Check One)
To what extent does employee take care of their customers and are genuinely concerned about their customers’ experience in our restaurant?
Rating Scale (Check One)
To what extent can employee perform all elements of their primary job function? How well can employee perform other jobs in his/her department (cross-training)?
Rating Scale (Check One)
How much work is employee capable of handling? How well does employee anticipate workload? Does the employee complete tasks and commitments in a timely manner?
Rating Scale (Check One)
Is the employee actively involved in the development of staff? Does employee engage in self-development? Does employee contribute to new learning initiatives?
Rating Scale (Check One)
Does employee work and communicate well with others? Does employee demonstrate effective teamwork?
Rating Scale (Check One)
To what extent is employee willing to go outside of their job description duties and do what needs to be done.
Rating Scale (Check One)
To what extent does employee conduct him/her self in a positive, productive and professional manner with customers, fellow employees and management personnel?
Rating Scale (Check One)

Overall Appraisal Summary

Using the definitions for each performance level, check the box that best matches your appraisal of the employee’s overall performance.

Manager's Comments

Signatures

(Employee: Your signature certifies that you have had the opportunity to read and discuss this Appraisal with your manager. Your signature does not imply that you agree or disagree with this Appraisal.)
Clear Signature
Date
Clear Signature
Date
Please enable JavaScript in your browser to complete this form.
Hire Date
Evaluation Date

Instructions

Rate performance and provide specific examples to support your rating whenever possible. The following rating scale should be used for all sections:

5 (Outstanding): Performance, which is exceptional and is sustained at a level far beyond that of a fully proficient employee; extraordinary.

4 (Excels): Performance consistently better than that expected of a fully proficient employee.

3 (Proficient): Performance that meets the expectations of an employee in this position.

2 (Needs Improvement): Performance less than that of a fully proficient employee; improvement necessary.

1 (Unsatisfactory): Performance does not meet job requirements: immediate and substantial improvement is necessary.

0 (Not Applicable): Job factor considered not applicable to the position.

The following performance factors should reinforce the performance levels identified in Section 1. Check the appropriate rating and include comments as appropriate.

To what extent does employee demonstrate effective leadership with staff? Does employee make sound decisions?
Rating Scale (Check One)
Does employee maintain strong fiscal responsibility? Does employee meet sales, labor, and guest satisfaction goals?
Rating Scale (Check One)
To what extent does employee take care of their customers and are genuinely concerned about their customers’ experience in our restaurant?
Rating Scale (Check One)
To what extent can employee perform all elements of their primary job function? How well can employee perform other jobs in his/her department (cross-training)?
Rating Scale (Check One)
How much work is employee capable of handling? How well does employee anticipate workload? Does the employee complete tasks and commitments in a timely manner?
Rating Scale (Check One)
Is the employee actively involved in the development of staff? Does employee engage in self-development? Does employee contribute to new learning initiatives?
Rating Scale (Check One)
Does employee work and communicate well with others? Does employee demonstrate effective teamwork?
Rating Scale (Check One)
To what extent is employee willing to go outside of their job description duties and do what needs to be done.
Rating Scale (Check One)
To what extent does employee conduct him/her self in a positive, productive and professional manner with customers, fellow employees and management personnel?
Rating Scale (Check One)

Overall Appraisal Summary

Using the definitions for each performance level, check the box that best matches your appraisal of the employee’s overall performance.

Manager's Comments

Signatures

(Employee: Your signature certifies that you have had the opportunity to read and discuss this Appraisal with your manager. Your signature does not imply that you agree or disagree with this Appraisal.)
Clear Signature
Date
Clear Signature
Date