Evaluations

Manager Name*
First Last
Date of Evaluation*
Date Format: MM slash DD slash YYYY
Employee Name*
First Last
Location*
PERSONAL TRAITS
(Scoring: 0=Did Not Meet, 1=Met Some Not All, 2=Met, 3=Met and Sometimes Exceeds, 4=Exceeds)
KNOWLEDGE*
The blending of job-related education, skills and experience.
- 0-Severely lacking in knowledge.
- 1-Noticeable deficiency in job knowledge.
- 2-Understands job routine. Additional knowledge still required.
- 3-Completely understands all aspects of the job.
- 4-Understands why all job functions are performed and interrelationship with other jobs. An expert.
Knowledge - The blending of job-related education, skills and experience. How well does the team member know the skill they are assigned to do.
Some examples:
Food server - Approaching tables, up selling, and side work.
Greeters - Acknowledging guest, rotation of seating, and phone procedures.
Bus - Cleaning tables, side work, and addressing guest.
Bartenders - Preparing drinks recipes, communicating  with guest and side work.
Dishouts - Fry cooks - Plate presentation, inventory,  and side work
Dishwasher - How to clean dish machine, location of utensils, and side work.
Management - The ability to motivate, teach, and delegate to staff members.
QUANTITY*
Level of satisfactory output generated per unit of time.
- 0-Below acceptable standard.
- 1-Barely acceptable standard. Slow worker.
- 2-Satisfactory. Meets expectations of average.
- 3-Exceeds the standard. Fast worker.
- 4-Exceptional producer. Generates maximum standard.
Quantity - Level of satisfactory output generated per unit of time.
Does staff member complete task assigned in reasonable amount of time?
ACCURACY*
Absence of errors.
- 0-Constantly commits errors.
- 1-Error level too high. Needs improvement.
- 2-Makes average number of mistakes.
- 3-Very accurate. Commits very few errors.
- 4-Extremely accurate. Rarely commits an error.
Accuracy - Absence of errors.
When staff member performs task, is it done right the first time, or do you have to continually have the staff member redo a task. Do you have to assign the task to another staff member to complete the task?
JUDGMENT*
Capacity to make reasonable decisions.
- 0-Frequently makes irrational decisions. Poor judgment.
- 1-Too often selects wrong alternative.
- 2-Usually exercises sound judgment.
- 3-Above average reasoning ability. Seldom errors in judgment.
- 4-Sustains high level of sound judgment.
Judgment - Capacity to make reasonable decisions.
When the staff member is faced with a choice, does staff member generally make the right decision?
INNOVATION*
Imagination and creativity used to lower costs and improve profits.
- 0-Never offers a new procedure or new idea.
- 1-Rarely suggests new ideas.
- 2-Average number of suggestions for improving methods and procedures.
- 3-Often suggests beneficial changes and profit/cost improvements.
- 4-Very innovative. Constantly offers imaginative suggestions for improving operations.
Innovation - Imagination and creativity used to lower cost and improve profits.
Does staff member offer ideas to help improve operations?
APPEARANCE & HABITS*
Personal habits, clothing and grooming (evaluation should consider the nature of the job).
- 0-Frequently offensive
- 1-Occasionally sloppy appearance or display of offensive habits.
- 2-Usually properly dressed and groomed. Poor personal appearance
- 3-Rarely exhibits poor appearance or offensive habit.
- 4-Always properly dressed for the job. Personal habits are never offensive or in poor taste.
Appearance & Habits - Personal habits, clothing and grooming.
Staff member is in proper uniform including nametag where appropriate. General appearance (good hygiene). Hair cut appropriately or pulled back and/or capped or covered
ORDERLINESS*
Organization of the individual’s work and work area.
- 0-Usually disorderly and chaotic.
- 1-Frequently disorganized or work area in disarray.
- 2-Work sufficiently organized to efficiently perform the job.
- 3-Highly organized and efficient worker. Few instances of poor performance from lack of order.
- 4-Exceptionally precise in organization work. Has immediate access to anything needed extremely efficient.
Orderliness - Organization of the individual’s work and work area.
Review for starting shift, how well areas are maintained during rush. Servers to include apron, organization and server area. Tender to include bar area. Dishout to include line area. Managers to include organization of team members and department
COURTESY*
Respect for feelings of others. Politeness on the job.
- 0-Frequently rude. Causes noticeable discomfort to others.
- 1-Occasionally impolite to coworkers or others.
- 2-Observes common courtesies, does not offend.
- 3-Very conscientious of others’ feelings and rights. Always polite.
- 4-Extremely courteous, well mannered and polite. Always considers the comfort and ease of others.
Courtesy - Respect to staff, and customers
Staff member shows common courtesy to guests and co-workers.
Greeters and servers approach guests with a friendly smile and politeness. Requests of co-workers should include please and thank you.
COOPERATION*
Willingness to help others accomplish their objectives.
- 0-Usually uncooperative. A “roadblock” to coworkers, customers, or suppliers.
- 1-Uncooperative when faced with reasonable requests for assistance.
- 2-Generally a cooperative person on the job.
- 3-Very cooperative. Often offers assistance. Can usually be counted on to help.
- 4-Extremely cooperative. Constantly offers aid and always available to help others.
Cooperation - Willingness to help others accomplish their objectives.
Does staff member readily offer aid and assist others to achieve their objective? Team player!
INITIATIVE*
Voluntarily starting projects. Attempting non-routine jobs and tasks.
- 0-Shows little initiative. Never volunteers. Sticks closely to job routine.
- 1-Shows some initiative. Should do more without having to be told.
- 2-Does not shirk. Voluntarily attempts to solve non-routine job problems as they occur.
- 3-Above Average. A self-motivator. Will generally volunteer.
- 4-Places highest priority on getting things done. Constantly accepts difficult or unpleasant jobs to achieve goals.
Initiative - Voluntarily starting projects. Attempting non-routine jobs and tasks.
Is staff member ready and willing to accept difficult or different jobs to achieve goals or solve problems?
RELIABILITY*
Dependability and trustworthiness.
- 0-Not reliable. Often fails to deliver a complete job.
- 1-Occasionally leaves routine tasks incomplete.
- 2-Can be relied on to complete all aspects of job.
- 3-Completes work with little supervision. Will complete occasional special projects.
- 4-Extremely dependable and trustworthy. Accepts all assignments. Always performs as expected.
Reliability - Dependability and trustworthiness.
Does staff member complete expected tasks with little or no supervision. Can staff member be counted on to pick up extra tasks to assist in achieving overall objectives?
PERSEVERANCE*
Steadfast pursuit of job objectives when faced with unexpected obstacles.
- 0-Frequently quits when faced with unexpected obstacles.
- 1-Is sometimes deterred by obstacles, which should be overcome.
- 2-Is not stopped by most obstacles; works through them.
- 3-Displays sufficient drive to overcome usually difficult obstacles.
- 4-Always display extreme determination. Will rarely quit until objective is reached.
Perseverance - Steadfast pursuit of job objectives when faced with unexpected obstacles.
Does staff member possess self-motivation, drive and determination to acceptably achieve objectives regardless of difficult or unforeseen obstacles?
STABILITY*
Even temperament. Acceptance of unavoidable tension and pressure.
- 0-Volatile, inconsistent personality. Disrupts work environment.
- 1-Occasional display of temper or emotion sufficient to disrupt others and hinder own performance.
- 2-Even tempered. Absorbs routine pressures of job.
- 3-Can tolerate usual pressure and tension without hindering performance.
- 4-Perform consistently and efficiently under extreme pressure. Never visibly falters.
Stability - Even temperament. Acceptance of unavoidable tension and pressure.
When confronted with unavoidable tension and pressure, does staff member maintain positive attitude and continue to efficiently perform tasks?
ATTENDANCE*
- 0-Frequent unexcused lateness or absence from work. Poor attendance record.
- 1-Absences or lateness below standards.
- 2-Satisfactory attendance record.
- 3-Rarely late or absent.
- 4-Almost never late or absent. Always accepts overtime work, if offered.
Attendance<br>
Does staff member consistently and punctually arrive for their shift? Does staff member accept overtime when offered?
ALERTNESS*
Ability to quickly understand new information and situations.
- 0-Very slow to grasp ideas and events.
- 1-Usually needs extra instruction.
- 2-Understands most new ideas and developments without excessive explanation.
- 3-Fast learner. Grasps new information quickly.
- 4-Extremely bright. Analyzes and understands with minimum of instruction.
Alertness - Ability to quickly understand new information and situation.
Is staff member able to quickly comprehend new ideas, developments and directions without continuous instruction?
Score:
Exceeded Commitment – Move Up Two Wage Levels
Met and Sometimes Exceeded Commitments – Move to Next Wage Level
Met Commitment
Met Some But Not All Commitments
Did Not Meet Commitment
Comment on principal strengths:
Comment on principal weaknesses and suggestions for improvement:
Suggested Goal #1:
Suggested Goal #2:
Suggested Goal #3: