Restaurant Employee Performance Evaluation Form

Please fill out this form thoughtfully and comprehensively. The information provided will aid in assessing your performance over the current evaluation period and help in planning future professional development. Ensure all sections are completed accurately. Once finished, click the 'Submit' button at the bottom of the form.

Employee Information

Please provide the following details to help us identify and evaluate your performance.

Employee Name	Position	ID Number	Department	Date of Joining

Evaluation Period

Indicate the start and end dates of the period being evaluated, as well as the details of the evaluator.

Start Date	End Date	Evaluator Name	Evaluator Position	Date of Evaluation

Performance Goals and Objectives

This section evaluates how well you have met your set objectives during the evaluation period. Provide details on each goal, its target, and your achievement status.

Objective	Target	Achievement	Comments	Status (On Track/Needs Improvement/Exceeded)

Job Responsibilities and Duties

Detail your primary job responsibilities and how frequently they are performed. Your supervisor will review your performance level and suggest improvements if needed.

Main Duty	Frequency (e.g., daily, weekly)	Performance Level	Supervisor's Review	Improvements Needed

Key Performance Indicators (KPIs)

List your key performance indicators, the measurements used, the results achieved, and the goals. Provide any additional comments if necessary.

KPI	Measurement	Result	Goal	Comments

Self-Assessment

Reflect on your strengths, weaknesses, accomplishments, and areas where you need development. Add any additional comments to support your self-assessment.

Strengths	Weaknesses	Accomplishments	Development Needs	Additional Comments

Manager's Assessment

Your manager will provide a comprehensive assessment of your performance, including a performance summary, feedback, and a rating on a scale of 1-10. The following scale should be used to evaluate various aspects of your performance:

1. Outstanding (10)

   • Performance far exceeds all job requirements and expectations.

   • Consistently delivers exceptional quality of work.

   • Demonstrates leadership and initiative beyond the job description.

2. Excellent (9)

   • Performance exceeds job requirements and expectations in most areas.

   • Frequently delivers high-quality work.

   • Shows strong initiative and problem-solving abilities.

3. Very Good (8)

   • Performance meets and often exceeds job requirements and expectations.

   • Regularly delivers high-quality work.

   • Exhibits initiative and effective problem-solving skills.

4. Good (7)

   • Performance meets all job requirements and expectations.

   • Consistently delivers satisfactory work.

   • Occasionally demonstrates initiative and problem-solving skills.

5. Above Average (6)

   • Performance meets most job requirements and expectations.

   • Generally delivers satisfactory work.

   • Shows some initiative and problem-solving abilities.

6. Average (5)

   • Performance meets basic job requirements and expectations.

   • Delivers acceptable quality of work.

   • Rarely shows initiative or problem-solving skills.

7. Below Average (4)

   • Performance meets some job requirements but falls short in others.

   • Work quality is inconsistent and occasionally unsatisfactory.

   • Lacks initiative and problem-solving abilities.

8. Needs Improvement (3)

   • Performance meets few job requirements and expectations.

   • Frequently delivers unsatisfactory work.

   • Rarely, if ever, shows initiative or problem-solving skills.

9. Unsatisfactory (2)

   • Performance consistently falls below job requirements and expectations.

   • Work quality is poor and unacceptable.

   • Shows no initiative or problem-solving abilities.

10. Unacceptable (1)

    • Performance is far below job requirements and expectations.

    • Work quality is consistently poor and detrimental to the team.

    • Demonstrates a lack of effort and negative behavior.

Performance Summary	Feedback	Rating (1-10)	Recommendations	Next Steps

Training and Development Needs

Identify any skill gaps and suggest training programs to address them. Indicate the priority level and the expected outcomes from the training.

Identified Skill Gaps	Training Suggested	Priority (High/Medium/Low)	Expected Outcome	Planned Action

Overall Performance Rating

Your overall performance will be rated, justified with comments, and include feedback from peers and customers, as well as your own comments.

Overall Rating	Justification

Comments and Feedback

Comments from Peers	Feedback from Customers	Self-Comments	Additional Notes

Signature and Date

Employee Signature	Date	Manager Signature	Date

Thank you for completing the Restaurant Employee Performance Evaluation Form. Your feedback and input are valuable for your continuous professional development.

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