Filling out performance evaluations is not what I was born and raised to do. Paperwork at times seems contradictory to my calling of excellent shift runner. So here is what I have learned over the years about this particular performance evaluation process. Maybe it will help you too.
Please fill out all blanks on evaluation form.
***Spell your name correctly***
***Spell your Bosses name correctly***
Rating Scale:
EP- Exceptional Performance
OE- Occasionally Exceeds Expectations
UP- Unacceptable Performance
The Rating Scale must be understood or you will misrepresent yourself on categories. So we will go through them one by one.
The Standard
ME- Meets Expectations. This means you do your job. If your Job is to run the Kitchen and your food cost is good, that is your job. Even if everyone in your districts Food Cost is a point off of yours then it is still your job to run good food cost. If you rolled out a new menu on time then that is your job. Meets Expectation is the definition of doing your job well.
The Positives
OE- Occasionally Exceeds Expectations. This can describe your performance in certain circumstances but is more of "not only do you do your job but you teach and train others to do your job." If you impart your knowledge into the lives of other managers either direct reports or equals then you show growth and development. If your write one hell of a FOH Schedule but never teach it to someone else it will not be OE it will only be ME. Conversely, if you try to teach everyone your method but your schedule never has enough people on it or you just aren't very good at retaining associates it will not be OE and may not be ME. You will need success and teaching to get this qualification.
EP-Exceptional Performance. This is very hard to achieve. This describes a performance that is recognized by people outside of your store. Think of this as "someone calls YOU for information about this area or help in this area" If you create the line check for Apple Texas that could be considered EP. If you are a part of Company Food Roll out meetings that could be considered EP. If your home store achieves results in your area and you spread your knowledge in a global manner than consider it EP. If not do not use this category.
The Negatives
OM-Occasionally Misses Expectation. In a restaurant we all have our responsibilities and duties that are specific to our position or have been given to us in a responsibility list by our Upper Management. If you do not do these responsibilities 100% of the time than you Occasionally Miss. For Example, If your are a BOH manager and you passed the Food Safety part of your AOA but have failed a health inspection than that would be OM. If you are a FOH and you are responsible for FOH schedule and you fail to have it up before Friday every other week that could be OM. If you only write in manager log every 5th day than you could get an OM in Communication.
UP- Unacceptable Performance. This is probably used with about the same frequency as EP. If your performance is at this level than this will be no surprise to you on evaluation day. If you are on an action plan I would expect nothing more in your area of offense than a UP. If you have been demoted or moved because of an infraction than a UP is probably in order. For example, you have had a few calls about you to the SPEAK UP line than you may receive a UP in Building Teamwork & Employee Connection.
The Performance Portion has already been figured based on the results of your restaurants performance from January through September. An excel spread sheet has all information needed to complete the 1st portion of Evaluation. Please remember that Sales and Controllable Income are compared to budget not comp sales/profit numbers. Also NPS through September for Apple Texas is 61.0%
I will go through some individual competencies to give examples of how to approach each of them.
Individual Competencies
Planning, Organizing & Results Orientated: This is the most missed competency among Restaurant Mangers in general but specifically has been for the past few years in Apple Texas. Read Description carefully and ask yourself how you are at setting goals and action plans to achieve goals. Then ask yourself how many of those goals were actually achieved. Rate yourself accordingly.
Self Management: Can you come to work on time? Do you dress appropriately? Does your boss have to stay on top of you to get you to be productive? Can you mange yourself?
Decision Making/Problem Solving: Do you spend in accordance with your stores budget only? Do you seek the knowledge before making decisions? Do you make hasty decisions in heated moments? Do you get GSR's on your shift for manager ineffectiveness?
Communication: Manager Log? PowerShifts? Are you a positive communicator in Busy times? Do you treat Superiors and Associates with mutual respect? Do you have frequent miscommunication with vendors or guests?
This example section should help give you a guideline of how to attack each section.
I recommend that you write something to back up each Rating with at least a full sentence in box provided. Please write something in every box.
After Rating each competency place at least 2 (no more than 3) of your highest rated Competencies into the Strengths box directly under the Performance Matrix Boxes. Then take at least the 2 (no more than 3) lowest rated and place them in the box for Opportunities.
Then the last box left is the Overall Performance Box.
This is often an interesting read. I recommend that you treat this box as your voice and final summation. In a professional manner express how your year has been as if you were speaking directly to the Director of Operations of Apple Texas. Because you are. Again, please be professional.
I hope this helps you complete your employee portion of the Apple Texas Performance Evaluation. Self Reflection is not usually the strength of most people. Please relate your rating to performance numbers and or specific accomplishments whenever possible. Numbers and specific actions are easier to rate and be congruent with your evaluator as well.
I again caution against using this opportunity as a sounding board to express frustration or dissatisfaction.
Have a fun time and remember to get these back to your GM by the 28th. I recommend sending them to his home email box, not the work one.
Have a great eval process!!
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