Model of performance appraisal scheme for catering staff

Employees need to conduct performance appraisal every once in a while, and performance determines employees' salary. The following is a demonstration scheme for performance appraisal of catering staff compiled by me for your reference only. Welcome to reading.

Model of performance appraisal scheme for catering staff (1) In order to improve the management level of the hotel, fully mobilize the enthusiasm and initiative of catering staff, and continuously improve the service quality of employees and the overall performance level of enterprises, these measures are formulated in combination with the actual situation of the hotel.

I. Wage structure

Salary of employees in the food and beverage department = basic salary+statutory holiday salary+performance salary.

Second, the basic salary

The basic salary of employees in the Food and Beverage Department is 200 yuan every month.

Third, statutory holiday wages.

Legal holiday salary = legal holiday days of the month ×50 yuan/day, and the insufficient part is made up by performance salary.

Fourth, performance pay.

1, performance pay is assessed on a monthly basis, and the performance pay of employees is closely linked to the catering income of the month and the work completion of the department.

Performance pay = performance pay base × performance pay coefficient × performance appraisal score

2. Performance pay base

The monthly performance salary base of the foreman of the catering department is X yuan/month, the monthly performance salary base of interns is X yuan/month, and the monthly performance salary base of other waiters is X yuan/month.

3. Performance wage coefficient

According to the total catering revenue of the month (excluding the consumption amount of banquets, Zhang Jinhai and Liu Song), the hotel divides the performance grades of catering staff into five grades: A, B, C, D and E, and the corresponding performance wage coefficient is as follows:

4, performance appraisal score

According to the assessment of the work of the food and beverage department, the hotel gives the score of the month at the end of each month, with a total score of 1, which can be rewarded as appropriate.

Five, this approach since 20xx 1 month 30th.

Model of performance appraisal scheme for catering staff (II) In order to strengthen catering management, maintain a polite, warm, thoughtful and efficient service environment for guests, improve the quality of restaurant dishes, strive to reduce costs and ensure management norms, these detailed rules are formulated in accordance with the Measures for Performance Appraisal of Hotel Catering Department.

1, customer satisfaction (10 score)

Standard:

(1), the satisfaction of the customer satisfaction survey in that month reached over 95%.

② The number of customer complaints in the current month cannot exceed 1 time;

(3) Customer complaint resolution rate in the current month.

Evaluation basis:

① Statistical results of customer satisfaction questionnaire;

② Customer complaint statistics.

Scoring: ① 5 points will be deducted if the customer satisfaction survey is not up to standard; (2), customer complaints a deduction of 5 points; (3) The monthly customer complaint resolution rate shall not be less than 100%, and 2 points will be deducted for each reduction of 1%.

2. Product quality (10 score)

Standard:

(1) Check the quality of food ingredients according to customer's standards. Stored vegetables are fresh, non-decaying, non-yellowing, meat and fresh ingredients have no peculiar smell or deterioration, storage and inventory are reasonable, and meals meet food standards;

(2) Ensure the quality of kitchen products and the quantitative standards of dishes;

(3) Ensure the production speed according to the requirements of the front desk and guests; , carefully analyze the needs of the guests, and bring forth the new in the dishes;

(4), guest complaints.

Evaluation basis:

(1), whether there are complaints about food quality;

(2) Records of complaints about product speed from guests and front office;

(3) On-site inspection.

Scoring: ① If a guest complains about the quality of food, and the food is found to be defective through on-site inspection, 5 points will be deducted if the food is returned once; (2) The guest and the front office complain that the serving speed will be deducted by 5 points at a time; (3), stored meals, food materials deterioration, inventory is too large, a deduction of 2 points; (4) Actively innovate dishes, and launch at least two new products every month. Innovative varieties win customers' praise. For the top three dishes with monthly turnover, add 5 points. If no new products are promoted, deduct 1 point at a time.

3, safety and health and equipment in good condition (30 points)

Standard:

(1), shops and kitchens are reasonably furnished, and there is no sanitary corner;

(2) On-site cleaning and hygiene standards: sanitary wares are free from stains and damage, halls, storerooms, tables and chairs, curtains and tablecloths are free from dust and stains, the ground is free from garbage, walls and ceilings are free from cobwebs, and halls, bathrooms and kitchens are free from "four pests";

(3), the operation conforms to the specification, do a good job of safety prevention, after the business, must timely check and close the fire safety valves such as stoves, no fire, theft, food poisoning and work-related injuries.

(4), catering facilities and equipment in good condition, the total number is consistent with the number of ledger, and can ensure the normal operation.

Evaluation basis: on-site evaluation

Scoring:

(1), the furnishings in the store and kitchen are chaotic and unreasonable, and 2 points will be deducted if there is a dead corner in hygiene;

(2) If the hygiene is not up to standard within three points, 2 points will be deducted; if it is not up to standard for more than three points, 1 point will be deducted 10;

(3), did not close the stove safety valve a deduction of 2 points; In case of fire, theft, food poisoning or employee injury, all points in this item will be deducted at one time, and administrative punishment will be given according to the seriousness of the case;

(4) If the quantity is inconsistent, 5 points will be deducted for each lack of 1 equipment, in addition to normal losses, and economic compensation will be borne according to regulations; Fire fighting equipment and facilities are in good condition, with the same quantity, and can operate normally. If the equipment and facilities are damaged or can't operate normally, the maintenance shall be notified within 24 hours. Fail to repair or not timely repair, a deduction of 2 points. 5 points will be deducted for those who fail to report for repair during the re-inspection, with a maximum deduction of 10, unless they have reported for repair but have not been repaired.

4, department coordination (5 points)

Standard:

(1), actively participate in company staff training and meetings;

(2) The employee's scheduling and vacation arrangements meet the company's business needs;

(3) The kitchen and the front office work in harmony, and there is no complaint between departments and employees.

Evaluation basis:

(1), employee training records;

(2), employee scheduling records;

③ Coordination between dining room and front office.

Scoring:

(1), 2 points will be deducted for failing to participate in employee training and meeting;

(2) 2 points will be deducted if employees' vacations affect the restaurant business;

(3) If the work of the restaurant and the front office is uncoordinated, 2 points will be deducted for minor complaints, and 10 point will be deducted once for serious complaints from internal employees.

5, organizational discipline (5 points)

Standard:

(1), attendance on time, not late, leave early, absenteeism.

② Leave and vacation shall not exceed the company's regulations;

(3) can strictly abide by the company's rules and regulations and national policies and regulations.

Evaluation basis:

① The attendance of personnel shall prevail;

2. Vacation and vacation records;

Scoring:

① Deduct 1 minute every time you are late or leave early;

(2) Deduct 3 points every time you leave early, and deduct all the absenteeism at a time;

(3) Ask for leave, and 2 points will be deducted for one day's leave exceeding the company's regulations.

6, service specification (20 points)

Standard:

(1), work clothes badge must be worn when taking up the post, and gfd conforms to the company's employee manual.

(2), the service must smile.

(3), to take the initiative to greet guests, when communicating with guests, you must use polite language, language in line with service standards.

Evaluation basis: on-site inspection

Scoring:

(1), failure to wear work clothes badge as required, and gfd will be deducted 5 points at a time.

(2) If you don't smile, 2 points will be deducted at a time.

(3), did not take the initiative to say hello or found that the language of communication with guests does not meet the service standards, a deduction of 2 points.

7, cost control (20 points)

Standard: the gross profit margin should be controlled above 50%.

Evaluation basis: financial statements

Scoring:

(1) If it is less than 50%, 2 points will be deducted for each low 1 percentage point, and each high 1 percentage point will be added to the gross profit margin. The maximum bonus will not exceed 5 points.

(2) below 45%, this item does not score.

Model of performance appraisal scheme for catering staff (3) In order to ensure the realization of the overall goal of the restaurant, establish an effective supervision and incentive mechanism, and strengthen the management between superiors and subordinates and the cooperation between employees. Share the appraisal scheme of restaurant employees' performance, and welcome your reference!

I. Regulations on Performance Appraisal

1) The performance bonus above the supervisor level (including the supervisor level, excluding the store manager) is mainly reflected in the floating salary of the monthly performance appraisal, which is executed in the form of a penalty sheet and an evaluation form; The first file (excellent file) score is 90 points; The second gear (good gear) scored 75 points; Grade three (pass) score 60 points.

2) The performance bonus below the supervisor level (excluding the supervisor level) is mainly reflected in the floating salary of the monthly performance appraisal, which is executed in the form of a penalty sheet; The first file (excellent file) score is 90 points; The second gear (good gear) scored 75 points; Grade three (pass) score 60 points.

3) Cumulative performance appraisal 65438+February is an annual cycle, and the appraisal cycle is a whole month from 1 to the last day of the month. Each branch shall summarize the penalty sheet one by one before every Monday and Tuesday 1 and report it to the administrative personnel department for statistics.

4) At the beginning of the second month, the Administration and Personnel Department shall summarize the assessment results of various departments and branches and report them to the Finance Department.

5) The performance appraisal score of the leader class or above (including the leader class) 100%, and the deduction will be summarized at the end of the month; The specific payment amount of performance bonus is summarized according to the remaining score of monthly performance appraisal results, reaching the corresponding gear score and receiving the corresponding performance bonus; Cancel the monthly performance bonus that is not up to standard; If the monthly performance appraisal score is negative, the negative score shall be deducted from the fixed salary according to the standard of 5 yuan 1.

6) The performance appraisal of grass-roots employees is based on the first file of performance bonus, and it is in the form of reverse deduction; The remaining scores at the end of the month are performance bonuses; If the performance score at the end of the month is negative, the negative score shall be deducted according to the standard of 0 yuan 65438+ 1.

7) The contents of the store manager's performance appraisal form include: job responsibilities, qualified rate of team building and management, and completion rate of business indicators.

8) The contents of the supervisor's performance appraisal form include: job responsibilities, implementation of standardized workflow, customer complaints and comprehensive performance.

9) The contents of the team leader's performance appraisal form include: job responsibilities, implementation of standardized workflow, customer complaints and comprehensive performance.

10) The performance appraisal form for grass-roots employees includes job responsibilities, implementation of standardized workflow, customer complaints and comprehensive performance.

Second, the reward and punishment procedures and authority

65438+

2. Reward and punishment process of administrative inspection: the inspection department issues the general list of rewards and punishments to the store manager-the store manager signs the general list for confirmation-the store manager issues the list of rewards and punishments according to the general list-implementation-weekly summary and classification report to the administrative personnel department for review and filing.

3, rewards and punishment authority:

1) Managers of companies and branches that have the right to cancel employee performance bonuses: general manager and manager of administrative personnel department.

2) The highest reward and punishment authority of the company and its branches 100 points/person's managers: general manager and manager of administrative personnel department;

3) Managers with the highest reward and punishment authority of each department of the company 100/person: financial manager, purchasing minister and marketing manager;

4) Branch managers who have the right to cancel employee performance bonuses: store managers of each branch.

5) 100 points/person's branch maximum reward and punishment authority manager: store manager of each branch.

6) Managers with a branch reward and punishment authority of 30 points/person: chefs in each branch (trainee chefs) and front office managers (trainee front office managers).

7) Managers with reward and punishment authority of 20 points per person in each branch: leaders of each branch (trainee leaders).

note:

1) Managers at all levels shall exercise their functions and powers in strict accordance with these regulations; If you exceed your authority, you can apply to your immediate superior for execution;

2) If the manager of each department of the company is vacant, the general manager shall designate the manager at the next level of the department to temporarily exercise this power; Managers at all levels of trainee positions can directly exercise this right.

3) The exercise of reward and punishment authority between managers at the same level must be signed and confirmed by the manager directly under the superior; Except for the manager of the administrative personnel department.

4) Managers shall not evade the exercise of power in the form of cumulative rewards and punishments.

Third, the detailed rules of the reward system

(1) In the implementation of the rules and regulations of the Head Office, in any of the following circumstances, 2 1-50 points will be awarded in the current month:

1) has achieved fruitful results, and the economic benefits of branch management are particularly outstanding;

2) The economic benefits of the branch have remained stable for a long time and have a certain growth rate;

3) Overcome serious or special difficulties, and make the branch maintain good economic benefits.

4) The management level of the branch is high, which has promotional value and good economic benefits;

5) The proposed marketing plan has universal and obvious practical effects on all branches in the company system and has been adopted;

(six) put forward reasonable suggestions on the management, operation and development of the company and be adopted;

7) Actively committed to the development of new products, whose creation and invention have a significant impact on the development of the company;

8) The branch under its leadership was awarded the honorary title by the local government or functional departments;

9) Other specific circumstances;

(2) Employees of each branch company who meet one of the following conditions will be awarded 2-20 points in the current month:

1) Administrative inspection has been praised many times;

2) customers give oral, written and telephone praise;

3) Under the guidance of the store manager, the qualified rate of monthly performance appraisal of all employees in the branch reaches over 98%;

4) Studied hard in business, made innovations and reforms in improving business technology and work efficiency, and put forward reasonable suggestions that were adopted and made outstanding achievements;

5) Love home, work hard, serve warmly, and win honor for our store;

6) Those who help the guests to properly handle difficulties and are highly praised by the guests;

7) Those who have made special contributions to the operation of our store by trying to expand their business;

8) those who have made remarkable achievements in controlling expenses and saving;

9) Those who have made outstanding achievements in fighting against bad guys, bad things and unhealthy practices, giving themselves up for others, and protecting the personal safety of guests and colleagues and the wealth of our store;

10) who saves significant economic losses for the company under special circumstances;

1 1) Pick up the valuables or cash lost by the guests and give them to or return them to the owner;

12) report our store's interests or other illegal acts, which are verified by verification: report our store's management violations to the company, which are verified by verification;

(3) Other awards:

1) The monthly performance assessor summarizes that the employee turnover rate is controlled within 5%, and the saving part is rewarded with 3 points for the manager and 2 points for the front office manager and chef.

2) The annual summary of the excellent rate of performance appraisal is 8 times, and the annual performance appraisal is added with 5 points;

3) If the excellent rate of annual summary performance appraisal reaches 10 times, direct promotion is not allowed.

Four. Detailed rules of punishment system

(1) 1, other penalties:

1) If the company finds problems in the administrative inspection of the next store, the performance appraisal points will be deducted twice.

2) The monthly performance assessor summarizes that the employee turnover rate exceeds 5%, and the excess will be punished according to 3 points for the manager and 2 points for the front office manager and chef.

3) Monthly summary: The unqualified rate of performance appraisal of all employees in the branch reaches 30%, and the salary of the store manager in that month is 85%.

4) Monthly attendance summary, one absenteeism record, and the performance appraisal bonus for that month will be cancelled; If you fail to take sick leave according to the system and leave for more than three days (excluding three days), you will receive the performance bonus of the month at 50%; If the sick leave is not in accordance with the system and the personal leave exceeds seven days (including seven days), the performance bonus for the month will be cancelled. (Except for national statutory holidays or holidays stipulated by the system)

5) Annual summary attendance rate: absenteeism record; If the annual accumulated sick leave and personal leave exceed 20 days, the annual promotion assessment qualification will be cancelled.

6) The customer's praise and reward must be confirmed by the front office manager or the store manager, and can only be rewarded after being reviewed by the administrative personnel department; If there is false customer praise and reward, 80% of the employee's post salary in the current month will be paid, and all floating salary and annual promotion assessment qualification in the current month will be cancelled.

7) Serious dereliction of duty occurred in this year, which caused economic losses and reputation impact to the enterprise 1 ,000 yuan or more (including 1 ,000 yuan); Cancel the annual promotion assessment qualification.

8) If the performance appraisal fails for two consecutive months, the employee will receive 80% of the post salary in the third month.

9) If the annual summary performance appraisal fails to pass 6 times, it will be downgraded.

10) The store manager has a major complaint from employees of our store or other departments; The annual promotion assessment is extended by one cycle.

1 1) The annual summary and monthly performance appraisal failed all employees for 6 times, and the manager's qualification for promotion assessment in recent years was cancelled.

12) During the year, the customer complained to the Social Administration Department about the quality of service or products, which caused the reputation of the enterprise or caused economic losses of more than 1000 yuan (including 1000 yuan), and the manager's annual promotion assessment qualification was cancelled.

(2) If an employee commits one of the following acts, he will be punished 1-20 points/time:

1) 2 points will be deducted for being late for work and leaving early for no reason;

2) Personal leave 2 points/day;

3) absenteeism 20 points/day;

4) Failing to apply for sick leave or personal leave according to the system, that is, starting to take leave 10 minutes/day;

5) The manager fails to abide by the system and gives employees 10 points/person a holiday;

6) In the case of incomplete certificates related to monthly attendance, the management personnel shall verify the payment 10 minute/person;

7) If the monthly attendance certificates of financial personnel are incomplete, the salary will be paid 10 point/person;

8) gfd is incomplete during work;

9) The hygiene in the responsible area is unqualified;

10) The table setting standard of duty area is unqualified;

1 1) Spare parts in the responsible area are not prepared as required;

12) did not follow the standardized workflow;

13) Those who do things unrelated to work during working hours;

14) Eat during office hours;

15) Those who make personal phone calls, chat around the pile, have fun and string posts during working hours;

16) Leave without detailed handover;

17) Talking loudly, whistling, singing or doing indecent actions in public places.

18) unauthorized use of facilities and equipment;

19) Spitting, littering cigarette butts, peels, scraps of paper and other sundries;

20) Reading books, newspapers and magazines, listening to (watching) radio, video and television during working hours,

2 1) The front desk and kitchen staff at the grass-roots level answer private calls or mobile phones during working hours;

22) Those who stay in the restaurant after work for no reason;

23) those who bring idle people into the workplace;

(3) If an employee commits one of the following acts, 5-30 points will be deducted:

1) second violation of the first fault;

2) Shift change, shift change and shift change without authorization;

3) Go to work and sleep;

4) The uniform is damaged;

5) Smoking in public places, food production places or non-smoking areas;

6) Drinking at the hotel during work;

7) unauthorized use of restaurant tableware;

8) Post or alter notices and documents without authorization;

9) Dereliction of duty, resulting in minor losses or other minor accidents;

10) Those who don't attend regular meetings, trainings and meetings without justifiable reasons;

1 1) Those who gang up and scold their colleagues;

12) The customer complained about eating because of emotional work;

13) purchasing the goods sold in our store, causing economic losses to our store;

14) Failing to properly keep the articles belonging to it or causing losses;

15) Failing to report graft in time;

16) Failing to conduct the night check at the specified time or engaging in malpractices for personal gain during the night check;

17) being rude to the guests and quarreling with them;

18) gather people to gamble or watch gambling in the store.

19) stealing branches or guests' food;

20) Without the permission of the manager, the user takes away the public property in the store without permission;

2 1) When there is an open flame on the stove, he leaves his post without authorization, causing no accident;

22) Failing to make regular inventory, which brings inconvenience to financial liquidation, and the circumstances are relatively minor;

23) Loss of warehousing documents or other original vouchers, with minor circumstances;

24) Violation of operating procedures, resulting in losses;

25) The nature of the mistakes made is similar to the above clauses;

(4) If an employee commits one of the following acts, informed criticism will be given, and 20-50 points will be deducted:

1) Selling, soliciting customers, holding fund-raising activities or inviting guests to handle private affairs without the permission of the leaders;

2) Drinking before going to work, drinking on duty or drinking by managers on duty, without entertainment;

3) Adjusting employees' salaries without the approval of the administrative personnel department of the Head Office;

4) Keep the goods, tools, materials, equipment and equipment in the store;

5) Collect items forgotten by guests or colleagues without approval;

6) The party who fights or fights with the customer;

7) Ask customers for tips or other remuneration;

8) Failing to clean up and inspect expired food in time during inventory, resulting in property losses;

9) entertainers who accept banquets from suppliers;

10) The manager violates the work system or is lax in supervising his subordinates, thus causing serious impact;

1 1) did not strictly implement the inspection system, causing security risks;

12) Refuse customers during business hours without justifiable reasons;

13) Move or use fire fighting equipment, equipment and facilities without authorization or use them for other purposes;

14) The management retaliates against employees;

15) The loss of important items in our store caused moderate losses;

16) Discount the contract without authorization;

17) leaving the post without authorization when there is an open flame on the stove, causing a minor accident;

18) security personnel leave their posts without leave, causing losses;

19) made a mistake similar to the above clause;

(5) If an employee commits one of the following acts, 50 points will be deducted:

1) swearing at guests and colleagues, insulting or intimidating colleagues;

2) Refusing to implement the company's final punishment decision;

3) Disobeying or refusing to carry out the work arrangement of the superior;

4) Turn a blind eye to illegal activities or even cover them up;

5) Those who intentionally wear or damage our store or guest's articles;

6) When there is an open flame on the stove, leave the post without authorization, causing serious accidents;

7) The nature of the mistakes made is similar to the above clauses.

Model of performance appraisal scheme for catering staff (IV) I. Appraisal object

Front desk supervisor, customer relations supervisor and back-office chef of the catering department.

Second, the assessment content and standards

1, problem occurrence rate (month)

(1) Scope: any situation that does not conform to the relevant provisions of the hotel staff manual and hotel standards (such as substandard hygiene inspection, declining service quality, unstable food quality, etc.). ) as a problem, as a problem pointed out by the management of the food and beverage department at the morning meeting, as a problem notified by the hotel quality inspection sheet, and as a problem filled out by various departments and teams.

(2) Calculation method: When calculating the occurrence rate of problems, make statistics on a monthly basis.

Calculation formula: the number of team problems (times) X 65438+ 000% of the total number of team members in the current month.

Note: The monthly average number of people in a team is the average of the highest and lowest people in that month.

(3) Reaching the standard: the number of teams with more than 10 shall not exceed 20% (less than 1 time is counted as 1 time), and the number of teams with less than1time shall not exceed 2 (times).

2, the implementation of the work (month)

Where the work assigned by the director and manager of the food and beverage department or supervised by the office is completed in written form, and the work supervised by the human resources department in the form of quality inspection notice is not completed within the specified time, 2 points will be deducted each time, and statistics will be made once a month, and points will be deducted more than once a month.

8 points, the month to deal with the team leader or chef.

3. Total sales (month)

(1) In order to increase sales, the Food and Beverage Department has defined the sales targets assigned by each team and individual.

(2) Calculation method: make statistics once a month, and deduct 1 minute for every 20% of the short tasks, and add 1 minute for every 20% of the over tasks.

4. Compliance rate of business indicators (month)

(1) In order to clarify the responsibilities and strengthen the operation and internal management, various operating indicators (operating income, comprehensive gross profit margin of food, comprehensive gross profit margin of drinks and cigarettes) were clearly issued to each team at the beginning of the establishment of the department.

(2) Calculation method: make statistics once a month. Deduct 3 points for failing to complete the above business indicators, and add 3 points for each task exceeding the business indicators.

5. Employee satisfaction (quarterly)

(1) employee satisfaction rate: the department asks employees for their opinions in the form of questionnaires, and employees are satisfied with all managers in their shifts in terms of morality, ability, performance and diligence.

(2) Calculation method: once every quarter.

Calculation formula: the percentage of the total number of employee satisfaction projects to the total number of projects.

Total number of items = number of participants in the questionnaire x number of items

Note: Employees participate in the questionnaire survey according to the proportion of 30% team members.

(3) Attainable index: the employee satisfaction rate is not less than 85%.

(4) Reward and punishment rules: 85%-76% employee satisfaction rate will be deducted 1 minute, 85%-90% will be added 1 minute, and so on.

6. Employee turnover rate (year)

An employee who has worked in the hotel for more than one month and then leaves the hotel is regarded as leaving the company. (except medical retirement and hotel dismissal)

(1) Calculation method: take the year as the unit and make statistics once a year.

Calculation formula: the number of employees lost in this shift% the annual average number of departments.

Note: Take a maximum number of people and a minimum number of people every month, then add up to 65438+February, and then divide by 24, the calculated number of people is the annual average number, and the calculation result is rounded to the nearest integer.

(2) Attainable indicators: the number of people losing teams exceeding 10 shall not exceed 15% (if it is less than 1, it shall be counted as 1), and the number of people losing teams less than 10 shall not exceed 2.

(3) Reward and punishment rules: deduct 1 minute for each loss/person exceeding the standard; Every loss 1 person plus 1 minute. In addition, if the employees of the team under their jurisdiction or themselves are praised in writing by the guests, and their outstanding deeds are reported in the newspapers, or they win the top three in various competitions and competitions, 0.5 points/person (time) will be added, and 0.5 points/person (time) will be added to other reward red sheets.

Three. Evaluation results (year)

The basic score of each manager is 100. The office of the Food and Beverage Department will grade the manager daily according to the assessment contents and standards, make statistics once a month and report it, and make general statistics at the end of the year. The average monthly score of the assessment results will be used as the main basis for issuing year-end awards and evaluating first. If the average monthly score is less than 80 points, the salary will be reduced by one grade, and if the average monthly score is less than 70 points, the position will be reduced by one grade (that is, the supervisor will be reduced to foreman, the chef will be reduced to foreman, and the new team leader will be selected by the department).