How to assess and evaluate kitchen staff

1. Assessment and evaluation of kitchen employees: It is actually to discover and record the work performance and contribution of kitchen employees to the enterprise through certain channels and adopting certain procedures and methods.

2. Prerequisites for kitchen staff assessment: ①Establish basic principles. ②Publish, train and confirm assessment rules. ③Revise and improve the assessment rules in a timely manner so that the assessment can make new contributions to improving kitchen management.

3. Systematization of kitchen assessment: The establishment of the kitchen assessment system mainly includes two aspects: First, as time goes on, the assessment will be unremitting; second, it will cover all kitchen staff, regardless of ordinary employees. Both managers and managers should receive corresponding assessments. ① Kitchen daily assessment: It is characterized by the "occurrence record system". That is to inspect and record the work performance and work quality of kitchen employees on a daily basis. ② Kitchen monthly assessment: The focus is on the fulfillment of rewards and punishments. That is, based on the daily performance assessment of kitchen employees, a month's performance will be summarized and comprehensively inspected, and rewards and punishments will be cashed out based on their performance. ③Annual (half-year) evaluation of kitchen employees: The key is to determine the employee’s job position. It is a relatively comprehensive and systematic inspection and summary of employees' sense of responsibility, technical and professional skills, interpersonal relationships, etc. after they have worked in the kitchen for a period of time to find out whether the employees have made progress during this period and whether they are qualified for the corresponding positions. , whether personal development is consistent with the development of the enterprise.

4. The role of kitchen employee evaluation: ① Individual employees are recognized. ② Find out the strengths and weaknesses. ③Report progress. ④ Provide basis for guidance and help. ⑤ Provide a basis for determining wages. ⑥ Provide legitimate reasons for changing employee jobs. ⑦Find out problems and needs. ⑧Improve management work. ⑨Improve relationships.

5. Methods for evaluating kitchen employees: ① Comparative method, which means comparing kitchen employees with each other to determine their evaluation. Example: Simple queuing method. ②Absolute standard method, that is, kitchen managers directly evaluate each chef without comparing it with other jobs. The method of recording important things, the scoring inspection method, and the hard selection method. ③The positive index method directly expresses the chef's various tasks and work performance in quantitative terms, and the statistics are the basis for evaluation. ④Job description and work performance evaluation. ⑤ Comprehensive evaluation of employee work performance.

6. Kitchen staff evaluation steps: ① Determine the evaluation work objectives. ② Determine the assessment tools and methods to be used. ③Determine who will conduct the assessment. ④Determine the evaluation period. ⑤ Develop methods for employee participation in evaluation. ⑥ Develop a representation method. ⑦ Develop follow-up measures. ⑧Inform employees of the evaluation plan. ⑨ Use effective conversation skills.

7. Problems and precautions in kitchen employee evaluation: The following problems usually occur in evaluation work: ① Use an evaluation form that is of little use. ②Lack of organizational ability to engage in evaluation work. ③Evaluation cannot be carried out regularly or frequently. ④Afraid of offending employees. ⑤ Failure to use information from job performance evaluation. ⑥ No follow-up measures were taken after the assessment.