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Senior Management Performance Appraisal

Name: Sudhir M . Pai
Designation: Corporate Executive Chef

SPPH Joining Date: 7th January , 2006
Reporting To: Name: Mr.Ajay Bakaya

Designation: Executive Director
Appraisal Date:

Appraisors Name: _______________________________________________________

Appraisors Signature: (After Appraisal) _____________________________________

Appraisors Overall Comments: ____________________________________________
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Appraisee's Signature: (After Appraisal) ____________________________________

1. Review of areas of Major Accountability:
Area of Major Accountability Comments
i. Kitchen design and layouts
ii. Improving Buffet presentations
iii. Menu planning

iv. Standardizing menus and presentations
v. Indentifying and hiring Chefs
vi. Indentifying the right equipments

2. What were your 3 main goals for the period under review?
i) Standardisation of Breakfast , lunch and Dinner buffets
ii) Enhancement of buffet accessories for better presentation
iii) Planning new restaurant menus with presentations

3. To what extent were you able to achieve the above?
i) As far as the documentation for standardization of buffet it is
complete,photography of the same and 100% implementation process has
just begun
ii)
iii) New menus were planned for Geoffrey’s :-Indore,Ludhiana,Jodhpur and
Chennai.Ego at PIK,Gardenia & Oasis at JPP,

4. What constraints did you encounter in achieving your goals?
Lack of exposure of team members to larger hotels, Control and check
procedures, Cost constraints, Willingness to change, lack of trained staff, and
turnover of staff
5. How can SPPH / your manager assist you in achieving your goals?
Implement better control and check procedures properly documented,
Better facilities for staff, constant improvement in terms of kitchen by creating an
expense budget every year for kitchen and F&B equipments.
Improve on compensation package as per market rates.

6. Review:
Assessment Scale:
A = CONSISTENTLY STRONG. Employee consistently demonstrates exceptional
performance in this competency and exceed expectations

B = STRONG. Employee demonstrates effective performance in this competency and
exceeds on some occasions

C = COMPETENT. Employee demonstrates satisfactory performance in this
competency.

D = IMPROVABLE. Employee has some developmental needs in this competency;
performance shortfall on some occasions.

E=NEEDS IMPROVEMENT. Employee clearly needs to improve and develop this
competency – continued performance at this level is unacceptable.
N/A = NOT APPLICABLE / TOO EARLY TO ASSESS
DRIVE FOR RESULTS: Competes against a standard of excellence. Sets high Assessment
performance standards and pursues aggressive goals. Strives for constant improvement
takes responsibility for achieving business results and perseveres despite obstacles
Comments:___________________________________________________________________________
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UNDERSTANDING THE BUSINESS: Demonstrates an interest in, and under-
standing of, issues relevant to the business and keeps knowledge up-to-date.
Comments:___________________________________________________________________________
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PROBLEM SOLVING & DECISION MAKING: Effectively diagnoses problems
and thoroughly analyses complex information to guide decision-making. Evaluates
and assimilates critical information when reaching conclusions and makes logical
competent decisions.
Comments:___________________________________________________________________________
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CUSTOMER FOCUS: Builds and maintains relationships with customers. Understands
and anticipates customer needs, takes action to address customer needs, and strives to
exceed customer expectations.
Comments:___________________________________________________________________________
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TEAMWORK: Demonstrates co-operation and trust with colleagues & teams and across
organizational boundaries. Participates as a team-played and establishes strong working
relationships to deliver positive results.
Comments:___________________________________________________________________________
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ADAPTABILITY: Works comfortably and effectively in an environment of ambiguity
or change; is receptive to new ideas and responds to workplace changes with flexibility
and optimism.
Comments:___________________________________________________________________________
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IMPACT & INFLUENCE: Promotes ideas persuasively, shapes the opinions of others
& overcomes resistance. Establishes influential contacts, builds consensus for action and
negotiates win-win solutions to problems.
Comments:___________________________________________________________________________
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LEADING & DEVELOPING PEOPLE: Inspires others to excel by clearly
communicating business values and direction, recognizing goof performance and
providing managerial support. Develops the potential of others, through coaching and
development opportunities, to build organizational capability for the future.
Comments:___________________________________________________________________________
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INNOVATION: Generates new ideas and encourages creativity from others; recognizes
the need for new or modified approaches, and creatively combines different perspectives
and approaches.
Comments:___________________________________________________________________________
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ANY ADDITIONAL COMMENTS REGARDING COMPETENCIES:
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7. Personal Development Plan:

KEY DEVELOPMENT NEEDS: Briefly summarize the specific development needs
identified and details specific actions for each below.
Objective of the Action Steps with Support Required Method of
Development Dates Evaluation

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