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PERFORMANCE MANAGEMENT

JAGAT PATEL(PAT13412575)

Introduction
A performance appraisal is a systematic and periodic process that assesses an individual
employee’s job performance and productivity in relation to certain pre-established criteria and
organizational objectives. Other aspects of individual employees are considered as well, such as
organizational citizenship behavior, accomplishments, potential for future improvement,
strengths and weaknesses, etc.
The ways to monitor staff performance
Observation:
By observing the employees work we can judge that whether they are meeting the expectations
or not. We also can find out about the training requirements and also their behavior on the job.
Watch employees work. One of the most effective ways to monitor an employee's performance is
with your own eyes. Watching an employee perform a task will tell you more much about that
employee's performance than just about any batch of data removed from the action. Especially if
you are having difficulties helping an employee succeed with a particular task, watch that
employee while he does the task. You'll find out exactly what's going wrong and how he can do it
better.

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and be ready to discuss remuneration and career progression. If necessary. billings. training records and other objective evidence of performance (e. customer feedback.PERFORMANCE MANAGEMENT JAGAT PATEL(PAT13412575) Feedback: We can also ask for the feedback on someone’s performance. obtain feedback from other colleagues. Session documentation We will provide one copy to the employee in advanced so he can go through all the questions and also can fill the answers.  customers  suppliers  team members  other departments It’s important that you only look for feedback because sometimes the feedback is not genuine and check whether the feedback is genuine or not before you talk to the person. Session will be documented on the performance review form and we will provide one copy of that to the staff member and we will keep one copy in the HR department at the end of the meeting to keep a track of the employee data. 2|Page . Type of environment We will conduct the session in the separate room so the session can be kept confidential.g. error rates). When the employee comes for the session we will have a look at the answers and go through with the employee and clear any doubts if they have. Be prepared Ensure that you are well prepared for performance appraisal by considering the employee’s past performance appraisals. The employee should also be given adequate time to complete a self assessment of their own performance. This could be from. You should be prepared to answer any questions that the employee could potentially ask. attendance records.

don’t give the employee high scores or a glowing performance review if there are genuine performance issues. identify why they were not met and develop a plan to ensure they will be met. Keep records of the discussion and any decisions that were made. 3|Page .PERFORMANCE MANAGEMENT JAGAT PATEL(PAT13412575) Never ambush the employee The performance appraisal should not be viewed as an isolated event at which an employee is given feedback about their performance. The employee should be given objective and constructive feedback and an opportunity to respond. Employees should be given constructive and regular feedback throughout the year and this should be documented. Provide employees with regular updates on their performance. Giving behaviour based examples is good practice. explore strategies to improve the employee’s performance and set relevant objectives for the year ahead. Encourage the employee to do most of the talking. as an effective appraisal allows the employee to take responsibility for their own performance and growth. Follow up Ensure that you follow up the employee’s progress against the objectives that were set within a reasonable period of time. and becoming unproductive. Ensure that the employee understands what is required of them and has been able to raise any concerns or issues. both the positive and negative aspects of the employee’s performance should be discussed. Take the time to review the employee’s positive attributes that occurred during the review period. Remember the performance appraisal can be utilised as evidence. Together. for example. to mention any mitigating circumstances. and consider how they can be applied to help the employee improve in those areas where a change in behaviour is desired. but not in a way that is overbearing and leads to the employee feeling stressed. particularly if the feedback is negative. Where previous objectives have not been met. Also. Balance: don't just focus on the negatives! In any discussion with the employee.

Performance Rating Definitions Outstanding Exceeds Expectations Meets Expectations Below Expectations Unsatisfactory Performance is consistently superior Performance is routinely above job requirements Performance is regularly competent and dependable Performance fails to meet job requirements on a frequent basis Performance is consistently unacceptable 4|Page .  Review with employee each performance factor used to evaluate his/her work performance. using the definitions below.PERFORMANCE MANAGEMENT JAGAT PATEL(PAT13412575) JOB PERFORMANCE EVALUATION FORM Name: Evaluation Period: Title: Date: PERFORMANCE PLANNING AND RESULTS Performance Review  Use a current job description (job descriptions are available on the HR web page).  Give an overall rating in the space provided.  Rate the person's level of performance. using the definitions below as a guide.

Measures how well employee complies with instructions and performs under unusual circumstances. identifying new methods and generating improvement in facility's performance.Measures individual's work habits and attitudes as they apply to working safely.Measures effectiveness in keeping knowledgeable of methods. remaining current on new developments affecting SPSU and its work activities.Measures effectiveness in initiating changes. Consider their contribution to accident prevention. establishing challenging goals. ability to care for SPSU property and keep workspace safe and tidy. Safety . Job Knowledge . Outstanding Exceeds Expectations Meets Expectations Below Expectations Unsatisfactory NA Outstanding Exceeds Expectations Meets Expectations Below Expectations Unsatisfactory NA Outstanding Exceeds Expectations Meets Expectations Below Expectations Unsatisfactory NA Outstanding Exceeds Expectations Meets Expectations Below Expectations Unsatisfactory NA Outstanding Exceeds Expectations Meets Expectations Below Expectations Unsatisfactory NA Outstanding Exceeds Expectations Meets Expectations Below Expectations Unsatisfactory NA Outstanding Exceeds Expectations Meets Expectations Below Expectations Unsatisfactory NA Outstanding Exceeds Expectations 5|Page . promoting innovation and team effort. consider record of attendance and punctuality. techniques and skills required in own job and related functions. PERFORMANCE FACTORS (use job description as basis of this evaluation). safety awareness.Measures responsiveness and courtesy in dealing with internal staff. Customer Responsiveness . Personal Appearance . Managing Change and Improvement .Measures effectiveness in accomplishing work assignments through subordinates.Measures neatness and personal hygiene appropriate to position.Measures responsiveness in completing job tasks in a timely manner. Employee's Responsiveness . Leadership . delegating and coordinating effectively. Dependability .PERFORMANCE MANAGEMENT JAGAT PATEL(PAT13412575) A. external customers and vendors. employee projects a courteous manner. adapting to necessary changes from old methods when they are no longer practical.

The modified job description is attached to this evaluation.PERFORMANCE MANAGEMENT JAGAT PATEL(PAT13412575) Meets Expectations Below Expectations Unsatisfactory NA B.)  Employee job description has been reviewed during this evaluation and no changes have been made to the job description at this time. PERFORMANCE AREAS WHICH NEED IMPROVEMENT: D. C. PLAN OF ACTION TOWARD IMPROVED PERFORMANCE: E.  Employee job description has been reviewed during this evaluation and modifications have been proposed to the job description. JOB DESCRIPTION REVIEW SECTION: (Please check the appropriate box. G. SIGNATURES: Employee Date Evaluated by Date 6|Page . EMPLOYEE STRENGTHS AND ACCOMPLISHMENTS: Include those which are relevant during this evaluation period. This should be related to performance or behavioral aspects you appreciated in their performance. EMPLOYEE COMMENTS: F.

 Ability to identify and develop changes to processes and procedures.  Demonstrated ability to supervise staff and provide leadership.  Previous customer service.  Need to be over 18 years of age. reliable and trustworthy Flexible and adaptable Hardworking Team player Work without supervision Self-motivated Can do attitude 7|Page .  Ability to work in a team and contribute positively.  Experience of food preparation area.  Food handler’s certificate.)  Hospitality or related fields  RSA certificate  Food handler’s certificate        Other details Honest.  Cocktail making is necessary. Skills required  Ability to use initiative and flexible in meeting the needs of a diverse range of stakeholders.PERFORMANCE MANAGEMENT JAGAT PATEL(PAT13412575) Reviewed by Date Person specification for bar attendant Qualifications  Current and valid RSA certificate. Experience is required but not necessary.  Cash handling. Educational/Vocational Qualifications (Considered being useful in carrying out the responsibilities of the position.  Coffee making is must.

customers. checklists. hygiene and health and safety. cleaning rosters). guest satisfaction. store ambience).PERFORMANCE MANAGEMENT JAGAT PATEL(PAT13412575) Job description Bar attendant POSITION DESCRIPTION LOCATION: Darwin POSITION SUMMARY: Contributes to efficient and profitable operation of bar while maintaining the company reputation and culture.  Daily bar operations as outlined by Company policies and standards (i. customer feedback. MAIN AREAS OF RESPONSBILITY AND ACCOUNTABILITY: Bar Operations  To ensure that: Bar opening. closing and service procedures are executed consistently and correctly  Stakeholder (i.e.e. quality product. suppliers and staff) feedback is responded to immediately and constructively  All bar hygiene adheres to Company specifications and standards  Occupational Health and Safety procedures are complied with to reduce compensation and general liability claims  All bar equipment and utensils are maintained through following cleaning rosters and any damage is reported to management 8|Page . POSITION DIMENSION: Reports to: Bar supervisor Direct Reports: N/A JOB TASKS:  A superior level of hygiene standards to ensure the ultimate level of customer satisfaction (i. a bar attendant is responsible for maintaining a high standard of food. Further to this responsibility.  The positive interaction with both fellow staff members and guests to create a harmonious working environment as outlined by Company policies and standards.e.  Occupational Health and Safety requirements including bar cleanliness and staff/customer safety.  Any other relevant duties as directed by management.

PERFORMANCE MANAGEMENT JAGAT PATEL(PAT13412575)  Assigned area cleanliness and organisation is of the highest standard Staff  Feedback regarding strengths. weaknesses and conflict is actively given. received. accepted and actioned  Behaviour is consistent with Company values (please see attached document) Profit To ensure that:  Wastage is at a consistently low level and documented accordingly  Shrinkage/Breakages are at a consistently low level and documented accordingly Bar Administration To ensure that:  All checklists are completed  Acceptable use of internet and emails as per Company policies and procedures  Daily call-backs are actioned ESSENTIAL CRITERIA AND ATTRIBUTES:  Excellent personal hygiene and presentation  Refer to the attached document outlining Company values 9|Page .

____________________________________ _____________________ Signature: Date: References http://www.aboutleaders.PERFORMANCE MANAGEMENT JAGAT PATEL(PAT13412575)  PHYSICAL REQUIREMENTS/WORK ENVIRONMENT: Some physical activity is required including bending and lifting  Rostering will be rotated and includes nights and weekends _____________________________________________________________________ Employee Acceptance I___________________________________________have read and understood the key areas of responsibility as outlined in my job description.com/leadership-skills-and-honest-performance-appraisals 10 | P a g e .