Bar manager appraisal form

Bar manager appraisal form

This free sample/template/form of job performance appraisal include information as follows:

1. Employee Details

• Employee Name

• Review Period

• Position

• Date of joining

• Department

• Review Date

• Line Manager

2. Key duties/responsibilities of Bar manager

State your understanding of your main duties and responsibilities of Bar manager, for examples:

• To implement Grievance and Disciplinary procedures where necessary, and report all serious breaches
of discipline to Operations Manager, General Manager.

• To provide induction training for new staff, and complete Skills Checklists within their first month of
employment.

• To maintain and/or implement new efficient and effective work methods and systems.

• To prepare and issue, according to bar practice, staff rotas which will provide adequate cover in the
most effective manner.

• To direct, control and organize the assistant bar manager and all staff within your direct span of
control and to ensure that the required standards are achieved and maintained.
You should design a table for this area that include columns: No, duties, weight, core, comments.

3. Key result areas (KRAs) of Bar manager

Using the 4-point scale below, please assess your employee performance in the following areas:

• 4 – Performance was always successful, consistent and respectable and at times clearly superior and
exceeding standards.

• 3.5 – Performance was at most times clearly superior and exceeding standards.

• 3 – Performance was successful, consistent, and respectable in every regard with few exceptions.

• 2.5 – Performance at times was inconsistent and did not meet standards.

• 2 – Performance at most times was inconsistent and did not always meet standards.

• 1 – Performance was overall unsuccessful and unacceptable with regard to expectations and the
requirements of the position.

Then, you can create a table with columns: No, KRAs, weight, performance score, descriptions.

4. Job objectives of Bar manager

List the objectives you set out for your staff (Bar manager) to achieve in the past 12 months (or the
period covered by this appraisal) with the measures or standards agreed – against each comment on
achievement or otherwise, with reasons where appropriate.

Score the performance against each objective (1-3 = poor, 4-6 = satisfactory, 7-9 = good, 10 = excellent):

Then you create a table with columns: No – Objectives – Measure/standard - Score - Comment

5. Job competencies
Discuss and agree the skills, capabilities and experience required for competence in current role, and if
appropriate, for readiness to progress to the next role or roles.

Using the 4 point scale below, fill up the following table:

• 4 – Exceeds expectations

• 3.5 – Somewhat Exceeds Expectations

• 3 – Meets expectations

• 2.5 – Somewhat meets expectations

• 2 – Less than expectations

• 1.5 – Somewhat less than expectations

• 1 – Inadequately short of expectations 4

Core Values And Leadership Skills

• Results Orientation [e.g. quality of delivery].

• Customer Focus – internal as well as external.

• Leadership Qualities (e.g.initiative , integrity, enthusiasm and zeal, instilling trust, stretching the goals,
caring and sharing , interested in people development).

• Organizational alignment [e.g. corporate initiative, acceptance of change].

• Communication (e.g. Written and verbal communication, presentation skills, facilitation skills).

• Problem Solving.

• Team work.

• Self-confidence (e.g. .taking on new responsibility, confronting and dealing with issues and problems
with confidence, risk taking ability).

• Professional Demeanor and Appearance.

• Openness to Feedback and Suggestions.

• Time management.

• Reliability.

6. Career development of Bar manager

Discuss and agree (as far as is possible, given budgetary, availability and authorisation considerations)
the training and development support to be given to help the appraisee meet the agreed objectives
above.

7. Overall rating of Bar manager:

• Exceptional

• Strong

• Fully Competent

• Continued Development

• Poor

• New to Position

Other comments:

8. Signatures

Name of Manager

Designation

Signature

Date

Appraisal acceptable to Employee: Yes / No Date

Signature
HR Manager’s Signature

Comments, if any

New Title (if applicable)

Date

Distribution: (1) Copy to HR departmental Personnel File (2) Copy to line manager. (3) Copy to
Manager / Supervisor.