STORE MANAGER

PERFORMANCE APPRAISAL REVIEW FORM

Employee Name: Radji Raquedan Employee No.: 3036

Position Title: 1st. Assistant Manager Date Hired: October 05,2003
Department: Operation Appraisal Period:

Branch: Al-Kharj City Appraisal Date:

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Good Excellent
factory Improvements Good
1 ATTENDANCE
Refers to being on the rjob as required and. Ask yourself
* Has the manager been warned or disciplined because of
1 2 3 4 5
excessive absences from work?
* Have their absences set a poor example for the employees
they supervise?
2 SAFETY PRACTICES
Refers to compliance with establisheb safety practice,
Ask Yourself:
* Does the manager promote safety work habits through 1 2 3 4 5
their own example?
* Do the manager's actions endanger their personal
safety or the safety of others?
3 QUALITY OF WORK
Refers to neatness , accuuracy thoroughness and acceptability
of the work done, Ask Yourself
1 2 3 4 5
* Does the manager's work replect positively or negatively
upon performance of the restauran?
* Does the manager follow proper procedures?
4 QUANTITY OF ACCEPTABLE WORK
Refers to amount of acceptable work done that is required to
meet job standards. Ask yourself
1 2 3 4 5
* Does the manager consistently complete all expected work?
* Does the amount of work produced make theman asset to
restaurant?
5 ACCEPTS RESPONSIBILIITY
Refers to the willingness to accept responsibility and the
manner in nwhich it is carried out . Ask yourself 1 2 3 4 5
* Does manager deny responsibility when things go wrong?
* Are they able to acknowledge the need for improvement?

SUB-TOTAL
 STORE MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

Employee Name: Radji Raquedan Employee No.: 3036

Position Title: 1st. Assistant Manager Date Hired: October 05,2003
Department: Operation Appraisal Period:

Branch: Al-Kharj City Appraisal Date:

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Good Excellent
factory Improvements Good

6 COST CONSCIOUSNESS
Refers to the conservations of equiments, materials,time, and
control cost. Ask yourself 1 2 3 4 5
* Do the Employees reporting to the manager use their time well?
* Does the manager permit waste of operating materials or
supllies?

7 PLANNING AND ORGANIZING

Refers to manner and succes of planning and organizing work
of supervised employees, Ask yourself
* Does the manager take time to plan the sequence of steps 2
1 3 4 5
required to carry out tasks?
* In organizing a job, does the manager anticipate circumtances
that could affect the outcome?

8 ABILITY TO MAKE JOB-RELATED DECISIONS

Refers to ability to analyze-situations and take appropriate
actions, Ask yourself
* Does the manager understand the extent to which decisions 1 2 3 4 5
can be made without asking for instructions?
* Are their decisions usually judged to have been appropriate
when they are examined after the action has been taken?

9 ACCEPTS CHANGE
Refers to the adaptability,flexibility and willingness to accept
change . Ask yourself
1 2 3 4 5
* Does the manager accept change willingly?
* Do they adapt satisfactorally to new surroundins, new
equipment, new procedures, and new management?

10 STRESS TOLERANCE
Refers to the ability to cope with pressure and demanding tempo?
Ask yourself
* Can the manager properly handle high-volume situatios?
1 2 3 4 5
* Can the manager cope adequately with staff shortage
or the emergency situations?

SUB-TOTAL
 STORE MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

Employee Name: Radji Raquedan Employee No.: 3036

Position Title: 1st. Assistant Manager Date Hired: October 05,2003
Department: Operation Appraisal Period:

Branch: Al-Kharj City Appraisal Date:

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Good Excellent
factory Improvements Good

11 INITIATIVE
Refers to self reliance and ability to initiate action with little
direction. Ask yourself:
1 2 3 4 5
* Does the manager show self-reliance?
* Does they take opportunities to exercise self -direction and
take opportunities to initiate actions?

12 LEADERSHIP
Refers to ability and effectiveness in promoting high quantity
and quality work through employees supervised. Ask yourself
* Does the manager encourage high performance form
1 2 3 4 5
employee through example and leadership rather than by
relying on the authority of the position?
* Do they actively create and contribute to an effective
term effort?

13 TRAINING RESPONSIBILITY
Refers to ability and willingness to train employees in skills
needed for their job and advancedment. Ask yourself
* Does the manager take the necessary time to train 1 2 3 4 5
their employees?
* Do they encourage their employees to learn new skills
and advance their position?

14 PERFORMANCE APPRAISAL RESPONSIBILITY

Refers to ability and willingness to provide effective and
thoughful appraisal of employees. Ask yourself
* Does the manager submit thoughful comments
regarding employee's performance? 1 2 3 4 5
* Does they apply standards fairly and consistently?
* Is the manager willing to discuss appraisal openly with
employees?

SUB-TOTAL

TOTAL
55

61
 STORE MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

1 Total performance points circled on pages 1-3 ___________________________

Overall Summary Appraisal Performance Points

Unsatisfactory Up To 21

Needs Improvement From 22 - 35

Good From 36 - 49

X Very Good From 50 - 63

Excellent From 64 - 70

I certify that this evaluation has been discussed with me by my supervisor.

Signed by employee _______________________________________ Date______________________________

2 Comment on perfomance strengths:

3 Comment on performance weaknesses:

4 What additional training does employee need regarding their present job?

5 Does this employee deserve a salary increase?.

Yes No

6 Does this employee have potential for promotion ?

Yes NO

If yes, to what job?

If yes: immediate, near-term, or long-term?

What additional training or development is needed before being promoted?

___________________________________________________________________________________________

Endorsements

Rated by Store manager Signature / Date ____________________

noted by (Area Manager) Signature / Date ____________________

 1ST ASSISTANT MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

1 Total performance points circled on pages 1-3 ___________________________

Overall Summary Appraisal Performance Points

Unsatisfactory Up To 21

Needs Improvement From 22 - 35

Good From 36 - 49

Very Good From 50 - 63

Excellent From 64 - 70

I certify that this evaluation has been discussed with me by my supervisor.

Signed by employee _______________________________________ Date______________________________

2 Comment on perfomance strengths:

3 Comment on performance weaknesses:

4 What additional training does employee need regarding their present job?

5 Does this employee deserve a salary increase?.

Yes No

6 Does this employee have potential for promotion ?

Yes NO

If yes, to what job?

If yes: immediate, near-term, or long-term?

What additional training or development is needed before being promoted?

___________________________________________________________________________________________

Endorsements

Rated by Store manager Signature / Date ____________________

noted by (Area Manager) Signature / Date ____________________

 1ST ASSISTANT MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

1 Total performance points circled on pages 1-3 ___________________________

Overall Summary Appraisal Performance Points

Unsatisfactory Up To 21

Needs Improvement From 22 - 35

Good From 36 - 49

Very Good From 50 - 63

Excellent From 64 - 70

I certify that this evaluation has been discussed with me by my supervisor.

Signed by employee _______________________________________ Date______________________________

2 Comment on perfomance strengths:

3 Comment on performance weaknesses:

4 What additional training does employee need regarding their present job?

5 Does this employee deserve a salary increase?.

Yes No

6 Does this employee have potential for promotion ?

Yes NO

If yes, to what job?

If yes: immediate, near-term, or long-term?

What additional training or development is needed before being promoted?

___________________________________________________________________________________________

Endorsements

Rated by Store manager Signature / Date ____________________

noted by (Area Manager) Signature / Date ____________________

 1ST ASSISTANT MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

Employee Name: Employee No.:

Position Title: Date Hired:

Department: Appraisal Period:

Branch: Appraisal Date:

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Good Excellent
factory Improvements Good
1 ATTENDANCE
Refers to being on the rjob as required and. Ask yourself
* Has the manager been warned or disciplined because of
1 2 3 4 5
excessive absences from work?
* Have their absences set a poor example for the employees
they supervise?
2 SAFETY PRACTICES
Refers to compliance with establisheb safety practice,
Ask Yourself:
* Does the manager promote safety work habits through 1 2 3 4 5
their own example?
* Do the manager's actions endanger their personal
safety or the safety of others?
3 QUALITY OF WORK
Refers to neatness , accuuracy thoroughness and acceptability
of the work done, Ask Yourself
1 2 3 4 5
* Does the manager's work replect positively or negatively
upon performance of the restauran?
* Does the manager follow proper procedures?
4 QUANTITY OF ACCEPTABLE WORK
Refers to amount of acceptable work done that is required to
meet job standards. Ask yourself
1 2 3 4 5
* Does the manager consistently complete all expected work?
* Does the amount of work produced make theman asset to
restaurant?
5 ACCEPTS RESPONSIBILIITY
Refers to the willingness to accept responsibility and the
manner in nwhich it is carried out . Ask yourself 1 2 3 4 5
* Does manager deny responsibility when things go wrong?
* Are they able to acknowledge the need for improvement?

SUB-TOTAL
 1ST ASSISTANT MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

Employee Name: Employee No.:

Position Title: Date Hired:
Department: Appraisal Period:
Branch: Appraisal Date:

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Good Excellent
factory Improvements Good

6 COST CONSCIOUSNESS
Refers to the conservations of equiments, materials,time, and
control cost. Ask yourself 1 2 3 4 5
* Do the Employees reporting to the manager use their time well?
* Does the manager permit waste of operating materials or
supllies?

7 PLANNING AND ORGANIZING

Refers to manner and succes of planning and organizing work
of supervised employees, Ask yourself
* Does the manager take time to plan the sequence of steps 2
1 3 4 5
required to carry out tasks?
* In organizing a job, does the manager anticipate circumtances
that could affect the outcome?

8 ABILITY TO MAKE JOB-RELATED DECISIONS

Refers to ability to analyze-situations and take appropriate
actions, Ask yourself
* Does the manager understand the extent to which decisions 1 2 3 4 5
can be made without asking for instructions?
* Are their decisions usually judged to have been appropriate
when they are examined after the action has been taken?

9 ACCEPTS CHANGE
Refers to the adaptability,flexibility and willingness to accept
change . Ask yourself
1 2 3 4 5
* Does the manager accept change willingly?
* Do they adapt satisfactorally to new surroundins, new
equipment, new procedures, and new management?

10 STRESS TOLERANCE
Refers to the ability to cope with pressure and demanding tempo?
Ask yourself
* Can the manager properly handle high-volume situatios?
1 2 3 4 5
* Can the manager cope adequately with staff shortage
or the emergency situations?

SUB-TOTAL
 1ST ASSISTANT MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

Employee Name: Employee No.:

Position Title: Date Hired:
Department: Appraisal Period:
Branch: Appraisal Date:

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Good Excellent
factory Improvements Good

11 INITIATIVE
Refers to self reliance and ability to initiate action with little
direction. Ask yourself:
1 2 3 4 5
* Does the manager show self-reliance?
* Does they take opportunities to exercise self -direction and
take opportunities to initiate actions?

12 LEADERSHIP
Refers to ability and effectiveness in promoting high quantity
and quality work through employees supervised. Ask yourself
* Does the manager encourage high performance form
1 2 3 4 5
employee through example and leadership rather than by
relying on the authority of the position?
* Do they actively create and contribute to an effective
term effort?

13 TRAINING RESPONSIBILITY
Refers to ability and willingness to train employees in skills
needed for their job and advancedment. Ask yourself
* Does the manager take the necessary time to train 1 2 3 4 5
their employees?
* Do they encourage their employees to learn new skills
and advance their position?

14 PERFORMANCE APPRAISAL RESPONSIBILITY

Refers to ability and willingness to provide effective and
thoughful appraisal of employees. Ask yourself
* Does the manager submit thoughful comments
regarding employee's performance? 1 2 3 4 5
* Does they apply standards fairly and consistently?
* Is the manager willing to discuss appraisal openly with
employees?

SUB-TOTAL

TOTAL
 1ST ASSISTANT MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

Employee Name: MHD. SHAFIUL AZAM Employee No.: 3355

Position Title: 2ND ASST. MANAGER Date Hired: 25/08/2004
Department: OPERATION Appraisal Period:

Branch: AL KHARJ CITY Appraisal Date:

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Good Excellent
factory Improvements Good
1 ATTENDANCE
Refers to being on the rjob as required and. Ask yourself
* Has the manager been warned or disciplined because of
1 2 3 4 5
excessive absences from work?
* Have their absences set a poor example for the employees
they supervise?
2 SAFETY PRACTICES
Refers to compliance with establisheb safety practice,
Ask Yourself:
* Does the manager promote safety work habits through 1 2 3 4 5
their own example?
* Do the manager's actions endanger their personal
safety or the safety of others?
3 QUALITY OF WORK
Refers to neatness , accuuracy thoroughness and acceptability
of the work done, Ask Yourself
1 2 3 4 5
* Does the manager's work replect positively or negatively
upon performance of the restauran?
* Does the manager follow proper procedures?
4 QUANTITY OF ACCEPTABLE WORK
Refers to amount of acceptable work done that is required to
meet job standards. Ask yourself
1 2 3 4 5
* Does the manager consistently complete all expected work?
* Does the amount of work produced make theman asset to
restaurant?
5 ACCEPTS RESPONSIBILIITY
Refers to the willingness to accept responsibility and the
manner in nwhich it is carried out . Ask yourself 1 2 3 4 5
* Does manager deny responsibility when things go wrong?
* Are they able to acknowledge the need for improvement?

SUB-TOTAL
 1ST ASSISTANT MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

Employee Name: Employee No.:

Position Title: Date Hired:
Department: Appraisal Period:
Branch: Appraisal Date:

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Good Excellent
factory Improvements Good

6 COST CONSCIOUSNESS
Refers to the conservations of equiments, materials,time, and
control cost. Ask yourself 1 2 3 4 5
* Do the Employees reporting to the manager use their time well?
* Does the manager permit waste of operating materials or
supllies?

7 PLANNING AND ORGANIZING

Refers to manner and succes of planning and organizing work
of supervised employees, Ask yourself
* Does the manager take time to plan the sequence of steps 2
1 3 4 5
required to carry out tasks?
* In organizing a job, does the manager anticipate circumtances
that could affect the outcome?

8 ABILITY TO MAKE JOB-RELATED DECISIONS

Refers to ability to analyze-situations and take appropriate
actions, Ask yourself
* Does the manager understand the extent to which decisions 1 2 3 4 5
can be made without asking for instructions?
* Are their decisions usually judged to have been appropriate
when they are examined after the action has been taken?

9 ACCEPTS CHANGE
Refers to the adaptability,flexibility and willingness to accept
change . Ask yourself
1 2 3 4 5
* Does the manager accept change willingly?
* Do they adapt satisfactorally to new surroundins, new
equipment, new procedures, and new management?

10 STRESS TOLERANCE
Refers to the ability to cope with pressure and demanding tempo?
Ask yourself
* Can the manager properly handle high-volume situatios?
1 2 3 4 5
* Can the manager cope adequately with staff shortage
or the emergency situations?

SUB-TOTAL
 1ST ASSISTANT MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

Employee Name: Employee No.:

Position Title: Date Hired:
Department: Appraisal Period:
Branch: Appraisal Date:

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Good Excellent
factory Improvements Good

11 INITIATIVE
Refers to self reliance and ability to initiate action with little
direction. Ask yourself:
1 2 3 4 5
* Does the manager show self-reliance?
* Does they take opportunities to exercise self -direction and
take opportunities to initiate actions?

12 LEADERSHIP
Refers to ability and effectiveness in promoting high quantity
and quality work through employees supervised. Ask yourself
* Does the manager encourage high performance form
1 2 3 4 5
employee through example and leadership rather than by
relying on the authority of the position?
* Do they actively create and contribute to an effective
term effort?

13 TRAINING RESPONSIBILITY
Refers to ability and willingness to train employees in skills
needed for their job and advancedment. Ask yourself
* Does the manager take the necessary time to train 1 2 3 4 5
their employees?
* Do they encourage their employees to learn new skills
and advance their position?

14 PERFORMANCE APPRAISAL RESPONSIBILITY

Refers to ability and willingness to provide effective and
thoughful appraisal of employees. Ask yourself
* Does the manager submit thoughful comments
regarding employee's performance? 1 2 3 4 5
* Does they apply standards fairly and consistently?
* Is the manager willing to discuss appraisal openly with
employees?

SUB-TOTAL

TOTAL
 2ND ASSISTANT MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

1 Total performance points circled on pages 1-3 ___________________________

Overall Summary Appraisal Performance Points

Unsatisfactory Up To 21

Needs Improvement From 22 - 35

Good From 36 - 49

Very Good From 50 - 63

Excellent From 64 - 70

I certify that this evaluation has been discussed with me by my supervisor.

Signed by employee _______________________________________ Date______________________________

2 Comment on perfomance strengths:

3 Comment on performance weaknesses:

4 What additional training does employee need regarding their present job?

5 Does this employee deserve a salary increase?.

Yes No

6 Does this employee have potential for promotion ?

Yes NO

If yes, to what job?

If yes: immediate, near-term, or long-term?

What additional training or development is needed before being promoted?

___________________________________________________________________________________________

Endorsements

Rated by Store manager Signature / Date ____________________

noted by (Area Manager) Signature / Date ____________________

 1ST ASSISTANT MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

Employee Name: Employee No.:

Position Title: Date Hired:

Department: Appraisal Period:

Branch: Appraisal Date:

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Good Excellent
factory Improvements Good
1 ATTENDANCE
Refers to being on the rjob as required and. Ask yourself
* Has the manager been warned or disciplined because of
excessive absences from work?
* Have their absences set a poor example for the employees
they supervise?
2 SAFETY PRACTICES
Refers to compliance with establisheb safety practice,
Ask Yourself:
* Does the manager promote safety work habits through
their own example?
* Do the manager's actions endanger their personal
safety or the safety of others?
3 QUALITY OF WORK
Refers to neatness , accuuracy thoroughness and acceptability
of the work done, Ask Yourself
* Does the manager's work replect positively or negatively
upon performance of the restauran?
* Does the manager follow proper procedures?
4 QUANTITY OF ACCEPTABLE WORK
Refers to amount of acceptable work done that is required to
meet job standards. Ask yourself
* Does the manager consistently complete all expected work?
* Does the amount of work produced make theman asset to
restaurant?
5 ACCEPTS RESPONSIBILIITY
Refers to the willingness to accept responsibility and the
manner in nwhich it is carried out . Ask yourself
* Does manager deny responsibility when things go wrong?
* Are they able to acknowledge the need for improvement?

SUB-TOTAL
 1ST ASSISTANT MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

Employee Name: Employee No.:

Position Title: Date Hired:
Department: Appraisal Period:
Branch: Appraisal Date:

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Good Excellent
factory Improvements Good

6 COST CONSCIOUSNESS
Refers to the conservations of equiments, materials,time, and
control cost. Ask yourself
* Do the Employees reporting to the manager use their time well?
* Does the manager permit waste of operating materials or
supllies?

7 PLANNING AND ORGANIZING

Refers to manner and succes of planning and organizing work
of supervised employees, Ask yourself
* Does the manager take time to plan the sequence of steps
required to carry out tasks?
* In organizing a job, does the manager anticipate circumtances
that could affect the outcome?

8 ABILITY TO MAKE JOB-RELATED DECISIONS

Refers to ability to analyze-situations and take appropriate
actions, Ask yourself
* Does the manager understand the extent to which decisions
can be made without asking for instructions?
* Are their decisions usually judged to have been appropriate
when they are examined after the action has been taken?

9 ACCEPTS CHANGE
Refers to the adaptability,flexibility and willingness to accept
change . Ask yourself
* Does the manager accept change willingly?
* Do they adapt satisfactorally to new surroundins, new
equipment, new procedures, and new management?

10 STRESS TOLERANCE
Refers to the ability to cope with pressure and demanding tempo?
Ask yourself
* Can the manager properly handle high-volume situatios?
* Can the manager cope adequately with staff shortage
or the emergency situations?

SUB-TOTAL
 1ST ASSISTANT MANAGER
PERFORMANCE APPRAISAL REVIEW FORM

Employee Name: Employee No.:

Position Title: Date Hired:
Department: Appraisal Period:
Branch: Appraisal Date:

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Good Excellent
factory Improvements Good

11 INITIATIVE
Refers to self reliance and ability to initiate action with little
direction. Ask yourself:
* Does the manager show self-reliance?
* Does they take opportunities to exercise self -direction and
take opportunities to initiate actions?

12 LEADERSHIP
Refers to ability and effectiveness in promoting high quantity
and quality work through employees supervised. Ask yourself
* Does the manager encourage high performance form
employee through example and leadership rather than by
relying on the authority of the position?
* Do they actively create and contribute to an effective
term effort?

13 TRAINING RESPONSIBILITY
Refers to ability and willingness to train employees in skills
needed for their job and advancedment. Ask yourself
* Does the manager take the necessary time to train
their employees?
* Do they encourage their employees to learn new skills
and advance their position?

14 PERFORMANCE APPRAISAL RESPONSIBILITY

Refers to ability and willingness to provide effective and
thoughful appraisal of employees. Ask yourself
* Does the manager submit thoughful comments
regarding employee's performance?
* Does they apply standards fairly and consistently?
* Is the manager willing to discuss appraisal openly with
employees?

SUB-TOTAL

TOTAL
 TEAM LEADER
PERFORMANCE REVIEW FORM

Employee Name: Employee No: 4600

Position Title: TEAM MEMBER Date Hired:
Department: OPERATION Appraisal Period:
Branch: AL KHARJ CITY

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Improvemen Good Excellent
factory ts Good
1 DEMEANOR AND APPERANCE
Refers to Team Members Manner and Personal appearance
Ask yourself?
* Does employee maintain high standards of personal
Hygiene and personal appearance?
1 2 3 44 5
* Does Employee interact with courtesy, respect and
politeness to others?

2 ATTENDANCE
Refers to being on the job required. Ask yourself ?
* Does employee report to work as scheduled ?
* Has the employee wamed or diciplined because of excessive 1 2 3 4 55
excessive absences from work ?
* Have their absences set a poor example for colleagues?

3 SAFETY PRACTICES
Refers to compliance with established safety practices.
Ask yourself ?
* Does the employee promote safe work habits through their
own example ?
1 2 33 4 5
* Does the employee actions endanger their personal safety
or the safety of others?

4 QUALITY OF WORK
Refers to neatness, accuracy, thoroughness and acceptability
of the work done.Ask yourself ?
* Does the employee follow proper procedures ? 1 2 3 44 5
* Does the employee work reflect posivility or negatively
upon performance of the retaurant ?

5 QUANTITY OF ACCEPTABLE WORK

Refers to amount of acceptable work done that is required to
meet job standards. Ask yourself ?
1 2 3 44 5
* Does the employee consistenly complete all expected work?
* Does the amount of work produced make him an asset ?

SUB-TOTAL 20
 TEAM MEMBERS
PERFORMANCE REVIEW FORM

Employee Name: HASSAN AHMED YAMI MAQBOOL Employee No: 4600

Position Title: TEAM MEMBER Date Hired:
Department: OPERATION Appraisal Period:
Branch: AL KHARJ CITY Appraisal Date:

Rating: CIRCLE THE APPROPRIATE NUMBER FOR THE

EMPLOYEE'S PERFORMANCE LEVEL FOR EACH FACTOR
PERFORMANCE FACTORS Unsatis- Needs Very
Improvemen Good Excellent
factory ts Good
6 ACCEPTS RESPONSIBILITY
Refers to the willingness to accept responsibility and the
manner in which it is carried out. Ask yourself ? 1 2 3 44 5
* Is employee able to acknowledge the need for improvement ?
* Does employee deny responsibility when things go wrong?
7 ACCEPTS CHANGE
Refers to the adaptability, flexibility and willingness to accept
change . Ask yourself ?
* Does the employee accept willingly ?
1 2 3 4 5
* Do they adapt satisfactorally to new sorrounding, new
equipment, new procedures, and new management ?
8 STRESS TOLERANCE
Refers to the ability to cope with pressure and a demanding
tempo ? Ask yourself ?
* Can the employee properly handle high volume situations ?
1 2 3 4 5
* Can the employee cope adequately with staff shortage
situations?
9 INITIATIVE
Refers to self reliance and and abilityto initiate action?
Ask yourself ? 1 2 3 4 5
* Does the employee perform well without constant supervision ?
* Does the employee take opportunities to initiate action ?
10 ABILITY TO MAKE JOB-RELATED DECISIONS
Refers to abilityto anilyze situations and take appropriate
actions? Ask yourself:
* Does employee understand the extent to which job related 1 2 3 4 5
decisions can be made without asking for instructions?
* Are their decisions usually judged to have been appropriate
when they are examined after the action has been taken ?
11 RANGE OF ABILITY
Refers to ability to work multiple stations . Ask yourself :
* Does employee have the ability and willingness to work
more than one stations in the units? 1 2 3 4 5
* Is the employee proficient at the variousstationsthey are
able to operate ?

SUB-TOTAL
 TEAM MEMBER
PERFORMANCE REVIEW FORM

1 Total performance points circled on pages 1 & 2________________________

Overall Summary Appraisal Performance Points

Unsatisfactory Up To 17

Needs Improvement From 18 - 28

Good From 29 - 39

Very Good From 40 - 50

Excellent From 51 - 55

I certify that this evaluation has been discussed with me by my supervisor.

Signed by employee _______________________________________ Date______________________________

2 Comment on perfomance strengths:_____________________________________________________________

___________________________________________________________________________________________

3 Comment on performance weaknesses:_________________________________________________________

___________________________________________________________________________________________

4 What additional training does employee need regarding their present job?

___________________________________________________________________

5 Does this employee deserve a salary increase?.

Yes No

6 Does this employee have potential for promotion ?

Yes No

If yes, to what job?___________________________________________________________________________

If yes: immediate, near-term, or long-term?________________________________________________________

What additional training or development is needed before being promoted?

___________________________________________________________________________________________

___________________________________________________________________________________________

___________________________________________________________________________________________

Endorsements

Rated by ( Asst. Manager )___________________________________ Signature / Date ____________________

Reviewed by ( Store Manager ) Oliver Rala #1669 Signature / Date ______________________

Noted by ( Area Manager )_____________________________________ Signature / Date ____________________