Crew Memeber Career Development Quarterly Evaluation

Crew Member’s Name ______Date of Evaluation ______

For Period of ______through ______Evaluated by ______

PURPOSE

The performance appraisal is a critical phase of the performance management process. This for is used to record performance results against objectives, to communicate performance and development feedback, and to determine the appropriateness of a salary adjustment. Success in achieving these objectives serves as the basis for ultimately improving the level of customer satisfaction at Little Caesars.

PERFORMANCE MANAGEMENT PROCESS

PLANNING PHASE Establish individual objectives and communicate management performance expectations.

PERFORMANCE PHASE Monitor performance and provide ongoing coaching and feedback.

APPRAISAL PHASE Evaluate performance and conduct appraisal meeting. (“What’s measured is treasured.”)

DEVELOPMENT PHASE Link development plan to performance opportunities.

DEFINITION OF PERFORMANCE LEVELS

Read these carefully before beginning the appraisal process. If necessary, refer back to these definitions when rating the manager’s performance.

1 2 3 4 5

Unacceptable Below Standard Meets Standard Exceeds Standard Outstanding

Employees has not met the Employees occasionally but Employee performs duties Employees meets all and Employee consistently

Job requirements. Close & not consistently or completely and consistently meets job exceeds most job exceeds job requirements

Constant supervision is meets job requirements. Requirements. Requires requirements. Employee Employee exceeds all

Needed. IMMEDIATE Requires above normal normal supervision. Meets some of the goals goals & objectives set

IMPROVEMENT IS supervision. IMPROVEMENT and objectives from previous during previous

NECESSARY. IS NECESSARY. Evaluation. Requires below evaluation. Requires

Normal supervision. Little or no supervision.

DIMENSIONAL EVALUATION RATING

Instructions:

¡  Identify areas for improvement by checking ü the corresponding circle (s).

¡  Using the scale provided, rate the manager’s overall performance for each dimension.

¡  Make comments regarding the manager’s areas of strength and / or areas for improvement

1 2 3 4 5

Unacceptable Below Standard Meets Standard Exceeds Standard Outstanding

I Know What To Do

¡  If I don’t, I find out.
¡  I am open to learn, and willing to change.
¡  I practice the Priority Guidelines.
¡  I know and care about product freshness.
¡  I know the specs and follow the recipes. / ¡  I always make perfect pizzas to be proud of.
¡  If it’s not perfect, I don’t serve it.
¡  If something is not up to standards, I won’t let it slide.
¡  I stay productive, even when no one is looking.
¡  I’m all over it…no excuses!

¡ 

Keeping in mind the elements of I Know What To Do, rate the manager’s overall performance.

1 2 3 4 5

Comments:

I am a Team Player

¡  My teammates can always depend on me to do my job.

¡  I am willing to learn new responsibilities.

¡  I am always on time.

¡  I know that change is the name of the game and to win I must be adaptable.

¡  I value my teammates strengths and encourage their growth.

¡  I know my own weakness and work to improve them.

¡  I respect different management and teammate work styles.

¡  I am not a slacker…I perform all my job duties to standard.

¡  I do not let my problems affect my work.

¡  I treat my teammates like customers.

¡  I help make Little Caesars a fun place to work.

Keeping in mind the elements of I Am a Team Player, rate the manager’s overall performance.

1 2 3 4 5

Comments:

I Have Pizza Pride

¡  I lead by example.

¡  I always come to work neat and clean.

¡  I always wear a clean uniform including my hat, pants, shoes, and shirt.

¡  I must be proud of what I do or what I do won’t make me proud.

¡  I will contribute to my store’s winning record.

¡  I am proud to make REALLY GOOD FOOD.

Keeping in mind the elements of I Have Pizza Pride, rate the manager’s overall performance.

1 2 3 4 5

Comments:

I Exceed My Customers Expectations

¡  I greet everyone like my favorite neighbor.

¡  I get to know my customers.

¡  I use names when I learn them.

¡  I listen carefully to each customers order—I wanna make it right.

¡  If its not good enough for me its not good enough for my customers.

¡  I say Thank You and I mean it.

¡  I keep ‘em coming back by exceeding their expectations.

¡  I see my store’s appearance and service through my customer’s eyes.

Keeping in mind the elements of I Exceed My Customers Expectations, rate the manager’s overall performance

1 2 3 4 5

Comments:

I am Financially Responsible

¡  I $uggestively $ell.

¡  I participate in building sales.

¡  I handle money responsibly—checking it 3 times.

¡  I protect my store against loss or theft.

¡  I guard against damage.

Keeping in mind the elements of I Am Financially Responsible, rate the manager’s overall performance.

1 2 3 4 5

Comments:

OVERALL PERFORMANCE RATING

Instructions:

è  Record ratings for each dimensional and operational area of performance.

è  Calculate and record the sum of each dimensional and operational rating.

è  Using the scale provided, indicate the overall rating by filling the appropriate bubble.

Part I: Dimensional Evaluation Ratings Rating

I Know What To Do ______

I Am a Team Player ______

I Have Pizza Pride ______

I Exceed My Customer’s Expectations ______

I Am Financially Responsible ______

Sum of Dimensional Evaluation Ratings ______

1 2 3 4 5

Unacceptable Below Standard Meets Standard Exceeds Standard Outstanding

5 to 9 10 to 13 14 to 17 18 to 21 22 to 25

Prepared by:

Signature Date

Crew Member’s Acknowledgment:

(The Crew Member’s signature indicates that the evaluation was reviewed and discussed. It does not necessarily indicate agreement.)

Crew Member’s signature Date

Crew Member’s comments:

1