What are the standards for the head chef's end of year assessment of employees in 2017

Daily assessment is done well, the end of the year performance can be done easily, it is the end of the year again, how is your backroom assessment done? Below, I will tell you about the head chef end of the year assessment of staff standards, come and take a look!

The implementation of the five constant

The basis of the assessment: reference to the quarterly chain of stores carried out by the Ministry of Kitchen Affairs, the five constant inspection results

Scoring method: each shot deducted 1 point

The five constant management is a feature of the management of the kitchen, and it should be consistently carried out to carry out the implementation of it. The Kitchen Department attaches great importance to this work, and will organize a chain inspection once a quarter, mainly in the form of photo evidence, so the results are more authoritative. Each implementation of the Pentagram failed to pass the place deducted 1 point.

Safety, Discipline

Assessment based on: reference to the kitchen or administrative issued punishment notification

Scoring method: each punishment notification deduct 5 points. The whole year no penalty notification reward 10 points

Safety, discipline is also an important part of the assessment of the daily management of the head chef, the assessment of the standard through the administration of the circular issued to score, more convincing. The need for notification is basically a greater responsibility for the incident, this will be included in the assessment content is also necessary.

The examination results

The basis of the examination: reference to the Ministry of Kitchen Organization of the training examination results and standard score line

Scoring method: each exceeding 1 point reward 1 point; vice versa, deducted 1 point

In order to arouse the attention of the head chef of the kitchen to carry out various training exams, it is necessary to include this work in the assessment system. This work into the assessment system. Employees or supervisors of the total average score of the examination will be used as the head chef's results, in this way, the head chef will naturally pay attention to each examination, and will not allow anyone to miss the examination, and will not allow anyone not to participate in the training. The score line set by the kitchen for staff to meet the standard is 85 points, and the supervisor is 90 points.

Talent Training

Assessment basis: refer to the record table of talent output of each store (must be reported to the kitchen administration to be effective)

Scoring method: each training 1, award 5 points; each output of 1 employee, award 2 points

Chain of the development of the store, the need for most of the talent needs to be internally cultivated, this is the consistent practice, so the branch chef can cultivate how many excellent talents is particularly important. However, we all have a *** with the same psychology, their own training of employees are not willing to transfer it to other branches (unless those who are not good management of employees), the need to constantly do the work of coordination to do, which gives the Ministry of Kitchen staff macro-control of the work caused by the pressure and passive.

To solve this problem, the most effective way to make the passive into active is to let the head chef actively and voluntarily recommended to promote the head chef more energy to train talents. Through this incentive, in the future, as long as the kitchen department issued a notice that a branch of the lack of a certain type of talent, the stores will take the initiative to put forward the supply, which is the purpose of the kitchen work to achieve.

The collection of data is relatively simple. When there is a transfer of personnel in a branch, an application form must be submitted to the kitchen department for signature, subject to signature. Considering that the training of talents has always been the weak link of the restaurant chain, so only award impunity.

Gross Profit Rate Index

Assessment based on: reference to the Ministry of Kitchen Affairs to develop a chain of gross profit rate indicators

Scoring method: each more than a point award 10 points, each lower a point deduction of 5 points

Kitchen gross profit rate in the entire catering industry, have been maintained at about the same level. Too high is profiteering; too low, the business is not profitable. Kitchen gross margin to be raised to a very high level is a very difficult thing, but the decline is very easy.

Therefore, when we manage gross margin, we usually use ? control? Two words, the purpose of control 'is to not let the gross margin decline, gross margin does not fall is equal to success. So, if the gross profit margin of the kitchen department improves, the reward points will naturally have to be high, and vice versa, the deduction points are also heavy.

The collection of data is also relatively simple, only the end of the year by the financial chain to provide the chain of stores monthly gross margins for comparison.

Stability of produce

Assessment basis: refer to the quarterly production sampling results of the Ministry of Kitchen Affairs and the standard score line

Scoring method: 2 points for each exceeding 1 point; vice versa, 1 point deduction

Each quarter, the Ministry of Kitchen Affairs will organize a chain of stores to carry out sampling of the production of the sampling can be divided into random sampling and directional sampling, 90 points for passing score line. 90 is the passing score line. Because the quarterly inspection is more comprehensive and fair and impartial, so the results are authoritative, suitable for assessing the assessment of the chef's daily production management.

The data is simple, with 4 quarterly inspection scores throughout the year.

Dish innovation

Reference basis: the number of dishes adopted by the kitchen department with reference to the innovation of the kitchen department of the branch

Scoring method: 10 points for each dish adopted and promoted

Although there is a special technology research and development department, but the kitchen department every year, it will still carry out the innovation of the whole staff, and actively encourage the branch to innovate, so that it can be used to encourage the innovation of the branch, so that it can be used to promote the development of the kitchen. Encourage innovation in the outlets, which can mobilize the enthusiasm of the employees of the outlets to carry out technological innovation, and at the same time can also alleviate the pressure of innovation in the kitchen department. Branch chef to get performance scores, it is bound to take the initiative to organize staff *** with learning, *** with improvement. The premise is that the outlet innovation out of the dishes must be confirmed by the kitchen department and in the chain stores to promote the validity.

Other assessment content

As long as the chain of kitchen department meeting on the head chef of the branch to praise the work, each time to reward 5 points. Kitchen Department from time to time to organize chain chef communication meeting, the meeting, such as the head chef of the specific work matters proposed praise, will be given 5 points of reward, to the minutes of the record shall prevail.

End of year summary

At the end of each year, the kitchen department will be based on the above eight aspects of the reward and punishment points statistics to the head chef to carry out a comprehensive assessment of the assessment, and ranked, and finally in accordance with the standard of each point equivalent to 50 yuan for the reward and punishment. In addition, the first ranked chain stores rewarded 1,000 yuan, the last ranked fine of 500 yuan.

The key to this work is to maintain consistency, can not be interrupted, to the end of the year must be given to cash. In this way, to incentivize the head chef's work enthusiasm.