Employee Evaluation Form for Bartender
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FAQ
Level of execution. Quality of work. Level of creativity. Amount of consistent improvement. Customer and peer feedback. Sales revenue generated. Responsiveness to feedback. Ability to take ownership.
Be proud. One major goal of the self-evaluation is to highlight your accomplishments and recollect milestones in your professional development. Be honest and critical. Continuously strive for growth. Track your accomplishments. Be professional.
There are three main methods used to collect performance appraisal (PA) data: objective production, personnel, and judgmental evaluation. Judgmental evaluations are the most commonly used with a large variety of evaluation methods.
Communication. Collaboration and teamwork. Problem-solving. Quality and accuracy of work. Attendance, punctuality and reliability. The ability to accomplish goals and meet deadlines.
Be specific. When you set goals and standards for your workers, spell out exactly what they will have to do to achieve them. Give deadlines. Be realistic. Be honest. Be complete. Evaluate performance, not personality. Listen to your employees.
Self-Evaluation. A self-evaluation requires an employee to judge his or her own performance against predetermined criteria. Behavioral Checklist. 360-Degree Feedback. Management by Objectives. Ratings Scale.
Gather information. List employee responsibilities. Use objective language. Use action verbs. Compare performance ratings. Ask open-ended questions.
Set Performance Standards. Set Specific Goals. Take Notes Throughout the Year. Be Prepared. Be Honest and Specific with Criticism. Don't Compare Employees. Evaluate the Performance, Not the Personality. Have a Conversation.