Speed and accuracymanages time against key priorities

Position Description

POSITION SUMMARY:

Responsibilities

KPI’s

Provide a high level of customer service to members, guests, visitors and fellow employees.

Positive feedback received from patrons and members.

Provides guidance, support and assists with training requirements for new employees.


Responsibilities	KPI’s
Ensure food is prepared in line with standard recipe cards.	Compliance with standard recipe cards.
Mise en place to be completed as outlined in the kitchen operation handbook.	Agreed timeframes are achieved.
	Meals are compliant with standard recipe cards (SRC). Meals are consistently an accurate representation of the photos in the SRC.
Meals are served within reasonable timeframes.	Wait times are within reasonable standards.
Product knowledge of all items on all current menus within areas worked.

Employs food safety best practices and makes sure that all kitchen staff members do the same
Acts with appropriate caution in a dangerous environment where there are knives and high-temperature surfaces
Keeps up with trends in cooking and the restaurant business to ensure that guests have a positive experience
Works quickly and accurately during busy periods, such as weekends and evenings

Position Description

Definitions:

KRA: Key Responsibility Area

Responsibilities

KPI’s

Communicate courteously.

Follows the grievance procedure as required and clearly communicates in a clear and calm manner.

Do not misrepresent the Club by comments made verbally or via online sites such as social networking

Refrain from using behaviours that are abusive, intimidating or patronizing.

Responsibilities

KPI’s

Provide efficient and effective service of all menu items to the required standard of presentation.

In line with SOP’s sound working knowledge of product services and implemented changes with food and beverage menu’s.

Addressing in a professional, timely manner all customer queries or complaints.

Knowledge of Work, Health and Safety Act
Good understanding of Hospitality Service Principles and food handling principles
Desirable – current RCG certificate/competency card.

PHYSICAL REQUIREMENTS

Step 2: Identify the performance gap: - Performance gap is the difference between actual performance and desired performance. What we expect from someone and what we are getting. We can assess the gaps by set KPI’S, some policies and procedures in the workplace. We can also use SOP’s to assess this performance gaps.

Step 3: Clarify expected performance: - Clarify with staff what is expecting from them. For example, what service standards expecting from them. Give them some more examples and try to refer them to the Job description, KPI ‘s and SOP’s

An employee medical file is also maintained. The employee records in the medical file are not available to anyone except Human Resources designated staff and the employee whose records are retained in the file. Medical files contain doctor's notes, FMLA application paperwork, drug test information, required physical information, and other such documentation that relates to an employee's or his family member's medical health.

I-9 Files house employee records that are maintained for all employees in one file that is separate from other employee records. Employers keep this employee record separate from other employee records to maintain employee confidentiality from government officials and other entities who are authorized to review employee I-9s.

Dear staff,

Good morning, this letter is written to draw your attention to aware you about the expected standard of performance which are with the me kindly come the meeting room for further details and apart from that you can any time access your job description and performance management schedule from the employee login.

This coaching session plan is for Sophie

Areas of coaching: -

Q1: You need to follow up the outcomes of Sophie’s coaching session. What techniques do you use to evaluate the outcomes of the informal counselling and coaching sessions?
- Getting feedback from her colleagues. - Go and check by yourself if she is working with right procedures or not.
Q2: What information do you record about Sophie’s performance issue and its resolution?
On the job coaching record Concealing session record
Q3: Where would you record this information and why do you record it?
If anything, happen with Sophie while working or if anything happens with customer by Sophie so we can show that we gave her all the training and it’s not our fault.
Q4: What techniques do you use in the weeks after coaching is completed to ensure Sophie applies her new skills and knowledge successfully?
-By putting her in the situation where she needs to use all her skills which she learns in coaching session.
Q5: Sophie has successfully incorporated her new skills and knowledge into her everyday tasks and is now meeting individual performance standards. How do you acknowledge her achievement and encourage her to continue to strive for excellence?

Expected outcomes of this coaching session and review mechanism

Q1: You need to follow up the outcomes of Mason’s counselling session. How can you evaluate if the actions taken as a result of the formal counselling session have had a positive effect on Mason and the team?
After every counselling session or training session we have to make sure that we are following up the outcomes of those sessions. To follow up we can do observation, We can observe their performance by our self.
Q2: Where would you file the completed counselling summary? Why?

To: team

From: manager