Performance Review Form

Team Leader
Name:
(Restaurant General Manager)

Yrs. Service in Company: Yrs. Service in Present Position:

Period of Review: TO

This review is to be conducted in a professional manner and environment. The sole purpose of this
review is to objectively evaluate the performance of the manager and to establish their strengths and
opportunities in the following areas:
1. Performance of Essential Duties and Responsibilities
2. Leadership and Management Skills
3. Adherence to Company and Corporate Policies and Procedures

Restaurant General Manager's Responsibility:

At least two weeks prior to the date the DM/MD is conducting the evaluation, he/she should advise the RGM to review and
rate their own performance on this form. They will rate themselves using the Performance Rating System included and must
write their rating in the "Self" section for each category on the review. The RGM should then add together the total points
for each section. The RGM should also provide written comments in the "RGM Comment" section regarding their
performance in that category. These comments should justify the rating given for the responsibilities in that section and detail
the category goals the RGM has set for themselves for the next year. After the RGM has completed their "Self" evaluation,
the he/she should give the review to their supervisor to complete.

District Manager/Managing Director's Responsibility:

After the RGM has completed their "Self" evaluation and given you the form, you should use the same form to rate the
manager's performance using the Performance Rating System included and mark your ratings in the "Supervisor" section for
each category on the review. Please also include comments in the section provided after each rating criteria. Your comments
should include notes on the manager's strengths and opportunities in each section. You should then add together the total
points in the "Supervisor" column for each section. If you are going to request a pay increase for the manager, you should
discuss the suggested increase with your supervisor and get approval from the Vice President of Operations before
discussing an increase with your manager at the designated review meeting.

During the designated review meeting, you will have the opportunity to compare appraisals and openly discuss how either
party rated each skill and/or responsibility. This discussion should generate constructive thoughts and comments on each
side. You should also discuss the results of the manager's last scorecard to help identify key opportunities at the manager's
restaurant. Based upon the ratings and scorecard review, you should both work together to create written review goals and
objectives.
 Performance Review Form
Team Leader

PERFORMANCE RATING SYSTEM

Rate the individual's performance rather than their personal qualities. Ratings and comments should be
based objectively on facts (scorecard data and relevant feedback) as well as based on your observations of
the manager's performance.

Rate each of the essential duties and responsibilities listed using the following guidelines:

Rating Definition Details

5 Significantly Above Expectations
Consistently displays the behavior beyond what is
expected for the role. Sets an example for others.

4 Above Expectations
At times displays the behavior above what is expected for
the role.

3 Meets Expectations
Displays the behavior as expected for the role.

2 Below Expectations
At times does not exhibit the behavior as expected for the
role.

1 Significantly Below Expectations

Consistently does not exhibit the behavior as expected for
the role.

U Unable To Access
New to this role and still developing or learning results
expected. Does not apply to this person.

Any rating which is designated as (2) Below Expectations, (1) Significantly Below Expectations or (U)
Unable to Access must be substantiated by written comments justifying the rating given. You must be
specific and site examples.

Goals and Objectives

In the final section of the review you are to work together with the RGM to establish goals and objectives. These goals and
objectives should include:

1. Steps to improve performance in any of the areas you rated the RGM as (2) Below Expectations, (1) Significantly Below
Expectations or (U) Unable to Access.
2. Present the manager with steps to improve their performance or better prepare them for promotion.
3. Be specific and give a time table for reaching goals.
4. State need for additional training and which duties and essential duties and responsibilities need greater attention.

5. Discuss how the manager visualizes his/her advancement potential and personal promotion objectives.
 Performance Review Form
Team Leader
INSTRUCTIONS : The RGM must complete the "Self" rating section for each essential duty and responsibility using the Performance Rating System outlined
below. The DM/MD/DO must then complete the "Supervisor" rating section. Please rate the RGM by determining whether there is evidence of consistent and
effective displays of the essential duties and responsibilities described. Based upon the results below, a Development Plan with Goals and Objectives will be
created.

Essential Duties and Responsibilities

Leads Restaurant Operations: The RGM should possess outstanding leadership skills that build, Self Supervisor
inspire and motivate all team members; they should also possess the following key performance factors
that influence all aspects of restaurant operations.
 Provides a positive general attitude towards subordinates, supervisors, vendors and the Company. Shows
sincere interest and enthusiasm.
 Sets the example for team in the areas of maturity, professionalism, punctuality and dress code.
 Cooperates with supervisor and subordinates in a positive productive manner. Acts as a team player to
accomplish goals. Is tolerant of the ideas, interest, problems and worth of others.
 Plans and organizes restaurant goals and objectives. Sets goals that are specific, measurable, attainable,
realistic and time bound. Involves all subordinates in accomplishing these goals and objectives.
 Uses sound, good judgment in making decisions. Avoids snap judgments based on inadequate facts and
uses common sense. Handles crisis by being calm and in control. Follows Company policies when dealing with crisis
situations.
 Follows up to assigned tasks, responsibilities and objectives. Ensures completion regardless of obstacles
and completes tasks in a timely manner.
 Communication with others is in a concise and intelligent manner, and has ability to present material
effectively. Counsels with team members in both verbal and written form when necessary.
 Shows initiative in seeking out work and completes duties with little or no supervision.
Leads Operations- Total Points
Leads Operations- RGM Comments:

Leads Operations- DM/MD Comments & Action Plan:

Leads Operations Excellence: Directs efficient and accurate preparation and sale of products and Self Supervisor
preventive maintenance of restaurant facilities for Customer Promise delivery.

 Provides operations direction to team in a clear, concise and positive way and coaches others to lead
operations. Sets an example for team by working hard to implement shift plans and ensure swift and smooth
operations.
 Identifies and resolves bottlenecks in operations to improve speed of service. Maintains speed of service standards
and goals in restaurant. Gets the right people involved to prevent and resolve restaurant equipment problems.

 Monitors Company and Corporate operational programs, processes and metrics to identify restaurant
issues. Involves management team in resolving operational challenges.
 Demonstrates patience and a positive attitude with management team and crew members while delegating
tasks and giving production instructions.
PERFORMANCE RATING
SYSTEM
5 - Significantly Above Expectations 4 - Above Expectations 3 - Meets Expectations
2 - Below Expectations 1 - Significantly Below Expectations
 Performance Review Form
Team Leader
Leads Operations Excellence: Directs efficient and accurate preparation and sale of products and Self Supervisor
preventive maintenance of restaurant facilities for Customer Promise delivery.

 Understands and has basic knowledge of equipment troubleshooting, minor repair and adjustment. Has
ability to train team on basic troubleshooting and maintenance. Prepares a list of maintenance items and repairs for their
supervisor on a weekly basis.
 Conducts regular unannounced documented visits to the restaurant ensuring operational standards.
 Maintains acceptable operational and safety standards as measured by the Operations Excellence Review
and Ecosure visits.
Leads Operations Excellence- Total Points
Leads Operations Excellence- RGM Comments:

Leads Operations Excellence- DM/MD Comments & Action Plan:

Leads Guest Experience Delivery: Motivates and directs team members to do what it takes to exceed Self Supervisor
customer expectations with food and friendly service in clean surroundings.

 Makes a professional impression on customers and team through positive and friendly attitude and proactive
interaction to seek feedback on customer experience. Works with team to act on customer feedback and resolve customer
complaints in a timely, friendly and professional manner.
 Directs team to take pride in the details of delivering the Customer Promise and Brand Delivery Standards.

 Demonstrates flexibility to meet different team needs to ensure Customer Promise delivery.
 Implements BKC National Marketing plans and timely posting of promotional materials.
 Identifies and implements local strategies to market the restaurant and promote restaurant involvement in
the community.
 Understands and can effectively communicate Guest Trac results with team. Uses information to improve
upon Guest Experience.
Leads Guest Experience Delivery- Total Points
Leads Guest Experience Delivery- RGM Comments:

Leads Guest Experience Delivery- DM/MD Comments & Action Plan:

PERFORMANCE RATING SYSTEM

5 - Significantly Above Expectations 4 - Above Expectations 3 - Meets Expectations
2 - Below Expectations 1 - Significantly Below Expectations
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Team Leader
Builds Team Talent: Provides coaching and feedback to crew and managers on crew stations, BKC Self Supervisor
products, processes and policies; leads restaurant management team in recruiting, selecting and
retaining effective crew talent.
 Delegates work to team members in a way that encourages them to work together to ensure the restaurant
operates to BKC and Company standards.
 Coaches management team members on people leadership skills and management tools for maximum
efficiency and promotability; makes them feel their contributions are valuable. Reviews restaurant’s operational, financial
and marketing targets and results to set challenging goals for self and team, and provides timely performance feedback and
ensures accountability.
 Conducts ongoing written performance reviews of all team members. These reviews should include written
performance goals.
 Coaches management team with knowledge of employment laws and Company policies and delegates new
responsibilities in building crew talent. Leads by example by adhering to all Company policies and standards at al times.
Leads the development and implementation of strategies to identify/hire/promote/orientate and retain effective crew talent;
assists supervisor with management recruitment and selection. Trains using Company/Corporate training methods. Identifies
and develops employees with potential for advancement.

 Identifies effective team members who are “at-risk-of-departing” and takes appropriate action for retention.
Maintains order and discipline among employees supervised, including reprimands, suspensions and
recommendations of employment termination.
Builds Team Talent- Total Points
Builds Team Talent- RGM Comments:

Builds Team Talent- DM/MD Comments & Action Plan:

Manages Restaurant Profit and Loss: Assumes full responsibility for the restaurant profit and loss Self Supervisor
management by implementing marketing strategies; following cash control/security procedures;
maintaining inventory; managing labor; and applying financial report analysis to enhance restaurant
results.
 Optimizes profit and loss by ensuring proper scheduling and positioning of crew and management. Prepares
restaurant financial plan to include sales, operating expenses and profits.
 Oversees the forecasting, ordering, accounting and maintaining of store product and supply inventories.
 Coaches team to effectively implement marketing/sales strategies (i.e., suggestive selling, etc.)
 Seeks best practices from others to enhance use of restaurant financial controls.
 Holds team accountable for company cash control policy including deposit policy.
 Coaches management team to identify new ways to enhance restaurant profit and loss with marketing,
inventory and labor management.
Manages Restaurant Profit and Loss- Total Points
Manages Restaurant Profit and Loss- RGM Comments:

PERFORMANCE RATING
SYSTEM
5 - Significantly Above Expectations 4 - Above Expectations 3 - Meets Expectations
2 - Below Expectations 1 - Significantly Below Expectations
 Performance Review Form
Team Leader
Manages Restaurant Profit and Loss: Assumes full responsibility for the restaurant profit and loss Self Supervisor
management by implementing marketing strategies; following cash control/security procedures;
maintaining inventory; managing labor; and applying financial report analysis to enhance restaurant
results.
Manages Restaurant Profit and Loss- DM/MD Comments & Action Plan:

Ensures Restaurant Compliance: Enforces compliance of government regulations, employment law, Self Supervisor
food safety, security, operations and Company/Corporate policies and procedures relating to all
restaurant activities across shifts.
 Directs the team to maintain BKC restaurant and equipment cleanliness and sanitization standards. Has
read OPS manual and can answer most, if not all, operational questions.
 Ensures all required BKC operational systems and tools are used and documented at all times. Follows-up
with team regarding compliance and completion. Items include beef cookout logs, daily planners and other operational
documentation.
 Takes initiative to immediately take action on violations of safety, sanitation and security policies by reporting
violations to supervisor; performs appropriate damage control; and identifies long-term prevention measures.

 Maintains all required documentation in restaurant as it relates to employee files, safety, security and
sanitation.
 Motivates and educates restaurant team to comply with loss control procedures and to maintain a safe and
secure environment for customers and the team.
 Shows supervisor that he/she can be relied upon to maintain restaurant compliance.
 Works with restaurant management to identify indicators of compliance issues across shifts and leads
restaurant audits.
 Meets all required deadlines and due dates for company paperwork/reports, including daily, weekly and
monthly items.
Ensures Restaurant Compliance- Total Points
Ensures Restaurant Compliance- RGM Comments:

Ensures Restaurant Compliance- DM/MD Comments & Action Plan:

PERFORMANCE RATING SYSTEM

5 - Significantly Above Expectations 4 - Above Expectations 3 - Meets Expectations
2 - Below Expectations 1 - Significantly Below Expectations
 Performance Review Form
Team Leader
Review of Current Store Scorecard Performance: Please review RGM performance level as detailed on the current store
scorecard.

Review of Current Store Scorecard- RGM Comments:

Review of Current Store Scorecard- DM/MD Comments & Action Plan:

Performance Review Rating Totals

Total Category Points Average Category Total
Leads Restaurant Operations
(40 possible points) [8 questions]

Leads Operations Excellence Average Category Total=

(35 possible points) [7 questions] Each category total points
divided by # of questions in
Leads Guest Experience Delivery
category. Round to the nearest
(30 possible points) [6 questions]
(.0).
Builds Team Talent EXAMPLE:
(25 possible points) [5 questions] For Leads Oper. Excellence
category, if you score 35 total
Manages Profit and Loss
(30 possible points) [6 questions] category points divide that
number by 8 (# of questions in
Ensures Restaurant Compliance that category). It is 4.375. Then
(40 possible points) [8 questions]
round to nearest (.0), which is
Totals Total Average=
All category averages
added together then

PERFORMANCE RATING SYSTEM

5 - Significantly Above Expectations 4 - Above Expectations 3 - Meets Expectations
2 - Below Expectations 1 - Significantly Below Expectations
 Performance Review Form
Team Leader
Review Goals and Objectives

1.

2.

3.

4.

5.

6.

7.

Review Prepared By (Printed Name) Date

Signature of Preparer

Restaurant Manager's Comments

Manager's Printed Name Date

Manager's Signature