Assistant Manager Performance Mgmt Form

Assistant Manager Performance Mgmt Form

Retention-HR Basics-Assistant Manager Performance Mgmt Form

3/15/2013

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Assistant Manager Performance Mgmt Form

Salaried Assistant Manager Date: INSTRUCTIONS: The Assistant Manager Performance Appraisal is divided into four Restaurant Performance Measures (RPM) sections: Grow Sales, C.H.A.M.P.S., Build Great Teams and Make Plan. Under each section are Leadership Behaviors and RPM Results. Evaluate the Assistant Managers job performance on each RPM category and provide an evaluation using the following scales: 5 = Significantly Above Target (SAT) 4 = Above Target (AT) Performance was outstanding and significantly exceeded the key targets and expectations by a wide margin. Performance consistently exceeded the key targets and expectations. Performance consistently met and exceeded some of the key targets and expectations. This is the standard of performance that Tricon expects. Performance missed one or more key targets and expectations. Performance is marginally below required levels. Performance was noticeably below most key targets and expectations. A Below Target rating requires the development of specific action plans, a timetable, and frequent reviews to address the areas needing improvement. Restaurant Cost Center Overall Rating Appraiser

3 = On Target (OT) 2 = Slightly Below Target (SBT)

1 = Below Target (BT)

Retention-HR Basics-Assistant Manager Performance Mgmt Form

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I. GROW SALES (15/100 pts)

GROWS SALES AND ACHIEVE SALES PLAN.
B T SB T AT OT SA T

LEADERSHIP BEHAVIORS (10 points): - Ensure exterior of restaurant is clean and well maintained. - Coach execution of suggestive sale. - Inform Team Members of marketing initiatives and coupons. - Assist RGM in marketing activities as requested. - As assigned: Manage local store marketing programs. Build community relationships for off-premise accounts. RPM Results (5 points): Sales as a % of Growth Plan Actual

B T

SB T

OT

AT

SA T

Comments:

Retention-HR Basics-Assistant Manager Performance Mgmt Form

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II. C.H.A.M.P.S. (30/100 pts)

USES OPERATIONAL PROCESSES TO DELIVER HOSPITALITY, QUALITY PRODUCTS, SERVICE AND 100% CUSTOMER SATISFACTION.
B T SB T AT OT SA T

LEADERSHIP BEHAVIORS (20 points):

- Be a highly visible coach to Team Members. Communicate assignments.

- Control production of quality products that customers crave and rave about through effective food management processes. - Prepare for and recover from rushes. Adjust prep plan and deployment as needed. - Execute shift change & conduct daily opening/closing to ensure readiness for revenue. - Receive and transfer products according to procedures. - Ensure restaurant is clean, safe and sanitary. Manage unscheduled maintenance as needed. - Monitor flows and eliminate bottlenecks in the restaurant. - Resolve customer issues and understand C.H.A.M.P.S. Check Score trends. - Register sales and cash out drivers. - Work in production and service roles as needed. - Train new Team Members on Clean Smart tasks; schedule maintenance and follow-up: follow-up on Clean Smart tasks. Ensure all equipment is clean and in good working order. - Order product as scheduled and take inventory. - Manage the restaurants C.H.A.M.P.S. Check Score process. - As assigned: forecast restaurant needs and determine scheduling/labor needs. Collect schedule inputs and prepare weekly schedule.

B T

SB T

OT

AT

SA T

RPM Results (10oints): C.H.A.M.P.S. Check Score % of deliveries under 39 minutes C.H.A.M.P.S. Excellence Review Scores (blind visits)

Actual

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Comments:

III. BUILD GREAT TEAMS (30/100 pts.)

RECRUITS, SELECTS AND CONTINUALLY DEVELOPS A SUCCESSFUL TEAM THAT IS ALIGNED WITH TRICONS STRATEGY.
B T SB T AT OT SA T

LEADERSHIP BEHAVIORS (20 points):

- Coach Team Members performance daily. Follow-up on tasks.

- Conduct guided practice training in restaurant. - Reward, recognize, and motivate Team Members. - Ensure compliance with all TRI policies (e.g., dress and grooming standards). - Notify RGM of grievances or potential problems. Maintain harassment-free environment. - Set a good performance example for team to follow cast the shadow of a leader. - Create a positive team environment. Listen to and support others. - Hold people accountable for their performance and is personally accountable. - Train team using approved training program. Cross-train team, maintain cross-training plan. - Assist RGM in training and developing shift managers. - Administer progressive discipline as needed. Manage personnel files. - Complete performance appraisals as appropriate; provide Team Members with feedback. - As assigned: Manage recruiting to ensure restaurant is 100% team member staffed. Interview applicants and administer the TMRI. - Instill a How We Work Together Philosophy in Team Members. - As assigned: Select, train and fully manager group of Team Members (e.g., CSRs, Servers).

B T

SB T

OT

AT

SA T

RPM Results (10 points): C.H.A.M.P.S. Check Score % of deliveries under 39 minutes C.H.A.M.P.S. Excellence Review Scores (blind visits)
3/15/2013

Actual

Improvement

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Comments:

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IV. MAKE PLAN (25/100 pts.)

USES FINANCIAL AND QUANTITATIVE INFORMATION TO EFFECTIVELY MANAGE. PROACTIVELY IDENTIFIES AND DIAGNOSES FINANCIAL CONTROL OPPORTUNITIES AND TAKES ACTION.
B T SB T AT OT SA T

LEADERSHIP BEHAVIORS (15 points):

- Manage cash by using Tricon control procedures.

- Conduct daily critical inventory. - Reconcile cash and deposit and P&A. Manage coupon redemption. - Adjust labor schedule and deployment as customer patterns change during shift. - Ensure restaurant compliance with all audit requirements (e.g., inventory and cash control). - As assigned: Conduct Period P&L reviews. Manage Semis or PCA.

B T

SB T

OT

AT

SA T

RPM Results (10 points): CP as a % of Plan

Actual

CP Flow-Through

Comments:

EXPECTATIONS FOR NEXT YEAR

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Within each role area, note performance expectations for the upcoming year (include RPM goals as appropriate). For example, In the next 12 13 periods, I would like you to focus on GROW SALES

C.H.A.M.P.S.

BUILD GREAT TEAMS

MAKE PLAN

OVERALL PERFORMANCE RATING

INSTRUCTIONS: In the column labeled RATING POINTS, enter the point value that corresponds to the overall rating that was given. Multiply each rating point by its respective weight to determine TOTAL POINTS. Sum the TOTAL POINTS scores to determine SUBTOTAL POINTS, then sum these to determine TOTAL POINTS and the corresponding OVERALL PERFORMANCE RATING. RATING POINTS I. GROW SALES (15/100 pts) A. Leadership Behaviors B. RPM Results WEIGHT x 10 = x5= SUBTOTAL POINTS I = II. C.H.A.M.P.S. (30/100 pts) A. Leadership Behaviors B. RPM Results III. BUILD GREAT TEAMS (30/100 pts) A. Leadership Behaviors B. RPM Results x 20 = x 10 = SUBTOTAL POINTS II = x 20 = x 10 = SUBTOTAL POINTS III = IV. MAKE PLAN (25/100 pts) A. Leadership Behaviors B. RPM Results TOTAL POINTS

x 15 = x 10 =

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SUBTOTAL POINTS IV =
SAT = SIGNIFICANTLY ABOVE TARGET (>424 Pts) AT= ABOVE TARGET (365-424 PT.) OT = ON TARGET (270-364 PTS) SBT = SLIGHTLY BELOW TARGET (190-269 Pts) BT = BELOW TARGET (<190 PTS)

TOTAL POINTS (ADD I, II, III, IV) OVERALL RATING:

Overall Comments:

SIGNATURES:
Assistant Manager: Restaurant General Manager: Area Coach: Date: Date: Date:

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