GAH Assistant Manager Review

Information

Document No.
Audit Title
Client / Site
Conducted on
Prepared by
Location
Management Team Member Being Reviewed

ASSISTANT MANAGER REVIEW

INSTRUCTIONS

Purpose is to provide feedback, clarify expectations, and establish goals for future development. As you complete this form, please keep in mind that this feedback is based off of multiple factors that have been looked at by the reviewer. Also remember that the most effective feedback is supported with specific examples. Whenever possible, provide details or specific situations to back up or illustrate a comment or rating.
The next section is an opportunity for the employee or supervisor to discuss performance of the core competencies using the three color rating scale detailed below. For any area where the employee is rated as "Red" or "Yellow", detail the expectations that the employee is not meeting and provide specific measurable actions and/or steps that should be taken to help improve the employee’s performance.
1 – Below Target: Fails to exhibit the behavior or skill. This rating is reserved for individuals whose performance is clearly below minimum job requirements and expectations, and consistently falls short of performance standards that may include quality and quantity of work.
2 – On Target: Results consistently meet all performance requirements in a reliable and consistent manner.
3 – Above Target: Clearly outstanding performance resulting in exceptional accomplishments in all aspects of the position. Little opportunity or need for improvement.

BEHAVIORS

TEAMWORK: Encourages cooperation to accomplish team goals; promotes a respectful and inclusive work environment
EFFECTIVE COMMUNICATION: Effectively interacts with all members of the team; encourages open and honest communication throughout the drive-in.
DEVELOPING TALENT: Fosters an environment where people are challenged to grow and develop; uses opportunities for coaching and feedback to improve the performance of the team.
STAFFING AND TRAINING: Creates capable, effective teams with proper staffing and training practices; follows up with new employees to ensure mastery of Sonic procedures.
GUEST SERVICE: Recognizes the guest as the primary focus and acts accordingly; sets a high standard for exceeding guest expectations and motivates the team by role modeling effective service behaviors.
PROBLEM SOLVING: Generates workable, rational solutions while maintaining decisiveness and an appropriate sense of urgency.
JOB KNOWLEDGE: Ensures standards are upheld and procedures are followed at all times; clearly communicates company policies and guidelines.
STRESS MANAGEMENT: Remains calm and professional when handling problems; Takes the lead when problems arise
HMS ASSESSMENT: Supervisor should not disclose HMS Assessment scores to candidates, but should use the candidate feedback report found in the HMS system to coach candidates on how they can be even more effective. This information can be used for coaching to help set the candidate up for future success.
- Recommended
- Recommended With Qualificatioins/Reservations
- Not Recommended

OPERATIONS RESULTS

IX KNOWLEDGE: Reports, Receipts, Transfers, troubleshooting etc.
LABOR CONTROL KNOWLEDGE: Scheduling, Projections, Labor Chart, Forecasting, etc.
TRUCK ORDERS/INVENTORIES: Uses IX xpress order, understands xpress order, Accuracy, Order Entry, etc.
E-LEARNING/Training Minutes CERTIFICATIONS: All Training Minutes Completed (Orientation, Annual Certifications, Position Training, and RED Books)
SERVE SAFE SCORE: Green= >90%, Yellow= 80%-90%, Red= <80%