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Performance Appraisal More Powerful with a ResultsOriented Job Description

Written by: Roger Plachy

Article Overview: Confronting employee performance problems is always tricky, but especially when the conversation deteriorates into personal behaviors and personality issues. Unfortunately, most appraisal forms are a hindrance since they include the very personal traits (initiative, attitude. etc.) that should be avoided. The solution is to keep appraisal discussions focused on objective job requirements, especially with a Results-Oriented Job Description.

Performance Appraisal More Powerful with a ResultsOriented Job Description

Performance appraisal discussions are always easy—when they are with successful employees. It’s the conversations with not-so-successful employees that can go right down the sewer.

Managers make a big mistake by trying to discuss personal behaviors and personality issues. There’s a way to talk about these things, but not without a proper foundation. Managers may also be saddled with appraisal forms that structure an appraisal conference around the wrong things, such as, traits, attitudes, and behaviors.

The answer is simple: Performance appraisal must be focused on whether the job was accomplished or not accomplished. Thus, the job description offers the best guide for making such an appraisal.

Now, here’s a finesse. Not just any job description will set the proper foundation for an appraisal discussion. To have an objective conversation, the focus must be on the results produced by behaviors instead of on the behaviors themselves. This is where the Results-Oriented Job Description comes in since traditional job descriptions only list duties and tasks—which turn out to be personal behaviors.

When the result becomes the focus, the employee has the opportunity to first examine the result, and then the reason why it was not accomplished (which by the way, may not be a behavior at all, but a structural or procedural problem).

Here is a Job Performance Appraisal Guide, based on a Results-Oriented Job Description, for a waiter/waitress. You’ll find a standard ruler, and section for comments following each major job result.


Job Performance Appraisal Guide

A guide for appraising an employee’s contribution to job and organization success.


WAITER-WAITRESS


1. PREPARES TABLES FOR DINING
by
cleaning and covering tables; setting utensils, napkins, decorations, condiments, candles, and service plates.

Great! Just want we wanted. 
We have a problem.
Improvement is needed. 
Much, much more than we asked for.

Comments:
_______________________________________________________________________________

_______________________________________________________________________________


2. HELPS DINERS SELECT FOOD AND BEVERAGES
by
presenting menu; suggesting courses; explaining daily specials; answering food preparation questions; offering beverages; identifying appropriate wines.

Great! Just want we wanted. 
We have a problem.
Improvement is needed. 
Much, much more than we asked for.

Comments:
_______________________________________________________________________________

_______________________________________________________________________________


3. TRANSMITS ORDERS TO KITCHEN AND BAR
by
recording diners’ choices; identifying diners’ special dietary needs and requests; noting timing of meal progression.

Great! Just want we wanted. 
We have a problem.
Improvement is needed. 
Much, much more than we asked for.

Comments:
_______________________________________________________________________________

_______________________________________________________________________________


4. SERVES FOOD AND DRINKS
by
picking-up and delivering items from bar, kitchen, and service areas.

Great! Just want we wanted. 
We have a problem.
Improvement is needed. 
Much, much more than we asked for.

Comments:
_______________________________________________________________________________

_______________________________________________________________________________


5. MAINTAINS DINING EXPERIENCE
by
inquiring of needs; removing courses as completed; replenishing utensils; refilling water glasses; being alert to spills or other special needs.

Great! Just want we wanted. 
We have a problem.
Improvement is needed. 
Much, much more than we asked for.

Comments:
_______________________________________________________________________________

_______________________________________________________________________________


6. CONCLUDES DINING EXPERIENCE
by
acknowledging choice of restaurant; inviting diners to return.

Great! Just want we wanted. 
We have a problem.
Improvement is needed. 
Much, much more than we asked for.

Comments:
_______________________________________________________________________________

_______________________________________________________________________________


7. OBTAINS DINING REVENUES
by
totaling charges; issuing bill; accepting payment; returning change or credit card.

Great! Just want we wanted. 
We have a problem.
Improvement is needed. 
Much, much more than we asked for.

Comments:
_______________________________________________________________________________

_______________________________________________________________________________


8. PROTECTS RESTAURANT AND DINERS
by
adhering to sanitation, safety, and alcohol beverage control policies.

Great! Just want we wanted. 
We have a problem.
Improvement is needed. 
Much, much more than we asked for.

Comments:
_______________________________________________________________________________

_______________________________________________________________________________


9. IMPROVES WAITER/WAITRESS JOB KNOWLEDGE
by
attending training sessions; reading technical publications.

Great! Just want we wanted. 
We have a problem.
Improvement is needed. 
Much, much more than we asked for.

Comments:
_______________________________________________________________________________

_______________________________________________________________________________


10. CONTRIBUTES TO FOOD SERVICE AND RESTAURANT SUCCESS
by
welcoming related, different, and new requests; helping others accomplish job results.

Great! Just want we wanted. 
We have a problem.
Improvement is needed. 
Much, much more than we asked for.

Comments:
_______________________________________________________________________________

_______________________________________________________________________________

Related Articles
  360 Degree Appraisals
  How To Run A Staff Appraisal
  Employee Review Writer
  Getting the Performance Appraisal Right
  Are Organizations Utilizing Employee Performance Appraisal Systems optimally?

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