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    Assessment 2 - Task 1 - Performance Management Policy

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    Nadeeka sanjeewani
    This policy outlines Pesto's restaurant's annual performance appraisal process for all staff. Managers are responsible for providing written performance appraisals and feedback to align employee goals with organizational objectives. The appraisal process involves employees submitting self-appraisals which managers consider, then rating employees on a scale of 1 to 5. Managers must meet with employees to discuss appraisals and address any performance issues. All documentation is stored in employee files and reported to managers.

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    Assessment 2 - Task 1 - Performance Management Policy

    Uploaded by

    Nadeeka sanjeewani
    45 views3 pages
    This policy outlines Pesto's restaurant's annual performance appraisal process for all staff. Managers are responsible for providing written performance appraisals and feedback to align employee goals with organizational objectives. The appraisal process involves employees submitting self-appraisals which managers consider, then rating employees on a scale of 1 to 5. Managers must meet with employees to discuss appraisals and address any performance issues. All documentation is stored in employee files and reported to managers.

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    This policy outlines Pesto's restaurant's annual performance appraisal process for all staff. Managers are responsible for providing written performance appraisals and feedback to align employee goals with organizational objectives. The appraisal process involves employees submitting self-appraisals which managers consider, then rating employees on a scale of 1 to 5. Managers must meet with employees to discuss appraisals and address any performance issues. All documentation is stored in employee files and reported to managers.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    45 views3 pages

    Assessment 2 - Task 1 - Performance Management Policy

    Uploaded by

    Nadeeka sanjeewani
    This policy outlines Pesto's restaurant's annual performance appraisal process for all staff. Managers are responsible for providing written performance appraisals and feedback to align employee goals with organizational objectives. The appraisal process involves employees submitting self-appraisals which managers consider, then rating employees on a scale of 1 to 5. Managers must meet with employees to discuss appraisals and address any performance issues. All documentation is stored in employee files and reported to managers.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 3

    PERFORMANCE MANAGEMENT POLICY

     Scope

    This policy applies to all staff at Pesto’s restaurant. 

     Policy Statement

    All staff employees of Pesto’s restaurant are expected to receive an annual written Performance
    Appraisal. Managers/supervisors are responsible for initiating, managing and completing the
    Performance Appraisal process.  If an employee has been at Pesto’s restaurant for less than six
    months at the time of appraisals, it is not necessary to provide a written Performance Appraisal,
    however it is expected that they will receive regular feedback on their performance until the next
    appraisal cycle. This annual Performance Appraisal will be used to:

     Align annual individual goals with unit and Pesto’s restaurant goals 
     Provide feedback on progress against goals 
     Promote the improvement of individual performance

     Process

    Annual Appraisals

    1. Each unit will follow a calendar year cycle and determine their internal timelines based
    on HR guidelines. The appropriate timeline should be shared with staff prior to the start
    of the evaluation process.

    2. Each division and/or unit may create its own format for evaluating its staff.  

    a. Appraisal format must follow guidelines provided by HR (Staff Appraisal


    Forms). 

    b. All appraisals must include the official Staff Performance Appraisal signature
    page found on the HR website.
    3. All employees are encouraged to submit a self-appraisal. 

    a. The document is expected to include a summary of contributions, assessment of


    progress towards established goals, and areas of improvement and/or
    development.

    b. The self-appraisal document must be considered by the manager when


    completing the formal appraisal.

    c. Submitted self-appraisals must be attached to the Performance Appraisal that is


    sent to the second-level supervisor and Human Resources. 

    d. Exceptions to preparation of a self-appraisal may be made with agreement


    among the employee, manager and the second level supervisor.

    4. All staff will be appraised on a scale of 1-5 (whole numbers only).  No other scale may
    be substituted. The definitions of these numbers are:

    5= Outstanding

    4= Exceeds Expectations

    3=Successful/ Meets Expectations

    2= Does Not Meet Expectations

    1= Unsatisfactory

    5. The final appraisal, including all related documents and appropriate signatures must be
    forwarded to Human Resources in accordance with the pre-established timeline. The
    manager must provide the employee with a copy of all final appraisal documentation.

     Process of addressing performance issues


    1. Any employee that receives a 1 or 2 rating overall on his/her appraisal must receive
    performance documentation as applicable (e.g. Performance Improvement Plan (PIP)),
    written warning, or outlined in next performance year’s plan of work/goals & objectives).
    If someone is already on a PIP for the appraisal year, the manager is encouraged to
    consult with HR before the appraisal is shared with the employee.
    2. Managers must meet with each employee to review and discuss their performance; the
    written appraisal can be given to the employee before, during, or after this meeting. Upon
    receipt of the written appraisal, the employee will be allowed at least two business days
    to review it before responding to or signing the appraisal. The employee will have the
    opportunity to include a response to the appraisal that will become part of the official
    documentation.

    Training

    Managers must receive HR-approved training on performance management. Second level


    supervisors should ensure that the managers they supervise are trained appropriately in Pesto’s
    restaurant performance management policies and processes.

     Documentation and record keeping requirements

    After all colleges/divisions have completed the performance appraisal process and cycle, Human
    Resources will provide an annual report to restaurant managers that includes statistics regarding
    Staff Performance Appraisals from the respective performance year. Each employee
    performance appraisal form should attach with their personal file.

    Responsible Office:  Department of Human Resources

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