Crew Memeber Career Development Quarterly Evaluation
Crew Member’s Name ___________________
For Period of _______ through ________
Date of Evaluation __________
Evaluated by ________________
PURPOSE
The performance appraisal is a critical phase of the performance management process. This for is used to
record performance results against objectives, to communicate performance and development feedback,
and to determine the appropriateness of a salary adjustment. Success in achieving these objectives serves
as the basis for ultimately improving the level of customer satisfaction at Little Caesars.
PERFORMANCE MANAGEMENT PROCESS
PLANNING PHASE
Establish individual objectives and communicate management
performance expectations.
PERFORMANCE PHASE
Monitor performance and provide ongoing coaching and feedback.
Evaluate performance and conduct appraisal meeting. (“What’s
measured is treasured.”)
APPRAISAL PHASE
DEVELOPMENT PHASE
Link development plan to performance opportunities.
DEFINITION OF PERFORMANCE LEVELS
Read these carefully before beginning the appraisal process. If necessary, refer
back to these definitions when rating the manager’s performance.
1
2
Unacceptable
3
Below Standard
Employees has not met the
Job requirements. Close &
Constant supervision is
Needed. IMMEDIATE
IMPROVEMENT IS
NECESSARY.
Employees occasionally but
not consistently or completely
meets job requirements.
Requires above normal
supervision. IMPROVEMENT
IS NECESSARY.
4
5
Meets Standard
Exceeds Standard
Outstanding
Employee performs duties
and consistently meets job
Requirements. Requires
normal supervision.
Employees meets all and
exceeds most job
requirements. Employee
Meets some of the goals
and objectives from previous
Evaluation. Requires below
Normal supervision.
Employee consistently
exceeds job requirements
Employee exceeds all
goals & objectives set
during previous
evaluation. Requires
Little or no supervision.
DIMENSIONAL EVALUATION RATING
Instructions:
 Identify areas for improvement by checking  the corresponding circle (s).
 Using the scale provided, rate the manager’s overall performance for each dimension.
 Make comments regarding the manager’s areas of strength and / or areas for improvement
1
2
Unacceptable
Below Standard
3
4
Meets Standard
Exceeds Standard
5
Outstanding
I Know What To Do


If I don’t, I find out.
I am open to learn, and willing to change.


1
I always make perfect pizzas to be proud of.
If it’s not perfect, I don’t serve it.






I practice the Priority Guidelines.
I know and care about product freshness.
I know the specs and follow the recipes.
If something is not up to standards, I won’t let it slide.
I stay productive, even when no one is looking.
I’m all over it…no excuses!

Keeping in mind the elements of I Know What To Do, rate the manager’s overall performance.
1 2 3 4 5
Comments:
I am a Team Player











My teammates can always depend on me to do my job.
I am willing to learn new responsibilities.
I am always on time.
I know that change is the name of the game and to win I must be adaptable.
I value my teammates strengths and encourage their growth.
I know my own weakness and work to improve them.
I respect different management and teammate work styles.
I am not a slacker…I perform all my job duties to standard.
I do not let my problems affect my work.
I treat my teammates like customers.
I help make Little Caesars a fun place to work.
Keeping in mind the elements of I Am a Team Player, rate the manager’s overall performance.
1 2 3 4 5
Comments:
I Have Pizza Pride






I lead by example.
I always come to work neat and clean.
I always wear a clean uniform including my hat, pants, shoes, and shirt.
I must be proud of what I do or what I do won’t make me proud.
I will contribute to my store’s winning record.
I am proud to make REALLY GOOD FOOD.
Keeping in mind the elements of I Have Pizza Pride, rate the manager’s overall performance.
1 2 3 4 5
Comments:
I Exceed My Customers Expectations








I greet everyone like my favorite neighbor.
I get to know my customers.
I use names when I learn them.
I listen carefully to each customers order—I wanna make it right.
If its not good enough for me its not good enough for my customers.
I say Thank You and I mean it.
I keep ‘em coming back by exceeding their expectations.
I see my store’s appearance and service through my customer’s eyes.
Keeping in mind the elements of I Exceed My Customers Expectations, rate the manager’s overall performance
1 2 3 4 5
2
Comments:
I am Financially Responsible





I $uggestively $ell.
I participate in building sales.
I handle money responsibly—checking it 3 times.
I protect my store against loss or theft.
I guard against damage.
Keeping in mind the elements of I Am Financially Responsible, rate the manager’s overall performance.
1
2 3 4 5
Comments:
OVERALL PERFORMANCE RATING
Instructions:
 Record ratings for each dimensional and operational area of performance.
 Calculate and record the sum of each dimensional and operational rating.
 Using the scale provided, indicate the overall rating by filling the appropriate bubble.
Part I: Dimensional Evaluation Ratings
Rating
I Know What To Do
_______
I Am a Team Player
_______
I Have Pizza Pride
_______
I Exceed My Customer’s Expectations
_______
I Am Financially Responsible
_______
Sum of Dimensional Evaluation Ratings
_______
1
2
Unacceptable
Below Standard
5 to 9
10 to 13
3
4
Meets Standard
Exceeds Standard
14 to 17
18 to 21
5
Outstanding
22 to 25
Prepared by:
Signature
Date
Crew Member’s Acknowledgment:
(The Crew Member’s signature indicates that the evaluation was reviewed and discussed. It does not necessarily indicate agreement.)
Crew Member’s signature
Date
Crew Member’s comments:
3