Model Hospitality KPIs

KPI 1:

KPI Name:

Improve the head spend

KPI Description:

Ensure the client will spend more

Current:

The average per head spend currently sits at $23.00.

KPI Target:

Increase average spend to $26.50

How you will measure this KPI?

Over what time frame?

We will control it with the number of the sales register in our system in each 3 months.

KPI 2:

KPI Name:

Reduce the number of customers were dissatisfied with product and service provisions
KPI Description:

Improve product and service provisions pro-actively with a target of 98% within

Current:

5% of customers is dissatisfied

KPI Target:

Reduce this number for only 2% of dissatisfied

How you will measure this KPI?

Over what time frame?

With our feedbacks information in our page on facebook and the questionnaire in our restaurant; In
9 months.

KPI 3:

KPI Name:

No complaints related to cleanliness of glassware/crockery

KPI Description:

No more complaints related to cleanliness of glassware/crockery are acceptable

Current:
been 16 complaints related to cleanliness of glassware/crockery during the past 5 months

KPI Target:

0 complain

How you will measure this KPI? Over what time frame?

All waiter must check the cleanliness of glassware/crockery before to give to the client. Daily.

New or innovative approaches to meet the KPIs

For each KPI, outline the steps that you think need to be taken to achieve the KPI. You might need to
employ innovative approaches (procedures, processes, systems, technology, etc) to make sure that
you and your team achieve each KPI.

KPI Target

Steps involved to achieve this KPI.

KPI Target 1

Increase total sales per head from $23 to $26.50 per head

Selling drinks is key to increasing sales per customer. Wait staff need be pro-active;

Knowledge of specials and menus.Employing suggestive selling methods.

KPI Target 2

Improve product and service provisions pro-actively with a target of 98% within 9 months.
Provide training for our F&b STAFF, teaching them how to approach our clients and working in
partnership with our KITCHEN to provide the best experiences for clients

KPI Target 3

No complaints related to cleanliness of glassware/crockery are acceptable – procedures must be

implemented to ensure this.

Create new procedures of cleanliness and evolved our staff in these new procedures to be always
aware about that

Constraints to meeting KPIs.

What could prevent you (organisational constraints) from implementing these new techniques?
What needs to be considered?

We believe that with techniques we can improve our reputation in social media and reduce our
complains providing a better service for our client. We need to consider that our staff are the key
point for implement these new techniques so we have to involve them in all process.

What to do if KPIs are not met.

What will you do if you identify that staff members struggle or do not achieve the set targets? Think
about the technique you would use to find where the problem lies, who you would communicate
with and the steps involved in finding a solution.

Meeting

Methods of communication.

What methods of communication will you use to communicate the KPIs to your team?
Face to face

Email

Note board

Part B – Performance Review

Performance reviews are used by managers and supervisors to give and receive feedback from staff.

In this part of the assessment you will create a set of evaluation criteria to monitor and evaluate
your staff. You will need to:

Set Job Responsibilities and Tasks

Relate job responsibilities to specific performance indicators

Employee Feedback

Professional Development

Bonus and Reward Systems

Provide employees with feedback

Delegating tasks

Set Job Responsibilities and Tasks

Choose one Job Role within your department and document the responsibilities for that job role.
JOB TITLE

Responsibilities

Head waiter

Provide table service to tables.

Abide by responsible service of alcohol laws.

Comply with all workplace health and safety guidelines.

Train junior staff on customer service and upselling techniques.

Act as a positive role model by offering excellent customer service.

Supervise junior staff during table service.

Monitor billing and payments of orders during service.

Delegate job tasks to other waiting staff.

JOB TITLE:

Responsibilities

F&B Manager

Manage all F&B and day-to-day operations within budgeted guidelines and to the highest standards

Preserve excellent levels of internal and external customer service

Design exceptional menus, purchase goods and continuously make necessary improvements

Identify customers needs and respond proactively to all of their concerns

Lead F&B team by attracting, recruiting, training and appraising talented personnel

Establish targets, KPI’s, schedules, policies and procedures

Waiter

Providing excellent wait service to ensure satisfaction.

Taking customer orders and delivering food and beverages.

Making menu recommendations, answering questions and sharing additional information with
restaurant patrons.

Bartender

Prepare alcohol or non-alcohol beverages for bar and restaurant patrons

Interact with customers, take orders and serve snacks and drinks

Assess customers’ needs and preferences and make recommendations

Mix ingredients to prepare cocktails

Plan and present bar menu

Check customers’ identification and confirm it meets legal drinking age

Restock and replenish bar inventory and supplies

Stay guest focused and nurture an excellent guest experience

Comply with all food and beverage regulations

Head chef

Control and direct the food preparation process and any other relative activities

Construct menus with new or existing culinary creations ensuring the variety and quality of the
servings

Approve and “polish” dishes before they reach the customer

Plan orders of equipment or ingredients according to identified shortages

Arrange for repairs when necessary

Remedy any problems or defects

Be fully in charge of hiring, managing and training kitchen staff

Oversee the work of subordinates

Estimate staff’s workload and compensations

Maintain records of payroll and attendance

Comply with nutrition and sanitation regulations and safety standards

Foster a climate of cooperation and respect between co-oworkers

Relate job responsibilities to specific performance indicators

Using the job responsibilities you listed in part A, create specific performance indicators.

You will need to:

State what the indicator is

Document how the indicator will be measured

Performance Indicator:

How this will be measured:

Delegate job tasks to other waiting staff and bartenders

All waiting staff to know their own role and tasks for each shift.

Performance Indicator:

How this will be measured:

Delegate job tasks to other chefs

All chefs to know their own role and tasks for each shift.

Performance Indicator:
How this will be measured:

Delegate to the other bartender to make prep list for all drinks

Make sure the bartenders check the prep list and include the items missing for the next shift

Performance Indicator:

How this will be measured:

Increase the client satisfaction

Follow the number of good and bad reviews

Employee Feedback

List 3 methods you can employ to encourage employees to give you open and honest feedback, and
give an example of each:

Method:

Example:

Staff meetings

During each staff meeting devote time to asking for ideas or contributions from staff.

Acknowledge staff who have given feedback.

Method 1-3:
Example:

Daily meeting

As a manager always leave the door of your office open

Never do a criticism in front of other staff

In the beginning of the shifts have a casual conversion with team , ask them what the plan for the
job of the day

The staff are always welcome to get in any time

When you have a poor performance, call the employee and have a private conversation an try to
understand what is going on, never expose for others.

Professional Development

Training and development should help solve problems or skill shortages in the department and
improve both the staff member and the business.

List 3 techniques which you can use to identify problems or skills shortages in your department,
which will help you determine training needs.

EXAMPLE:

TECHNIQUE TO IDENTIFY PROBLEMS OR SKILLS SHORTAGES:

Using customer feedback surveys. Customers making complaints might point you to a problem with
products or service, which may highlight gaps in an individual’s knowledge or skills.

Bonus and Reward Systems

What is the purpose of a reward system?

Reward systemsserve severalpurposesin organizations. Effectivereward systemshelp an organization

be more competitive, retain key employees, and reduce turnover.Reward systemsalso can enhance
employee motivation and reinforce the image of an organization among key stakeholders or future
employees.

List 3 different ways you can reward your employees. For each reward type list any positive or
negative aspects associated with the type of reward.

Reward

Positive

Negative

Financial Rewards

Give promotion

benefits

It can work for a short goals not a long period

It will for sure motivate the employee that get the promotion and push them to keep improving

3. It will for sure motivate the employee that get the benefits as example day off and push them to
keep improving

For a short time in my opinion it works pretty well but with the time people wont be happy with the
amount offered because it will part of the payment
It can make other employees jealous and cause some conflicts

It can make other employees jealous and cause some conflicts

Provide employees with feedback

You should provide feedback to your staff on a regular basis. The method you use to provide
feedback might depend on the time the employee has worked for you, and the context of the
feedback you need to provide.

For each of the following, give an example of a method of feedback (continuous, public, private) you
could use to provide feedback to the employee.

EXAMPLE:

Work Scenario

Feedback Method

Training a new employee.

Continuous positive feedback is needed as each task is learned and completed.

New employees can feel anxious if they are not clearly shown what to do, and given praise as they
learn the ropes.

Work Scenario 1

Feedback Method

Indicating the progress of the team in relation to meeting KPIs.

Showing the progress is a way to motivate the team and show them the good job they are doing .

Work Scenario 2

Feedback Method

The worker needs to be spoken to after a period of poor performance.

It is very important to be honest and follow workers, to give a feedback after a poor performance is
important and also is a way to try understand what is going on and as work together to get better
performance

Work Scenario 3

Feedback Method

Yearly review process.

It is important because in a economy things change on the time and also in a company so review
with your KPI still fit in the moment of the company otherwise change and get a new plan

Delegating tasks

List 3 tasks you must delegate as a manager/supervisor in your department. For each task, define
the benefits to delegating this task:

EXAMPLE:

Task

Benefits of delegation
Supervision of waiting stuff during table service

Saves my time during service.

Increases morale of head waiter.

Creates professional growth for head waiter.

Task 1

Benefits of delegation

Supervision of cummis chefs during prep time

Saves my time during service.

Increases morale of others chefs .

Creates professional growth for other chefs

Task 2

Benefits of delegation

Delegate check list of cleanliness of the kitchen for different chefs or kitchen hand

Show that is a obligation for everyone no just for kitchen hands

Task 3

Benefits of delegation
Delegate for waiters polish cutlery

Win time to work in tasks more important as do roster, do orders etc..

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