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