This review is to be conducted in a professional manner and environment. The sole purpose of this review is to objectively evaluate the performance of the manager and to establish their strengths and opportunities in the following areas:

1. Performance of Essential Duties and Responsibilities
2. Leadership and Management Skills
3. Adherence to Company and Corporate Policies and Procedures

CTGM's Responsibility

At least two weeks prior to the date the DM is conducting the evaluation, he/she should advise the CTGM to review and rate their own performance on this form. They will rate themselves using the Performance Rating System included and must write their rating in the "Self" section for each category on the review. The CTGM should then add together the total points for each section. The CTGM should also provide written comments in the "CTGM Comment" section regarding their performance in that category. These comments should justify the rating given for the responsibilities in that section and detail the category goals the CTGM has set for themselves for the next year. After the CTGM has completed their "Self" evaluation, he/she should give the review to their supervisor to complete.

District Manager's Responsibility

After the CTGM has completed their "Self" evaluation and given you the form, you should use the same form to rate the manager's performance using the Performance Rating System included and mark your ratings in the "Supervisor" section for each category on the review. Please also include comments in the section provided after each rating criteria. Your comments should include notes on the manager's strengths and opportunities in each section. You should then add together the total points in the "Supervisor" column for each section. If you are going to request a pay increase for the manager, you should discuss the suggested increase with your supervisor and get approval from your area District Manager or Regional before discussing an increase with your manager at the designated review meeting.

During the designated review meeting, you will have the opportunity to compare appraisals and openly discuss how either party rated each skill and/or responsibility. This discussion should generate constructive thoughts and comments on each side. You should also discuss the results of the manager's last scorecard to help identify key opportunities at the manager's restaurant. Based upon the ratings and scorecard review, you should both work together to create written review goals and objectives.

Any rating which is designated as (2) Below Expectations, (1) Significantly Below Expectations or (U) Unable to Access must be substantiated by written comments justifying the rating given. You must be specific and site examples.

Goals and Objectives

In the final section of the review you are to work together with the DM to establish goals and objectives. These goals and objectives should include:

1. Steps to improve performance in any of the areas you rated the CTGM as (2) Below Expectations, (1) Significantly Below Expectations or (U) Unable to Access.
2. Present the manager with steps to improve their performance or better prepare them for promotion.
3. Be specific and give a time table for reaching goals.
4. State need for additional training and which duties and essential duties and responsibilities need greater attention.
5. Discuss how the manager visualizes his/her advancement potential and personal promotion objectives.

The CTGM must complete the "Self" rating section for each essential duty and responsibility using the Performance Rating System outlined below. The DM must then complete the "Supervisor" rating section. Please rate the CTGM by determining whether there is evidence of consistent and effective displays of the essential duties and responsibilities described. Based upon the results below, a Development Plan with Goals and Objectives will be created.

For each item below, the left column is the Self rating and the right column is the Supervisor rating.

The CTGM should possess excellent leadership skills that assist the store with achieving goals related to operational excellence; as well as possess the following key performance factors that influence all aspects of restaurant operations.

Bin Management- Actual Percent vs goal (compare Quarter vs Quarter improvement).

SMG- Current YTD percentage vs company target - OSAT.

SMG- Current YTD percentage vs company target - Accuracy.

SMG- Current YTD percentage vs company target - Speed.

SMG- Current YTD percentage vs company target - Temperature.

Tablets- Current QTD Sales vs goal achievement (compare Quarter vs Quarter improvement).

Communication with others is in a concise and intelligent manner, and has ability to present material effectively. Counsels with team members in both verbal and written form when necessary.

Window time- YTD goal vs actual (view YOY improvement).

Window time- YTD goal vs actual (view YOY improvement).

Effectively assists efficient and accurate preparation and sale of products and preventive maintenance of restaurant facilities for Guest Encore Experience.

Provides operations direction to team in a clear, concise and positive way and coaches effectively. Sets an example for team by implementing shift plans that ensure swift and smooth operations for your shift.

Maintains speed of service standards and goals in the restaurant on all of your shifts. Gets the right people involved to prevent and resolve restaurant equipment problems or resolve bottlenecks in the operation.

Involves GM or DM management team members in resolving operation challenges as appropriate.

Demonstrates patience and a positive attitude with crew members while delegating tasks and giving production instructions.

Understands and has basic knowledge of equipment troubleshooting, minor repair and adjustment. Has ability to train team on basic troubleshooting and maintenance. Prepares a list of maintenance items and repairs for their supervisor on a weekly basis.

Maintains acceptable operational and safety standards.

Uses sound, good judgment in making decisions. Avoids snap judgments based on inadequate facts and uses common sense. Handles crisis by being calm and in control. Follows Company policies when dealing with crisis situations.

Motivates and directs team members to do what it takes to exceed customer expectations with food and friendly service in clean surroundings.

Makes a professional impression on customers and team through positive and friendly attitude and proactive interaction to seek feedback on customer experience. Works with team to act on customer feedback and resolve customer complaints in a timely, friendly and professional manner.

Instructs team to take pride in the details of delivering the Customer Encore Experience.

Demonstrates flexibility to meet different team needs to ensure Customer Encore Experience.

Follows Zaxby's Marketing plans and timely posting of promotions.

Assists as instructed with local strategies to market the restaurant and promote restaurant involvement in the community.

Understands and can effectively communicate SMG results with team. Uses information to assist & improve upon Guest Experience.

Provides coaching and feedback to crew on Zaxby's products, processes and policies. Assist with recruiting, selecting and retaining effective crew talent.

Staffing- Maintains staffing levels and interviews effectively.

Training and Development- Training facility audit remains at 90% or higher. Manages ZU compliance. Internal/external development of team members. Promotional rollout execution.

Uniform Management- All team members in proper uniform during shift.

HR Function- Onboarding- yearly recap of orientation based on location. Documentation- proper documentation utilized effectively and communicated timely. Recognition- Employee monthly recognition utilization and the use of store communication boards.

Maintains order and discipline among employees supervised, including reprimands, suspensions and recommendations of employment termination.

Leads the restaurant profit and loss management by following cash control/security procedures; maintaining inventory; and managing labor on your shift.

Variance- YTD goal vs actual (view WTD improvement).

Labor- YTD goal vs target.

Comp Transactions- YTD actual.

Budget Analysis- YTD P&L actual vs budget.

Labor- goal met on shift.

Cash Handling- follows all cash handling policies.

Enforces compliance of government regulations, employment law, food safety, security, operations and Company/Corporate policies and procedures relating to all restaurant activities across shifts.

RER- 90% or above.

FS- 90% or above.

Health Inspection- 90% or above.

Payroll- Time card adjustments.

Inventories- Reviewed/posted timely.

Scheduling- reviewed and posted timely.

Email- Communication timely.

Serv Safe- Quarterly serv safe classes proctored.

Please review CTGM performance level as detailed on the current store scorecard.

Average Category Total = Each category's total supervisor points divided by the number of questions in that category, rounded to the nearest whole number.
Total Average = All category averages added together, then divided by 6.
Example: For Leads Operations Excellence, if you score 35 total points divide by 7 questions = 5.0.