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

General Manager's Responsibility

At least two weeks prior to the date the DM is conducting the evaluation, he/she should advise the GM 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 GM should then add together the total points for each section. The GM should also provide written comments in the "GM 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 GM has set for themselves for the next year. After the GM has completed their "Self" evaluation, he/she should give the review to their supervisor to complete.

District Manager's Responsibility

After the GM 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 the Regional Manager of Operations 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 GM 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 timetable 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 GM 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 GM 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 GM should possess outstanding leadership skills that build, inspire and motivate all team members; they should also possess the following key performance factors that influence all aspects of restaurant operations.

SMG- Current YTD percentage vs company target in the areas of OSAT; Accuracy; Speed; and Temperature.

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

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

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

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.

Follows up to assigned tasks, responsibilities and objectives. Ensures completion regardless of obstacles and completes tasks in a timely manner.

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.

Shows initiative in seeking out work and completes duties with little or no supervision.

Directs 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 others to lead operations. Sets an example for team by working hard to implement shift plans and ensure swift and smooth operations.

Identifies and resolves bottlenecks in operations to improve speed of service. Maintains speed of service standards and goals in restaurant. Gets the right people involved to prevent and resolve restaurant equipment problems.

Monitors Company and Corporate operational programs, processes and metrics to identify restaurant issues. Involves management team in resolving operational challenges.

Demonstrates patience and a positive attitude with management team and 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.

Conducts regular unannounced documented visits to the restaurant ensuring operational standards.

Maintains acceptable operational and safety standards.

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.

Directs 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.

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

Identifies and implements 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 improve upon Guest Experience.

Provides coaching and feedback to crew and managers on crew stations, Zaxby's products, processes and policies; leads restaurant management team in recruiting, selecting and retaining effective crew talent.

Staffing- Interviews and maintains appropriate staffing levels.

Training and Development- Ensures staff ZU completion. Continuously works on internal and external staff development. Promotional rollout execution.

Conducts ongoing written performance reviews of all team members. These reviews should include written performance goals.

HR Function's: Yearly recap of orientation based on location and onboarding compliance completion. Documentation: proper documentation process utilized effectively and communicated timely. Recognition: employee monthly recognition utilization. Store communication boards.

Identifies effective team members who are "at-risk-of-departing" and takes appropriate action for retention. Maintains order and discipline among employees supervised, including reprimands, suspensions and recommendations of employment termination.

Assumes full responsibility for the restaurant profit and loss management by implementing marketing strategies; following cash control/security procedures; maintaining inventory; managing labor; and applying financial report analysis to enhance restaurant results.

Optimizes profit and loss by ensuring proper scheduling and positioning of crew and management. Prepares restaurant financial plan to include sales, operating expenses and profits.

Oversees the forecasting, ordering, accounting and maintaining of store product and supply inventories.

Variance- YTD goal vs Actual (view QTD improvement).

Labor- YTD goal vs Target.

Comp Transactions- YTD actual.

Budget Analysis- YTD P & L actual vs budget.

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.

Meets all required deadlines and due dates for company paperwork/reports, including daily, weekly and monthly items.

Please review GM 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.