How to Use the Aboyeur Performance Review Template
Recording your performance reviews in Pilla means every assessment, objective, and development conversation is captured in one place. Instead of paper forms that get filed and forgotten, you build a continuous record that connects to one-to-one notes, tracks progress against objectives, and gives both you and your aboyeur a clear reference point. When pay or progression decisions come up, the evidence is already documented.
Key Takeaways
- Metrics to Review checklist ensures you gather ticket-to-table time, pass rejection rate, table timing complaints, and kitchen coordination data before writing anything
- Previous Objectives Review documents what was achieved, partially achieved, not achieved, or blocked since the last review
- Technical Competencies assessment covers order calling, pass management, ticket coordination, kitchen-floor communication, and quality control with Exceeds/Meets/Below descriptors
- Behavioural Competencies assessment covers leadership, composure, communication, and reliability
- Compliance and Standards confirms allergen management, temperature, cleanliness, and ticket accuracy
- Key Achievements and Development Areas use specific evidence, dates, and measurable outcomes
- Objectives for Next Period sets SMART targets covering operational performance and career development
- Overall Assessment selects Exceeds, Meets, or Below expectations as a holistic rating
- Meeting Notes and Review Summary capture the review conversation and agreed next steps
Article Content
Why structured aboyeur performance reviews matter
Your aboyeur is the single point of control between the kitchen and the dining room. A well-written performance review helps them understand exactly where they stand, what they're doing well, and what they need to work on. Unlike quick feedback during service, a formal review creates a record, sets clear expectations, and connects their performance to career progression.
This template walks you through a complete performance review: gathering evidence, assessing competencies, documenting achievements and development areas, setting objectives, and recording the review meeting. Each section is designed to produce a fair, evidence-based assessment that both you and your aboyeur can reference throughout the next review period.
Metrics to Review
Metrics to Review
Review objectives set at the last performance review. Note which were achieved, partially achieved, not achieved, or blocked.
Before writing any assessment, gather data on each of these metrics. Tick each one as you collect the information. Having the numbers in front of you prevents vague feedback and ensures your assessment is grounded in evidence.
Ticket-to-table time — Pull this from your POS system or service logs. This is the primary speed metric for an aboyeur: how long from ticket printing to food reaching the guest. Compare across different service periods — a busy Saturday will naturally run slower than a quiet Tuesday. Look at the trend over the full review period, not just recent weeks. Consistently tight ticket-to-table times under pressure indicate excellent pass management.
Pass rejection rate — How often does your aboyeur send plates back for replating? Track this from service records or your own observations. A moderate rejection rate is healthy — it means they're maintaining standards. Zero rejections could mean they're letting things through. An extremely high rate might indicate they're being overly strict or that kitchen standards are slipping. Context matters.
Table timing complaints — Check guest feedback and front of house reports for timing-related complaints. Did guests wait too long between courses? Did food arrive at different times for the same table? These complaints reflect directly on pass management. Distinguish between complaints caused by the aboyeur's coordination and complaints caused by kitchen or staffing issues.
Kitchen coordination issues — Review any incidents where coordination between sections broke down during service. Were there occasions where the pass backed up because sections weren't synchronised? Did the aboyeur manage multiple-course tables smoothly? This metric captures the invisible coordination work that makes service feel seamless.
Customisation tips:
- For fine dining, add tasting menu timing precision and wine service coordination as additional metrics
- For high-volume kitchens, add covers-per-service throughput and peak-hour management
- For kitchens with multiple pass points, track consistency across different stations
- Don't rely on a single metric — an aboyeur with fast ticket times but high complaint rates might be rushing at the expense of quality
Previous Objectives Review
Review objectives set at the last performance review. Note which were achieved, partially achieved, not achieved, or blocked.
Pull up the objectives from the last performance review. For each one, document whether it was:
- Achieved: They met or exceeded the target — note the evidence
- Partially achieved: Progress made but not complete — note what was done and what remains
- Not achieved: No meaningful progress — understand why before judging
- Blocked: External factors prevented progress — equipment not repaired, training not provided, staffing changes
Be honest about blocked objectives. If you promised to fix the ticket system or arrange a stage at another kitchen and didn't, that's not their failure. Acknowledging your own gaps builds trust and makes the review feel fair.
If this is their first review and no previous objectives exist, note that and use this section to document the baseline you're measuring from going forward.
Technical Competencies
Technical Competencies
Record your rating and evidence for each technical competency. Use specific examples and data.
Assess each competency based on observed behaviour over the full review period — not just the last two weeks. Tick each competency as you assess it.
| Competency | Exceeds expectations | Meets expectations | Below expectations |
|---|---|---|---|
| Order calling | Commands the kitchen with clear, confident calls that set the pace for the entire service; chefs respond immediately and consistently | Calls orders clearly and audibly, manages normal service flow, occasional hesitation during complex multi-table coordination | Mumbles calls, loses track of ticket sequence, chefs frequently ask for repeats or clarification |
| Pass management | Manages the pass seamlessly during peak service, keeps plates moving without dying in the window, anticipates bottlenecks before they form | Keeps the pass organised during normal service, occasional backup during peak, manages recovery well | Plates regularly die in the window, pass becomes chaotic during busy periods, food quality suffers from delays |
| Ticket coordination | Sequences tickets perfectly across sections, coordinates multi-course tables with precision, manages special requests without disruption | Handles ticket flow competently, keeps sections broadly synchronised, manages most special requests | Loses track of ticket order, sections fall out of sync, special requests cause visible disruption to service |
| Kitchen-floor communication | Bridges kitchen and floor seamlessly, resolves timing conflicts before they affect guests, both teams trust and rely on them | Communicates adequately between kitchen and floor, passes on information, handles most timing queries | Miscommunicates between teams, timing conflicts escalate, front of house and kitchen work in isolation |
| Quality control | Catches every substandard plate, maintains consistent standards regardless of pressure, chefs respect their judgement completely | Maintains standards during normal service, catches most issues, occasionally lets minor problems through during peaks | Lets substandard plates through regularly, standards inconsistent, avoids confrontation over quality |
Avoiding common rating errors:
- Recency bias: Check your notes from three months ago. Did they have a strong start that's now forgotten?
- Halo effect: Brilliant order calling doesn't mean excellent quality control. Rate each competency separately.
- Central tendency: Not everyone "meets expectations." If they're exceptional at pass management, say so. If they're struggling with kitchen-floor communication, say that too.
Customisation tips:
- For fine dining, add tasting menu coordination and wine service timing as separate competencies
- For high-volume kitchens, weight ticket coordination and pass management more heavily — throughput matters
- For kitchens where the aboyeur also manages plating, add presentation standards as a separate competency
Record your rating and evidence for each technical competency. Use specific examples and data.
For each competency, record your rating (Exceeds, Meets, or Below) with specific evidence. Use dates, numbers, and examples rather than general impressions.
Example phrases:
"[Name] managed 180-cover Saturday services consistently throughout the review period with average ticket-to-table times of 14 minutes, well within the 18-minute target."
"[Name]'s order calling needs improvement — observed three occasions where calls were unclear, leading to misfires on tables 8 and 12 during peak service."
"[Name] caught a significant allergen plating error on 22nd February, preventing a potential serious incident for a guest with a nut allergy."
"[Name] struggled with multi-section coordination during the December peak, with tables 6 and 9 receiving courses 12 minutes apart on two observed occasions."
Behavioural Competencies
Behavioural Competencies
Record your rating and evidence for each behavioural competency. Use specific examples.
Assess each behavioural competency across the full review period.
| Competency | Exceeds expectations | Meets expectations | Below expectations |
|---|---|---|---|
| Leadership | Sets the tone for the entire kitchen, chefs and runners follow their lead without question, raises standards across the team | Manages the pass with authority, gives clear direction, respected by kitchen team | Struggles to assert authority, chefs ignore or challenge calls, lacks presence at the pass |
| Composure | Stays calm and focused under extreme pressure, never raises voice inappropriately, steadies the entire kitchen during crises | Handles normal pressure well, occasional stress during peak service, recovers quickly | Loses composure under pressure, shouts or panics, creates tension that spreads through the kitchen |
| Communication | Crystal clear with all parties, adjusts communication style for chefs, runners, and FOH, provides useful pre-service briefings | Communicates adequately, passes on necessary information, responds to questions | Unclear communication, important details missed, doesn't adapt communication to audience |
| Reliability | Never late, always prepared before service, stays until the pass is clear regardless, covers when needed without complaint | Punctual and prepared, reliable during service, reasonable flexibility | Late for service, unprepared, leaves before pass is clear, creates uncertainty about dependability |
Record your rating and evidence for each behavioural competency. Use specific examples.
Record your rating and evidence for each behavioural competency using specific examples.
Example phrases:
"[Name] remained completely composed during the 220-cover New Year's Eve service when the fish section went down mid-service, reorganising the pass flow without a single guest-facing delay."
"[Name] tends to become short-tempered with runners during Saturday peaks — observed raising voice at runners on three occasions during the review period."
"[Name] achieved 100% attendance and was always at the pass 15 minutes before first covers throughout the entire review period."
Compliance and Standards
Compliance and Standards
Record any compliance concerns, training needs, or positive observations.
Confirm each compliance area has been assessed. Any gaps must be addressed immediately — compliance is pass/fail, not a development area to work on gradually.
Allergen management — Can they manage allergen information at the pass? Do they check tickets for allergen flags and communicate them clearly to sections? Do they verify that allergen-specific plates are prepared and presented correctly before they leave the pass? Allergen mismanagement at the pass is a safety issue with potential legal consequences.
Temperature — Do they ensure food leaves the pass at the correct temperature? Are they checking that plates haven't been sitting too long? Do they understand the difference between food that's been held properly and food that's been dying in the window? Temperature management at the pass directly affects food safety.
Cleanliness — Is the pass clean and organised throughout service? Do they maintain hygiene standards even under pressure? Is the pass area clear between courses? A clean pass is a safe pass and a fast pass.
Ticket accuracy — Do they verify that tickets match plates before sending? Are the correct dishes going to the correct tables? Do they catch errors before they reach the dining room? Ticket accuracy at the pass is the last line of defence against service errors.
Record any compliance concerns, training needs, or positive observations.
Record any compliance concerns, training gaps, or positive observations. If any area is below standard, document the required action and timeline for resolution. Note any compliance training completed during the review period.
Key Achievements
Document 3-5 specific achievements with evidence, dates, and measurable outcomes.
Document 3-5 specific achievements with evidence, dates, and measurable outcomes. Achievements should be things that went beyond basic job requirements — moments where this aboyeur created particular value.
How to write strong achievement statements:
- Be specific: dates, numbers, names, outcomes
- Show impact: service improved, problems prevented, team performance lifted
- Use their contribution, not the team's: what did they do?
Example phrases:
"[Name] managed the pass during the 220-cover charity gala on 14th December with zero timing complaints and all courses landed within 2 minutes across every table."
"[Name] identified a recurring plating inconsistency from the meat section and worked with the CDP to redesign the plate setup, reducing rejections by 40% over the following month."
"[Name] trained two new runners during the review period, both of whom are now operating independently during peak service."
"[Name] maintained an average ticket-to-table time of 13 minutes across all Saturday services during the review period, 25% faster than the previous period."
"[Name] caught an unlabelled allergen substitution on 3rd March that would have resulted in a serious guest safety incident."
Customisation tips:
- For fine dining, achievements might include flawless tasting menu execution, VIP event management, or Michelin inspection readiness
- For high-volume kitchens, focus on throughput records, consistency under extreme pressure, and service recovery
- For new aboyeurs in their first review, acknowledge the learning curve and highlight improvement trajectory
Development Areas
Document 2-3 development areas with specific evidence and improvement actions.
Document 2-3 development areas with specific evidence. Each development area should link to a concrete improvement action — not just a label.
How to write constructive development feedback:
- Focus on behaviour and outcomes, not personality
- Use specific evidence: dates, observations, data
- Connect each area to an action or opportunity
- Be direct but fair — vague feedback helps nobody
Example phrases:
"[Name]'s communication with front of house needs improvement — observed four occasions where FOH was not informed about timing delays, leading to guest complaints."
"[Name] struggled with composure during back-to-back 200-cover services, with visible frustration affecting kitchen morale on two observed occasions."
"[Name] tends to focus on speed over quality during peak periods — three plates with plating errors were sent out during Saturday services in February."
"[Name]'s pre-service preparation is inconsistent — arrived at the pass without reviewing the booking sheet on two occasions, missing large-party dietary requirements."
Objectives for Next Period
Write SMART objectives for the next review period. Include both operational targets and development goals.
Set 3-5 SMART objectives (Specific, Measurable, Achievable, Relevant, Time-bound) that connect to both the development areas above and their career interests.
Operational target examples:
"Reduce average ticket-to-table time from 16 minutes to 14 minutes by end of Q2 through improved section coordination and pre-service preparation."
"Achieve zero allergen-related incidents at the pass over the next review period by implementing a pre-service allergen briefing with each section."
"Lead the pre-service briefing independently for at least 8 services during the review period."
Development goal examples:
"Shadow the sous chef for at least 4 services during the review period to develop section management awareness for career progression."
"Complete the Advanced Food Safety qualification by end of June to strengthen compliance knowledge at the pass."
"Mentor one new team member through their first month, with the team member rating the support as helpful in their probation review."
Connecting objectives to career progression:
| Current role | Typical next step | What to assess |
|---|---|---|
| Aboyeur | Sous Chef | Section management ability, menu knowledge depth, leadership under pressure, operational awareness beyond the pass |
If they want to become a sous chef, include operational development objectives. If they want to master expediting, focus on precision and leadership goals. Set targets that stretch but don't break — if current ticket-to-table time is 18 minutes, aiming for 12 in three months is unrealistic; 15 is challenging but achievable.
Overall Assessment
Select the overall performance rating based on the full assessment.
Record the discussion from the review meeting, including their response and any context they provide.
Select the overall performance rating based on the full assessment. This is a holistic judgement, not a simple average of individual competency ratings.
Exceeds expectations — Consistently performs above the standard required. Demonstrates excellence across most competencies, makes a measurable positive impact on service quality and kitchen coordination, and is developing skills beyond their current role. This aboyeur is a genuine asset who raises the standard for the entire kitchen.
Meets expectations — Reliably performs the role to the required standard. Manages the pass competently, maintains service quality, and contributes positively to kitchen coordination. Development areas exist but don't undermine overall effectiveness. This is solid, dependable performance.
Below expectations — Performance falls short of the required standard in one or more significant areas. Development areas are affecting service quality, kitchen dynamics, or guest experience. Improvement is needed with clear support and timelines.
Be honest. Rating everyone as "Meets expectations" helps nobody. If they're exceptional, recognise it. If they're struggling, name it — with the support plan to address it.
Meeting Notes
Record the discussion from the review meeting, including their response and any context they provide.
Schedule at least 45 minutes for the review conversation — 30 for discussion, 15 for buffer. Meet outside service hours in a private space.
How to conduct the meeting:
Give them the written review to read for 5-10 minutes. Don't hover — get them a drink and let them absorb it privately. When they've read it, ask: "What are your thoughts? Does this feel fair?" Then listen. Don't defend immediately — understand their perspective first.
If they raise valid points, amend the document. If you noted "struggles with composure" but they explain they were managing a broken-down section with no support on those shifts, that context matters — add it. If you disagree, explain your reasoning calmly with data.
The goal is a document both parties consider fair and accurate — not necessarily one they're delighted about.
What to record: Their response to each section, any context they provided that changes your assessment, points of agreement and disagreement, and their reaction to the objectives set.
Review Summary
Summarise agreed actions, amendments made during the meeting, and next steps.
Summarise the agreed outcome: amendments made during the meeting, final objectives confirmed, next steps, and when objective check-ins will happen.
Both parties should sign and date the final document. Give them a copy. The signature means "I have read and understood this review" — not necessarily "I agree with everything."
Follow-through matters: Schedule brief objective check-ins in your regular one-to-ones. "How's the pre-service briefing going?" and "I noticed the ticket times are tightening — what's working?" keep objectives alive rather than letting them gather dust until the next formal review.
Be transparent about how this review connects to pay and progression decisions. If performance reviews influence pay rises, say so — now, not at the next review.
What's next
Performance reviews are most effective when they connect to ongoing one-to-one conversations. The evidence you need for a fair review should already exist in your one-to-one notes.
- Read our Aboyeur one-to-one guide for how to run the weekly conversations that feed into this review
- Check out our Aboyeur job description for the full scope of responsibilities
- See our Aboyeur onboarding guide if you're reviewing someone still in their first 90 days