How to Use the Banquet Server 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 banquet server 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 event feedback scores, timing accuracy, reliability rate, and covers handled 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 plated service execution, timing precision, table management, event adaptability, and team synchronisation with Exceeds/Meets/Below descriptors
- Behavioural Competencies assessment covers reliability, physical stamina, professionalism, and initiative
- Compliance and Standards confirms food safety, alcohol service, physical safety, and emergency procedures
- 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 banquet server performance reviews matter
Your banquet servers deliver some of your venue's highest-stakes service. 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 after an event, 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 banquet server 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.
Event feedback scores — Collect post-event feedback from clients, coordinators, and internal debriefs. Did clients mention service quality? Were there specific comments about their section or their performance? Aggregate feedback across the full review period — one negative comment from a difficult client shouldn't define the review, but a pattern of complaints should.
Timing accuracy — Review service timing records for events they worked. Were courses served on schedule? Was the gap between starters and main courses consistent across all tables in their section? Timing accuracy in banqueting is critical — a 200-person plated service where some tables receive their main course 10 minutes after others is a visible failure.
Reliability rate — Track their attendance, punctuality, and shift acceptance across the review period. How many events were they offered and how many did they accept? Were they on time for every event? Did they stay until teardown was complete? For event-based work, reliability is one of the most important metrics — an unreliable server creates last-minute staffing crises.
Covers handled — Review the total number of covers they managed across the review period and the range of event sizes. A server who's handled 3,000 covers across 20 events has different experience than one who's handled 500 covers across 5 events. Consider the complexity too — a 50-person private dinner requires different skills than a 300-person corporate awards ceremony.
Customisation tips:
- For venues with high-end events, add VIP guest handling and silver service quality as additional metrics
- For venues with frequent weddings, add speech and ceremony service timing
- For venues using agency staff alongside regulars, track how they perform in mixed teams versus all-regular teams
- Don't rely on a single metric — a server with high reliability but poor timing accuracy needs different development than one with excellent service but inconsistent attendance
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 — training not provided, event types not available, scheduling conflicts
Be honest about blocked objectives. If you promised wine service training or said you'd involve them in event setup 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 |
|---|---|---|---|
| Plated service execution | Delivers plates flawlessly, maintains presentation from kitchen to table, manages section seamlessly during multi-course service, guests never wait | Serves plates competently, maintains acceptable presentation, keeps up with section during standard service | Drops or damages plates, poor presentation, loses track of section during service, guests wait visibly |
| Timing precision | All tables in section served simultaneously, courses paced perfectly, seamlessly coordinated with kitchen and colleagues | Maintains broadly acceptable timing, occasional minor delays, coordinates with colleagues when prompted | Tables served at noticeably different times, courses paced poorly, poor coordination with team |
| Table management | Anticipates guest needs before they ask, glass always full, table always clear, reads the room and adjusts service style | Responds to guest needs promptly, maintains table standards, follows the service plan | Misses guest signals, tables cluttered, glasses empty, service feels neglected |
| Event adaptability | Thrives across all event types — weddings, corporate, parties — adjusts service style naturally, handles unexpected changes smoothly | Performs well at familiar event types, manages standard changes, asks for guidance with new situations | Struggles with unfamiliar event types, rigid approach, cannot adapt when plans change mid-event |
| Team synchronisation | Natural coordinator, communicates seamlessly with colleagues during service, helps other sections without being asked, team flows around them | Works well within the team, communicates when needed, follows section allocation, helps when asked | Works in isolation, poor communication with colleagues, creates service gaps at section boundaries |
Avoiding common rating errors:
- Recency bias: Check your notes from three months ago. Did they deliver exceptional service at the Christmas gala that's now overshadowed by one recent issue?
- Halo effect: Brilliant plated service doesn't mean excellent team synchronisation. Rate each competency separately.
- Central tendency: Not everyone "meets expectations." If they're exceptional at timing, say so. If they're struggling with adaptability, say that too.
Customisation tips:
- For venues with silver service, add silver service technique as a separate competency
- For venues hosting frequent weddings, add ceremony and speech service management
- For venues with mixed regular and agency teams, add agency staff coordination
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] delivered flawless plated service at the 250-person Henderson Awards on 8th December, managing a 12-top section with all courses served simultaneously and zero guest complaints."
"[Name]'s timing precision needs improvement — at the Whitfield wedding on 22nd January, tables 8 and 12 in their section received main courses 7 minutes apart."
"[Name] adapted seamlessly to the last-minute format change at the Braithwaite conference on 3rd February, switching from buffet to plated service for 80 guests with no visible impact on quality."
"[Name] struggled with team synchronisation at the charity gala on 15th November — observed working independently while neighbouring sections needed support clearing between courses."
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 |
|---|---|---|---|
| Reliability | Never declines shifts, always on time, stays for complete teardown, covers at short notice without complaint | Accepts most shifts offered, punctual, stays until released, reasonable flexibility | Frequently declines shifts, late arrivals, leaves before teardown, creates staffing uncertainty |
| Physical stamina | Maintains consistent energy and service quality throughout long events, strong through both setup and teardown, no visible fatigue affecting performance | Manages standard events well, occasional energy dip during very long functions, maintains acceptable quality | Visibly fatigued during long events, service quality drops in later courses, struggles with physical demands of setup and teardown |
| Professionalism | Impeccable appearance and manner, adjusts tone for different event types, represents the venue at the highest standard, clients comment positively | Professional appearance and behaviour, appropriate manner with guests, reliable standard | Appearance standards slip, inappropriate manner, poor guest interaction, represents venue poorly |
| Initiative | Anticipates needs and acts without direction, spots problems before they affect service, suggests improvements after events, takes on additional responsibilities | Responds to direction well, completes tasks without reminders, raises issues when prompted | Needs constant direction, misses obvious tasks, waits to be told, doesn't contribute ideas |
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] accepted 100% of offered shifts during the review period, including three short-notice calls for agency staff no-shows, arriving within 90 minutes each time."
"[Name] maintained exceptional presentation throughout the 12-hour charity gala on 6th December, with the same energy and professionalism in hour 12 as hour 1."
"[Name]'s professionalism needs attention — observed with untucked shirt at the Pemberton wedding on 14th February, and received one client comment about casual manner during the corporate lunch series."
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.
Food safety — Do they handle plates correctly during service — proper hand positions, no fingers on eating surfaces, no touching food? Do they understand cross-contamination risks when carrying plates with different dietary requirements? Do they manage allergen information accurately at the table? Food safety during plated service directly affects guest health.
Alcohol service — Do they check IDs when appropriate? Can they recognise signs of intoxication? Will they refuse service when needed, even during a celebration? Do they understand responsible service of alcohol at events where drinking culture may be heavy? Alcohol service at events carries significant legal liability.
Physical safety — Do they carry trays safely? Do they navigate crowded rooms without risk to guests or colleagues? Do they manage stairs and uneven surfaces with loaded trays? Do they follow manual handling procedures for setup and teardown? Physical safety in banqueting involves constant movement with heavy or hot items around guests.
Emergency procedures — Do they know the evacuation procedure for each event space they work in? Can they locate fire exits and extinguishers? Could they calmly guide 200 guests to safety during an event? Emergency management at a large event requires confidence and clarity under pressure.
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 banquet server created particular value.
How to write strong achievement statements:
- Be specific: dates, numbers, names, outcomes
- Show impact: service improved, problems prevented, client satisfaction increased
- Use their contribution, not the team's: what did they do?
Example phrases:
"[Name] managed the top table at the 300-person Henderson Awards on 8th December, delivering flawless plated service to the CEO, keynote speakers, and principal guests with zero errors."
"[Name] handled a significant dietary emergency at the Whitfield wedding on 22nd January — identified an allergen error on a plate before it reached a guest with a severe nut allergy, preventing a potential medical incident."
"[Name] accepted and delivered on 100% of offered shifts during the review period, handling over 4,000 covers across 25 events with consistently positive feedback."
"[Name] mentored two new banquet servers during their first month, both of whom passed probation and cited [Name] as their most helpful colleague."
"[Name] received specific positive feedback from the Braithwaite Corp client, who requested them by name for all three subsequent events."
Customisation tips:
- For venues with VIP events, achievements might include high-profile guest handling or crisis management
- For venues with wedding-heavy calendars, focus on ceremony timing, speech service, and emotional intelligence during high-pressure celebrations
- For new banquet servers 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 timing precision needs improvement — tables in their section received courses at noticeably different times at three events during the review period."
"[Name] struggled with adaptability when the format changed at the Braithwaite conference — took 15 minutes to adjust to the new layout, causing a visible gap in service."
"[Name] tends to work independently during events rather than coordinating with colleagues — observed four occasions where neighbouring sections needed support that wasn't offered."
"[Name]'s wine service technique needs development — observed incorrect pouring technique at two formal dinners, with a guest comment about overfilled glasses at the Henderson Awards."
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:
"Achieve simultaneous table service across all tables in section at every event during the review period, with zero timing complaints from coordinators or guests."
"Accept at least 90% of offered shifts during the review period and maintain 100% punctuality record."
"Handle the top table or VIP section at a minimum of 3 high-profile events during the review period."
Development goal examples:
"Complete the formal wine service training by end of June to improve confidence and technique at fine dining events."
"Shadow the event coordinator for at least 2 events during the review period to develop understanding of event planning and coordination."
"Lead the pre-event section briefing for at least 4 events, demonstrating readiness for senior server responsibilities."
Connecting objectives to career progression:
| Current role | Typical next step | What to assess |
|---|---|---|
| Banquet Server | Senior Server / Events Supervisor | Leadership during service, ability to coordinate sections, client interaction skills, adaptability across event types, mentoring capability |
If they want to become a senior server or events supervisor, include leadership and coordination objectives. If they want to stay as a skilled server, focus on service mastery and specialist skills like wine or silver service. Set targets that stretch but don't break.
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 event quality and guest experience, and is developing skills beyond their current role. This banquet server is a genuine asset who raises the standard for event service.
Meets expectations — Reliably performs the role to the required standard. Handles events competently, maintains service quality, and contributes positively to the team. 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 event quality, team 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 on a non-event day 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 "timing precision needs improvement" but they explain they were covering an empty section because an agency server didn't show on those events, 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 wine service training going?" and "I noticed your timing at Saturday's dinner was really tight — what's changed?" 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 Banquet Server one-to-one guide for how to run the conversations that feed into this review
- Check out our Banquet Server job description for the full scope of responsibilities
- See our Banquet Server onboarding guide if you're reviewing someone still in their first 90 days