How to Use the Barback 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 barback a clear reference point. When they ask about stepping up to bartending, the evidence of their development is already there.
Key Takeaways
- Metrics to Review checklist ensures you gather restocking response time, glassware turnaround, breakage rate, and bar cleanliness 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 restocking speed, glassware management, bar cleanliness, ice management, and anticipation with Exceeds/Meets/Below descriptors
- Behavioural Competencies assessment covers teamwork, reliability, physical stamina, and initiative
- Compliance and Standards confirms glass handling, manual handling, hygiene, and floor safety
- 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 barback performance reviews matter
Your barback keeps the bar running — they ensure bartenders have everything they need to serve guests without leaving their station. A well-written performance review helps them understand where they stand, what they're doing well, and what they need to develop. For a role that often feels invisible, a formal review shows them they're valued and gives them a clear picture of how to progress.
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 barback 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.
Restocking response time — How quickly do they respond when a station runs low? Ask bartenders: "When you flag that you need ice or glasses, how long does it take?" This is informal data, but it's the most honest measure of a barback's responsiveness. A barback who responds within 2-3 minutes during a rush is performing well. One who takes 10+ minutes or needs repeated reminders has a gap.
Glassware turnaround — How efficiently do they manage the glass cycle — collection from the floor, washing, polishing, and returning to stations? During peak service, glassware is the most common bottleneck. A strong barback keeps the cycle flowing so bartenders never wait for clean glasses. Ask bartenders whether they ran out of any glass type during the review period.
Breakage rate — How many glasses, bottles, or other items has the barback broken during the review period? Some breakage is normal — the role involves constant handling of fragile items at speed. But a pattern of high breakage suggests either rushing, poor technique, or inadequate care. Compare to previous periods or other barbacks.
Bar cleanliness score — Assess the state of the bar during and after their shifts. Is the floor clean? Are the stations tidy? Is the back bar organised? Is the bin area managed? Bar cleanliness directly reflects barback attention to detail and pride in the role. If you have formal cleanliness audits, use those scores.
Customisation tips:
- For high-volume bars, add ice management metrics — how often did bartenders run low on ice during their shifts?
- For cocktail bars, add garnish preparation quality and speed
- For bars with outdoor areas, add floor collection and table clearance speed
- Don't rely on breakage alone — a barback who breaks nothing but moves slowly may be less effective than one with occasional breakage who keeps up with demand
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, taster shift not arranged, equipment not fixed
Be honest about blocked objectives. If you promised to arrange a bartending taster shift and didn't, or said you'd fix the glasswasher and it's still broken, that's not their failure. Acknowledging your own gaps builds trust — particularly important for junior team members who may not feel confident pushing back.
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 |
|---|---|---|---|
| Restocking speed | Stations never run out, restocks proactively before being asked, knows par levels intuitively | Responds to restocking requests promptly, keeps up during standard service | Slow to restock, bartenders frequently waiting, needs repeated reminders |
| Glassware management | Glass cycle runs seamlessly, bartenders never short on any glass type, polishing quality excellent | Maintains adequate glass supply, occasional shortages during extreme peaks | Frequent glass shortages, dirty glasses accumulating, poor polishing quality |
| Bar cleanliness | Bar is visibly cleaner on their shifts, finds and addresses mess proactively, takes pride in presentation | Maintains acceptable cleanliness standards, addresses obvious issues | Bar is noticeably untidy, spills not addressed promptly, bin areas messy |
| Ice management | Ice wells always full, anticipates demand before rushes, manages ice machine timing expertly | Keeps ice stocked during service, occasional gaps during peak | Bartenders regularly running low on ice, doesn't anticipate demand |
| Anticipation | Reads the bar's rhythm, restocks before shortages, positions themselves where they're needed next | Responds well when directed, learning to anticipate patterns | Purely reactive, waits to be told, doesn't read the flow of service |
Avoiding common rating errors:
- Recency bias: Check your notes from three months ago. Were they stronger early on? Has something changed?
- Halo effect: Physical speed doesn't mean good anticipation. Rate each competency separately.
- Central tendency: If they're genuinely exceptional at keeping the bar stocked, say so. If they can't keep up during rushes, say that too.
Customisation tips:
- For cocktail bars, add garnish preparation as a separate competency
- For bars with cellars, add cellar management and stock rotation
- For new barbacks in their first review, weight improvement trajectory more heavily than absolute performance
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] maintained zero glass shortages across all Saturday shifts during the review period, with bartenders consistently reporting smooth glass availability."
"[Name]'s restocking speed has improved significantly — response time reduced from approximately 8 minutes at the start of the period to under 3 minutes consistently."
"[Name] broke 14 glasses during the review period, above the venue average of 8, with most breakages occurring during rush clearing."
"[Name] proactively restocks ice wells at 9:30pm every Saturday, anticipating the 10pm rush — bartenders have not run out of ice once during the review period."
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 |
|---|---|---|---|
| Teamwork | Proactively helps bartenders and other barbacks, communicates well during service, positive presence | Works well with the team when directed, cooperates without friction | Works in isolation, doesn't communicate, creates tension |
| Reliability | Never late, always ready to work, covers shifts willingly, consistent effort every shift | Generally punctual and prepared, occasional issues with good reason | Frequent lateness, calls off shifts regularly, inconsistent effort |
| Physical stamina | Maintains pace throughout long shifts, manages the physical demands without visible decline | Keeps up with standard service, slows during extended peak periods | Noticeably struggles with physical demands, pace drops significantly during service |
| Initiative | Finds useful work during quiet periods, spots problems before they escalate, suggests improvements | Completes assigned tasks well, asks for direction when needed | Stands around during quiet periods, waits to be told, misses obvious tasks |
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] achieved 100% attendance during the review period, arriving at least 10 minutes early for every shift."
"[Name] tends to slow down during quieter periods — observed standing at the back bar on three occasions when the floor needed glass collection."
"[Name] independently reorganised the back-bar storage during a quiet Tuesday shift, improving access to high-rotation stock and saving an estimated 30 seconds per restock run."
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.
Glass handling — Do they handle glasses safely? Do they use trays or crates rather than carrying too many by hand? Do they check for chipped or cracked glasses before returning them to service? Glass injuries are one of the most common bar accidents.
Manual handling — Do they lift kegs, cases, and ice safely? Do they use correct technique for heavy loads? Do they ask for help when something is too heavy? A barback's role is physically demanding — poor manual handling leads to injury.
Hygiene — Do they wash hands at appropriate times? Do they handle clean glasses correctly? Do they keep bar areas clean and free of contamination risks? Do they understand how cross-contamination can occur during restocking?
Floor safety — Do they manage spills immediately? Do they keep walkways clear? Do they use wet floor signs? Do they clear broken glass safely and thoroughly? The barback is often the first person to encounter floor hazards.
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 barback created particular value.
How to write strong achievement statements:
- Be specific: dates, numbers, names, outcomes
- Show impact: problems prevented, efficiency gained, team supported
- Use their contribution: what did they do?
Example phrases:
"[Name] maintained zero glass shortages across all Saturday shifts during the review period despite the bar operating at full capacity every weekend."
"[Name] reduced their average restocking response time from 8 minutes to under 3 minutes over the course of the review period."
"[Name] independently reorganised the cellar storage, reducing restock trips from three per rush to two and saving approximately 15 minutes per shift."
"[Name] achieved 100% attendance during the review period, covering two additional shifts at short notice during the December peak."
"[Name] was praised by three bartenders in informal feedback for proactive communication and anticipating needs during service."
Customisation tips:
- For new barbacks in their first review, acknowledge the learning curve and highlight improvement over the period
- For experienced barbacks, focus on efficiency gains, problem-solving, and contribution beyond basic duties
- For barbacks showing bartending potential, highlight moments where they demonstrated relevant skills
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 breakage rate is above average at 14 glasses during the review period. Most breakages occurred during rush clearing — needs to slow down and use trays consistently."
"[Name] tends to disappear to quiet areas during lulls rather than finding useful work — observed on four occasions during the review period."
"[Name]'s communication with bartenders is inconsistent — sometimes flags issues proactively, but bartenders reported running out of tonic and lime on two occasions without warning."
"[Name] still needs direction at the start of each shift rather than following the established prep routine independently."
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 breakage to below 8 glasses per review period by consistently using trays for glass collection during peak service."
"Maintain restocking response time under 3 minutes for all shifts during the review period, as reported by bartender feedback."
"Complete the established prep routine independently at the start of every shift without needing direction."
Development goal examples:
"Learn to pour three basic cocktails (Mojito, Old Fashioned, Espresso Martini) to standard by end of Q2, practised during quiet shifts with bartender supervision."
"Complete the till training module and operate the till independently during at least two quiet shifts during the review period."
"Shadow the bar supervisor during one closing shift per month to understand the end-of-day process."
Connecting objectives to career progression:
| Current role | Typical next step | What to assess |
|---|---|---|
| Barback | Bartender | Basic cocktail knowledge, till competence, customer interaction confidence, ability to manage a section under pressure |
If they want to become a bartender, include objectives that build specific skills — cocktail basics, till operation, and supervised customer interaction. If they want to stay as a barback, focus on efficiency, anticipation, and taking ownership of the support operation. Set targets that are achievable — asking a barback to learn ten cocktails in three months is overwhelming; three is achievable and encouraging.
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 — The bar runs noticeably better when they're on shift. They anticipate needs, maintain high standards, and show clear development. Bartenders request them by name. This barback is ready for more responsibility or is approaching readiness for a bartending role.
Meets expectations — Performs the role to the required standard. Keeps up with service, maintains cleanliness, and works well with the team. Development areas exist but don't undermine overall effectiveness. This is solid, dependable support.
Below expectations — Performance falls short in one or more significant areas. Bartenders are regularly running short, cleanliness isn't maintained, or reliability is inconsistent. Improvement is needed with clear support and timelines.
Be honest. Rating everyone as "Meets expectations" helps nobody. If they've transformed the efficiency of your bar support, that exceeds expectations. If bartenders are frustrated by the support they're getting, name it — with the plan to fix it.
Meeting Notes
Record the discussion from the review meeting, including their response and any context they provide.
Schedule at least 30 minutes for the review conversation — 20 for discussion, 10 for buffer. Meet outside service hours in a private but relaxed space.
How to conduct the meeting:
Give them the written review to read for 5 minutes. Don't hover — get them a drink and let them absorb it. When they've read it, ask: "What are your thoughts? Does this feel fair?" Then listen.
Barbacks may be unused to formal review conversations — this might be their first in any job. Keep the tone encouraging. If they've done well, say so clearly. If there are development areas, frame them as opportunities: "Here's what I'd like to help you get better at" rather than "Here's where you're falling short."
What to record: Their response to each section, any context they provided, and their reaction to the objectives. Pay particular attention to their career aspirations — this is where the most actionable information often emerges.
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. "Have you practised the Old Fashioned this week?" and "I noticed you've been restocking ice earlier — nice work" keep objectives alive and show you're paying attention to their development.
Be transparent about how this review connects to progression. If a strong review is the path to a bartending trial, say so explicitly. Barbacks need to see a clear link between performance and opportunity.
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 Barback one-to-one guide for how to run the weekly conversations that feed into this review
- Check out our Barback job description for the full scope of responsibilities
- See our Barback onboarding guide if you're reviewing someone still in their first 90 days