How to Use the Catering Assistant 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 catering assistant 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 events worked, supervisor feedback, food safety compliance, and attendance 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 food preparation support, service execution, hygiene standards, equipment handling, and setup and breakdown with Exceeds/Meets/Below descriptors
- Behavioural Competencies assessment covers reliability, physical stamina, teamwork, and initiative
- Compliance and Standards confirms food safety, hygiene, manual handling, and kitchen 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 catering assistant performance reviews matter
Your catering assistants are the people who make every event happen. 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 a quick word 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 catering assistant 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.
Events worked — Count the total events they worked during the review period, broken down by type (weddings, corporate, conferences, private dining). This gives you the volume context for everything else. A catering assistant who worked 45 events across the period has a different experience base than one who worked 15. Compare to availability — did they accept the events offered, or frequently decline?
Supervisor feedback — Collect feedback from event supervisors, catering managers, and event coordinators who worked alongside them. Look for consistent themes — if three different supervisors mention their reliability, that's strong evidence. If two mention slow service, that's a pattern. Verbal feedback given in the moment is easily forgotten; documented feedback in Pilla is permanent.
Food safety compliance — Review any food safety observations, temperature check records, and hygiene audit results connected to events they worked. Zero compliance issues across dozens of events is exceptional. Any incidents need investigation — was it a training gap, a process failure, or individual negligence? The distinction matters for the assessment.
Attendance rate — Calculate their attendance as a percentage of booked events. Did they show up for every event they confirmed? Were there any no-shows or late cancellations? A catering assistant with 100% attendance across a busy season is showing genuine commitment. Unreliable attendance undermines event planning and burdens colleagues.
Customisation tips:
- For venues with regular events, add client rebooking rate and direct client feedback
- For operations with diverse event types, track competence across different formats
- For catering companies using agency staff alongside permanent team, compare performance consistency
- Don't rely on a single metric — a catering assistant with lower event count but outstanding supervisor feedback might be delivering higher-quality service
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 constraints
Be honest about blocked objectives. If you promised silver service training that never materialised, or said you'd give them more wedding events 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 |
|---|---|---|---|
| Food preparation support | Preps accurately and efficiently, anticipates what's needed before being asked, handles dietary requirements with confidence, maintains quality under pressure | Follows prep instructions correctly, completes tasks in reasonable time, asks for clarification when needed | Slow or inaccurate prep, wastes ingredients, doesn't follow dietary specifications, needs constant supervision |
| Service execution | Serves smoothly and professionally, reads table pace, anticipates guest needs, handles multiple courses seamlessly across large events | Serves competently, maintains acceptable pace, follows service order, handles standard events well | Drops pace during service, misses tables, serves out of order, quality declines visibly during large events |
| Hygiene standards | Maintains exemplary hygiene throughout events, proactively identifies risks, keeps station immaculate, leads by example | Follows hygiene procedures consistently, clean workstation, washes hands appropriately, handles food safely | Inconsistent hygiene practice, workstation untidy during service, needs reminding about basic procedures |
| Equipment handling | Uses all equipment correctly and efficiently, reports issues immediately, maintains equipment during events, trains others on proper use | Operates equipment safely, follows procedures, handles breakages appropriately, asks for help with unfamiliar items | Misuses equipment, doesn't report damage, handles items carelessly, creates breakage risk |
| Setup and breakdown | Arrives early, sets up efficiently and accurately, breaks down quickly without cutting corners, leaves venue ready for the next event | Completes setup and breakdown to standard, follows the plan, contributes fairly to both tasks | Slow during setup, avoids breakdown duties, leaves tasks for others, doesn't follow venue standards |
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: Excellent service execution doesn't mean excellent hygiene compliance. Rate each competency separately.
- Central tendency: Not everyone "meets expectations." If they're exceptional at setup, say so. If they're struggling with service pace, say that too.
Customisation tips:
- For fine dining catering, add silver service and wine service as separate competencies
- For high-volume corporate catering, weight speed of service and setup efficiency more heavily
- For venues where catering assistants also do food prep, consider weighting that competency more
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 the dietary requirements for the corporate event on 8th March — 14 special diets across 120 guests with zero errors, receiving specific praise from the event coordinator."
"[Name]'s service pace needs improvement — observed falling behind on table clearance during the wedding on 22nd February, with guests waiting for dessert course for 12 minutes."
"[Name] consistently delivers the fastest and most accurate room setup on the team — the conference on 15th January was ready 20 minutes ahead of schedule."
"[Name] struggled with hygiene compliance during the review period, with two observations of incorrect temperature logging at events on 5th and 19th March."
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 late, accepts all offered events, stays until breakdown is complete, covers absences at short notice, consistent effort regardless of event type | Punctual and prepared, occasional lateness with good reason, attends the majority of offered events | Frequent lateness, declines events regularly, leaves before breakdown, unreliable on busy weekends |
| Physical stamina | Maintains energy and quality throughout long events, manages the physical demands consistently, no fatigue-related errors | Manages the physical aspects adequately, occasional tiredness during very long events, follows safe working practices | Struggles with the physical demands, visible fatigue affecting service quality, frequent complaints about workload |
| Teamwork | First to help colleagues, shares the workload naturally, supports agency staff, positive presence at every event | Helps when asked, works alongside colleagues smoothly, participates in team setup and breakdown | Reluctant to help, avoids heavy tasks, creates tension, works in isolation |
| Initiative | Spots problems before they happen, suggests improvements to event processes, takes on tasks without being asked, anticipates what's needed next | Completes assigned tasks well, follows up on requests, asks good questions | Waits to be told, misses obvious tasks, needs constant direction during events |
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 across 42 events during the review period, including covering three last-minute absences during the Christmas season."
"[Name] tends to focus only on their assigned tables during large events rather than helping colleagues — observed twice standing idle while the neighbouring section fell behind."
"[Name] proactively reorganised the event equipment store during a quiet week, creating a system that reduced setup time by approximately 10 minutes per event."
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 understand and follow food safety requirements for event catering? Can they handle temperature-sensitive food correctly during transport and service? Do they understand the risks of cross-contamination during buffet service? Do they know when to reject food that doesn't meet standards? Food safety failures at events carry serious legal and reputational consequences.
Hygiene — Do they maintain personal hygiene standards appropriate for food handling? Do they wash hands at the correct times? Is their workstation clean throughout the event? Do they handle clean and dirty items separately? Are their uniform and appearance standards consistent?
Manual handling — Do they use correct lifting techniques when moving equipment, furniture, and catering supplies? Can they assess weight before lifting? Do they use trolleys and other equipment when appropriate? Have they completed manual handling training? Catering setup involves significant lifting — proper technique prevents injury.
Kitchen safety — Do they follow kitchen safety procedures when supporting food preparation? Can they identify and respond to common hazards — hot surfaces, sharp equipment, wet floors? Do they know the location of fire extinguishers and first aid kits at venues they work in? Can they respond appropriately to an incident?
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 catering assistant created particular value.
How to write strong achievement statements:
- Be specific: dates, numbers, names, outcomes
- Show impact: event success, problems solved, client satisfaction
- Use their contribution, not the team's: what did they do?
Example phrases:
"[Name] managed the dietary requirements for the allergist conference on 8th March — 28 special diets across 200 guests with zero errors, requiring coordination with three different kitchen teams."
"[Name] handled a last-minute venue change on 15th April — relocated the complete setup for 80 guests to an alternative room in 45 minutes, with the client unaware of any disruption."
"[Name] trained four new catering assistants during the review period, all of whom passed probation and cited [Name] as their most helpful colleague."
"[Name] achieved zero food safety incidents across 42 events while handling temperature-sensitive items at every one."
"[Name] received written praise from three separate clients during the review period, with one specifically requesting them for their annual conference."
Customisation tips:
- For fine dining catering, achievements might include silver service delivery, wine service, or VIP event handling
- For high-volume operations, focus on efficiency improvements, setup speed records, and consistency across events
- For new team members 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 service pace drops noticeably during events above 100 covers — observed at the wedding on 22nd February and the corporate dinner on 10th March."
"[Name] struggles with setup accuracy — two events during the review period had incorrect table configurations that required last-minute correction."
"[Name] tends to disengage during breakdown, leaving the venue before tasks are complete on three observed occasions."
"[Name]'s food safety documentation needs improvement — temperature logs were incomplete at two events during the review period."
"[Name] declined five weekend events during the review period, creating staffing pressure during the busiest times."
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:
"Maintain service pace consistently across all event sizes, including events above 150 covers, with zero supervisor feedback about table delays during the next review period."
"Achieve 100% setup accuracy for the next 20 events by using the pre-event checklist consistently."
"Complete all event breakdown tasks before leaving for every event during the review period."
Development goal examples:
"Complete Level 2 Food Safety in Catering qualification by end of Q2 to improve confidence and compliance knowledge."
"Lead the setup for at least three events during the review period as the senior catering assistant on site."
"Shadow the events coordinator for at least two full event cycles to develop understanding of end-to-end event planning."
Connecting objectives to career progression:
| Current role | Typical next step | What to assess |
|---|---|---|
| Catering Assistant | Senior Catering Assistant / Events Coordinator | Event management ability, ability to direct others, dietary expertise, client communication, problem-solving under pressure |
If they want to become a senior catering assistant or events coordinator, include leadership-building objectives. If they want to stay in a service role, focus on mastery goals — silver service, dietary specialisation, large-event management. Set targets that stretch but don't break — if they're currently struggling with 100-cover events, aiming for 300-cover lead responsibility in three months is unrealistic; consistently managing 120-150 covers 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 event quality and client satisfaction, and is developing skills beyond their current role. This catering assistant is a genuine asset who raises the standard for the team.
Meets expectations — Reliably performs the role to the required standard. Handles events competently, maintains food safety and service standards, 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, food safety compliance, or team operations. 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 between events 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 "slow service during large events" but they explain they were covering for an absent colleague at both events, that context matters — add it. If you disagree, explain your reasoning calmly with evidence.
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 food safety course going?" and "I noticed you led the setup on Saturday — how did it feel?" 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 Catering Assistant one-to-one guide for how to run the conversations that feed into this review
- Check out our Catering Assistant job description for the full scope of responsibilities
- See our Catering Assistant onboarding guide if you're reviewing someone still in their first 90 days