How to Use the Commis Chef 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 commis chef 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 prep completion rate, recipe accuracy, consistency, and learning progression 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 prep work, recipe following, knife skills, station support, and learning attitude with Exceeds/Meets/Below descriptors
- Behavioural Competencies assessment covers teamwork, reliability, initiative, and communication
- Compliance and Standards confirms food safety basics, knife safety, station hygiene, and manual handling
- 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 commis chef performance reviews matter
Your commis chefs are at the beginning of their culinary careers. A well-written performance review helps them understand exactly where they stand, what they're doing well, and what they need to work on to progress. Unlike quick corrections during service, a formal review creates a record, sets clear expectations, and connects their performance to a real pathway toward CDP and beyond.
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 commis chef 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.
Prep completion rate — How consistently do they finish their prep list on time and to standard? Check with the CDP and review any logs. A commis who completes 90% of their list every day is reliable and efficient. One who regularly needs help finishing indicates either an overloaded list or a speed issue — understand which before you assess.
Recipe accuracy — Are they following recipes consistently, or do you see variation in portioning, seasoning, and presentation? Check returned dishes, CDP feedback, and any quality control notes. Accuracy matters more than creativity at commis level — they need to master the fundamentals before adding their own interpretation.
Consistency — Does their output look the same on Tuesday lunchtime as it does on Saturday evening? Consistency under pressure is one of the most important commis competencies. Pull examples from different shifts and different days to see whether standards hold or slip when the kitchen is busy.
Learning progression — Track what they could do at the start of the review period versus now. Have they moved to a new section? Learned new techniques? Taken on additional prep items? Learning progression is the most important metric for a commis — the role is fundamentally about development.
Customisation tips:
- For pastry commis, add recipe precision and temperature control as specific metrics
- For kitchens with multiple commis, compare learning curves — not to rank, but to identify who might need additional support
- For commis in their first review, weight learning progression heavily — speed and consistency develop over time, but attitude toward learning is visible immediately
- Don't penalise a commis for slow prep if they haven't been trained properly on the technique
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, section rotation unchanged, equipment not available
Be honest about blocked objectives. If you promised knife skills training that never happened, or said you'd rotate them to a new section 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 |
|---|---|---|---|
| Prep work | Completes prep list ahead of time with consistent quality, anticipates additional needs, works efficiently without supervision | Finishes prep list on time to standard, occasionally needs reminders on quality or timing | Regularly falls behind on prep, inconsistent quality, needs constant supervision |
| Recipe following | Follows recipes precisely every time, understands the reasoning behind techniques, adjusts only when appropriate | Follows recipes accurately with occasional minor variations, asks when unsure | Frequently deviates from recipes, inconsistent portioning or seasoning, doesn't check when uncertain |
| Knife skills | Fast, safe, and consistent cuts across all required techniques, maintains knives properly, works confidently with speed | Adequate speed and consistency for experience level, safe technique, improving steadily | Slow, inconsistent, or unsafe knife work, avoids certain cuts, knives poorly maintained |
| Station support | Anticipates what the section needs, supports CDP without being asked, keeps station organised during service | Responds to instructions promptly, keeps station tidy, supports when asked | Slow to respond, disorganised station, creates bottlenecks during service |
| Learning attitude | Actively seeks feedback, asks questions, practises new techniques independently, visibly improves week on week | Open to feedback, follows instructions, shows steady improvement over the review period | Resistant to feedback, repeats mistakes, shows little improvement, avoids challenging tasks |
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: Great knife skills don't mean great station organisation. Rate each competency separately.
- Central tendency: Not everyone "meets expectations." If they're exceptional at prep work, say so. If they're struggling with recipe accuracy, say that too.
Customisation tips:
- For pastry sections, add temperature control and precision measurement as separate competencies
- For kitchens with heavy butchery, weight knife skills more heavily
- For commis with less than six months' experience, consider whether "below expectations" reflects genuine underperformance or normal learning curve
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] consistently completes their prep list 20 minutes ahead of schedule, allowing time to support other stations — observed on at least 8 occasions during the review period."
"[Name]'s knife skills need improvement — brunoise remains inconsistent and they avoid the mandoline despite being shown the technique twice."
"[Name] followed the new dessert recipe perfectly on first attempt on 12th January, demonstrating strong recipe comprehension and attention to detail."
"[Name] struggled to maintain station organisation during Saturday service on three observed occasions, with mise en place running out mid-service."
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 | First to help colleagues, supports other sections without being asked, shares tips with fellow commis, positive presence in the kitchen | Helps when asked, gets along with colleagues, does their fair share of cleaning and setup | Reluctant to help, creates tension, works in isolation, leaves shared tasks for others |
| Reliability | Never late, always ready for service, stays when needed without complaint, covers shifts at short notice | Punctual and prepared, occasional lateness with good reason, reasonable flexibility | Frequent lateness, calls in sick regularly, leaves on time regardless of kitchen state |
| Initiative | Spots tasks that need doing and does them, suggests improvements to prep processes, takes ownership of their development | Completes assigned tasks well, follows up on requests, asks questions when stuck | Waits to be told what to do, misses obvious tasks, needs constant direction |
| Communication | Communicates clearly with CDP and team, calls out allergens and timing, asks for help before problems escalate | Communicates adequately, passes on information, responds to instructions | Miscommunicates or stays silent, doesn't flag problems, causes confusion during service |
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 and volunteered to cover two additional shifts during the Christmas period."
"[Name] tends to work quietly in isolation rather than communicating with the section — observed standing at their station without alerting the CDP that their mise en place had run out on two occasions."
"[Name] proactively reorganised the dry store labelling system, which reduced prep time for the entire team by approximately 10 minutes per day."
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 basics — Do they understand temperature control for the items they handle? Do they label and date everything correctly? Do they follow FIFO rotation? Do they understand cross-contamination risks, especially between raw and ready-to-eat items? Food safety errors from a commis can shut your kitchen down.
Knife safety — Are they using knives safely? Correct carrying technique, appropriate knife for the task, safe storage, and proper sharpening? Do they report damaged or broken knives? A commis with poor knife safety is a danger to themselves and everyone around them.
Station hygiene — Is their station clean during and after service? Do they clean as they go? Do they sanitise surfaces between tasks, especially after handling raw proteins? Are they wearing clean whites and maintaining personal hygiene standards?
Manual handling — Can they lift heavy stock pots, ingredient deliveries, and equipment safely? Do they use correct lifting technique? Do they ask for help with heavy items rather than risking injury? Manual handling injuries are among the most common in kitchens.
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 commis chef created particular value.
How to write strong achievement statements:
- Be specific: dates, numbers, names, outcomes
- Show impact: prep efficiency gained, skills developed, support provided
- Use their contribution, not the team's: what did they do?
Example phrases:
"[Name] mastered the entire cold starter prep list within six weeks of starting, two weeks ahead of the typical learning curve for commis chefs."
"[Name] reorganised the walk-in fridge labelling system on 20th January, reducing ingredient search time and eliminating two date-labelling errors per week."
"[Name] completed their Level 2 Food Safety certification on 15th February, passing first time with a score of 92%."
"[Name] successfully ran the garnish section independently during Saturday service on 8th March when the CDP was absent, with zero quality issues."
"[Name] received positive feedback from the head chef for their consistent vegetable prep quality, specifically their brunoise and julienne work."
Customisation tips:
- For commis in their first review, achievements might include completing training milestones, mastering specific techniques, or demonstrating rapid improvement
- For more experienced commis, focus on independent section work, training contribution, and consistency under pressure
- Acknowledge effort and attitude alongside measurable outcomes — a commis who improved significantly deserves recognition even if they haven't reached experienced-level standards
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 knife speed remains below the expected standard for their experience level — observed taking 15 minutes for tasks that should take 8, on multiple occasions during the review period."
"[Name] struggles to maintain organisation under pressure — station was disorganised during three Saturday services, leading to delays on the pass."
"[Name] needs to develop confidence in communicating with the CDP — observed staying silent when running low on mise en place rather than calling it out."
"[Name]'s consistency drops noticeably during double shifts — quality of afternoon prep was below morning standard on four observed occasions."
"[Name] has not yet attempted to work independently on any section, despite being offered the opportunity twice."
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:
"Complete the full cold starter prep list independently, without CDP assistance, on at least 10 shifts during the review period."
"Reduce brunoise prep time from 15 minutes to 10 minutes per batch by end of Q2, measured by CDP observation on three occasions."
"Maintain zero food safety incidents across the full review period, with correct labelling and dating on every prep item."
Development goal examples:
"Work a minimum of 5 shifts on the fish section by end of June to broaden section experience and build toward CDP readiness."
"Complete Level 2 Food Safety qualification by end of March, with study time supported during quieter shifts."
"Take responsibility for training one new commis during their first week, with the new starter rating the support as helpful in their probation feedback."
Connecting objectives to career progression:
| Current role | Typical next step | What to assess |
|---|---|---|
| Commis Chef | Chef de Partie | Section mastery, recipe accuracy, ability to work independently, communication with the team, consistency under pressure |
If they want to become a CDP, include section-mastery objectives and independent working targets. If they want to specialise in pastry or butchery, set goals in that direction. Set targets that stretch but don't break — if they're currently completing 70% of their prep list on time, aiming for 95% in three months is challenging but achievable; 100% immediately is unrealistic.
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 expected for a commis chef. Demonstrates strong skills across most competencies, learns rapidly, contributes positively to kitchen operations, and shows clear potential for progression. This commis is developing faster than average and raising the standard around them.
Meets expectations — Reliably performs the role to the required standard. Handles their prep list competently, follows recipes accurately, and contributes positively to the team. Development areas exist but don't undermine overall effectiveness. This is solid, dependable performance for a commis chef.
Below expectations — Performance falls short of the required standard in one or more significant areas. Development areas are affecting kitchen operations, food quality, or team dynamics. Improvement is needed with clear support and timelines.
Be honest. Rating everyone as "Meets expectations" helps nobody. If they're exceptional, recognise it — it fuels their motivation. 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 knife speed" but they explain they were using a damaged knife for three weeks because nobody replaced it, that context matters — add it. If you disagree, explain your reasoning calmly with specific examples.
Bear in mind that commis chefs may not have experienced a formal review before. Explain the process clearly, reassure them it's about development not discipline, and give them space to respond honestly.
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 fish section exposure going?" and "I noticed your prep speed is up — 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 or CDP promotion timelines, 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 Commis Chef one-to-one guide for how to run the weekly conversations that feed into this review
- Check out our Commis Chef onboarding guide if you're reviewing someone still in their first 90 days
- See our Commis Chef interview questions for hiring the right person in the first place