How to Use the Kitchen Porter 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 kitchen porter 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 pot turnaround time, cleanliness audit scores, breakage rate, and reliability percentage 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 pot wash efficiency, kitchen cleanliness, equipment care, pace maintenance, and deep cleaning with Exceeds/Meets/Below descriptors
- Behavioural Competencies assessment covers teamwork, reliability, initiative, and communication
- Compliance and Standards confirms COSHH awareness, manual handling, waste management, food safety basics, and machinery operation
- 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 kitchen porter performance reviews matter
Your kitchen porters keep the entire operation moving. A well-written performance review helps them understand exactly where they stand, what they are doing well, and what they need to work on. Kitchen porters rarely receive formal feedback — they are told when something is wrong but almost never told when they are doing well. A structured review changes that dynamic and shows them you value their contribution.
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 kitchen porter 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.
Pot turnaround time — Observe or time how quickly pots, pans, and equipment cycle through the wash during a typical service. Compare their turnaround to what the kitchen needs — if chefs are waiting for pans, the turnaround is too slow. If pans are always ready, it is working. Context matters — a kitchen porter working a 200-cover Saturday will naturally have longer turnaround than one on a quiet Tuesday.
Cleanliness audit scores — Review kitchen cleanliness scores from your internal audits or EHO inspections. The kitchen porter is directly responsible for floor cleanliness, waste area management, and equipment hygiene. Consistent high scores indicate reliable standards. Declining scores point to either workload issues or disengagement.
Breakage rate — Track crockery, glassware, and equipment breakage over the review period. Some breakage is inevitable, but a high or increasing rate may indicate rushing, carelessness, or equipment handling issues. Compare their rate to other KPs if you have more than one. Context matters — a kitchen porter rushed off their feet will break more than one with a manageable workload.
Reliability percentage — Calculate attendance rate for the review period. Kitchen porter absence has an outsized impact because there is rarely a backup plan. 95%+ attendance indicates strong reliability. Declining attendance often signals burnout, dissatisfaction, or physical injury.
Customisation tips:
- For kitchens with multiple KPs, add shift-end handover quality as a metric
- For kitchens where KPs do prep work, add prep accuracy and speed metrics
- For large operations, add waste management compliance (recycling, oil disposal, food waste separation)
- Do not rely on a single metric — a KP with high breakage but excellent cleanliness scores and perfect attendance might need equipment training, not discipline
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 replaced, prep training not arranged, staffing levels unchanged
Be honest about blocked objectives. If you promised to fix the dishwasher and did not, or said you would arrange prep training that never happened, that is 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 are 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 |
|---|---|---|---|
| Pot wash efficiency | Keeps pace with service demand consistently, pots are always available when chefs need them, manages multiple wash cycles simultaneously, adapts to rushes without falling behind | Keeps up during normal service, occasional backlog during peak but recovers, asks for help when needed | Frequently falls behind, pots pile up during service, chefs are waiting for equipment, does not adapt to rush pace |
| Kitchen cleanliness | Kitchen floors, surfaces, and waste areas are consistently spotless, proactively cleans without being asked, maintains standards even during the busiest shifts | Keeps kitchen clean to an acceptable standard, completes assigned cleaning tasks, occasional lapses during rush periods | Kitchen areas are consistently below standard, leaves residue on surfaces, skips cleaning tasks, requires reminders |
| Equipment care | Handles equipment carefully, reports faults immediately, understands the dishwasher cycle and maintains it, minimal breakage | Handles equipment reasonably, reports major faults, occasional breakage within normal range | Careless with equipment, high breakage rate, does not report faults, misuses the dishwasher |
| Pace maintenance | Maintains consistent speed throughout the entire shift including the last hour, adjusts pace to match service demand, never seen standing idle during service | Works at a reasonable pace, slows towards end of shift but completes tasks, adequate during service | Pace drops significantly during busy periods or towards end of shift, frequently behind, visible disengagement |
| Deep cleaning | Completes deep cleaning tasks thoroughly and efficiently, takes pride in results, leaves areas genuinely clean rather than superficially tidy | Completes assigned deep cleaning tasks to an acceptable standard, follows checklists | Rushes deep cleaning, leaves areas still dirty, skips tasks, requires checking and redoing |
Avoiding common rating errors:
- Recency bias: Check your notes from three months ago. Did they have a strong start that is now forgotten?
- Halo effect: Excellent pace does not mean excellent cleanliness. Rate each competency separately.
- Central tendency: Not everyone "meets expectations." If they are exceptional at keeping pace, say so. If deep cleaning is poor, say that too.
Customisation tips:
- For kitchens where KPs handle prep work, add basic food preparation as a competency
- For operations with multiple KPs, add handover quality between shifts
- For kitchens with complex waste management requirements, weight that competency more heavily
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 pot backlog during the 220-cover Saturday service on 8th March, with chefs confirming pans were always available within 5 minutes of being dropped off."
"[Name]'s deep cleaning needs improvement — the walk-in shelving was still visibly dirty after their assigned deep clean on 12th February, requiring the head chef to ask for it to be redone."
"[Name] reduced breakage by 40% over the review period after completing the equipment handling refresher in January."
"[Name] struggled with pace maintenance during the last two hours of double shifts, with visible slowdown affecting pot availability during evening service on three 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 |
|---|---|---|---|
| Teamwork | Helps chefs without being asked, supports other KPs willingly, positive presence in the kitchen, contributes to team morale | Helps when asked, gets along with colleagues, cooperates during busy periods | Reluctant to help, isolated from the team, creates friction, does not support colleagues |
| Reliability | Never late, always ready for shift, stays when needed without complaint, covers shifts at short notice, consistent across all shift patterns | Punctual and prepared, occasional lateness with good reason, reasonable flexibility | Frequent lateness, increasing absence pattern, leaves before tasks are complete, unreliable for cover |
| Initiative | Spots tasks that need doing without being told, anticipates what chefs will need next, restocks without prompting, identifies problems before they escalate | Completes assigned tasks, responds to requests promptly, follows routines reliably | Waits to be told what to do, misses obvious tasks, needs constant supervision, stands idle when not directed |
| Communication | Tells chefs when pots are ready, flags equipment issues immediately, asks questions when unsure, communicates clearly despite kitchen noise | Communicates basic information, responds when spoken to, follows instructions | Does not communicate pot availability, fails to report equipment faults, does not ask when unsure, creates confusion |
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 98% attendance during the review period, covering four additional shifts at short notice including a Bank Holiday double when the other KP called in sick."
"[Name] tends to wait for instructions rather than looking for tasks — observed standing idle for 10 minutes on two occasions while surfaces needed wiping and bins needed changing."
"[Name] proactively restocked the line with clean pans 15 minutes before evening service on every observed shift, without being asked by any chef."
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.
COSHH awareness — Do they understand the chemicals they use daily? Can they identify the correct dilution rates? Do they store chemicals correctly? Do they know what to do if they spill concentrated cleaning product on their skin? Chemical misuse is a common and preventable hazard in the wash area.
Manual handling — Do they lift heavy pots and stock boxes correctly? Do they use trolleys and aids when available? Do they understand the risks of repetitive lifting? Kitchen porters are at high risk of back and shoulder injuries from manual handling.
Waste management — Do they separate waste correctly (general, recycling, glass, oil, food waste)? Do they manage the bin area hygienically? Do they understand the environmental and compliance requirements for waste disposal?
Food safety basics — Do they understand basic cross-contamination risks? Do they handle equipment that contacts food with appropriate care? Do they know the difference between clean and sanitised? Even though they are not preparing food, their work directly affects food safety.
Machinery operation — Do they operate the dishwasher, pot wash machine, and any other equipment safely? Do they understand the safety features and emergency stops? Do they report faults rather than attempting repairs?
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 kitchen porter created particular value.
How to write strong achievement statements:
- Be specific: dates, numbers, outcomes
- Show impact: service supported, problems solved, standards raised
- Use their contribution, not the team's: what did they do?
Example phrases:
"[Name] maintained zero pot backlog during three consecutive 200+ cover services in December, with no chef complaints about equipment availability."
"[Name] identified a dishwasher drainage fault and reported it immediately, preventing a potential flood that would have disrupted evening service."
"[Name] achieved 98% attendance during the review period, covering four additional shifts at short notice."
"[Name] completed basic food prep training and now supports vegetable preparation during quiet periods, adding genuine value beyond the pot wash role."
"[Name] reduced cleaning product waste by 25% after learning correct dilution rates during the COSHH refresher in February."
Customisation tips:
- For KPs progressing toward cooking roles, highlight food prep achievements and kitchen awareness
- For KPs in their first review period, focus on learning curve, reliability, and growing confidence
- For experienced KPs, acknowledge consistency and the unseen value they provide to service
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 pace drops significantly in the last two hours of double shifts — observed pot backlog building on three Saturday evenings during the review period."
"[Name]'s deep cleaning quality needs improvement — the walk-in and dry store deep cleans required redoing on two occasions during the review period."
"[Name] tends to wait for instructions rather than proactively identifying tasks, particularly during quieter periods between services."
"[Name]'s breakage rate was 30% above the team average, primarily with glassware, suggesting a handling technique issue."
"[Name] does not consistently communicate pot availability to the line, resulting in chefs sending runners to check on two observed occasions."
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 zero pot backlog during service for 90% of shifts during the review period by improving prioritisation of service-critical items."
"Achieve a cleanliness audit score of 4 or above on all assigned deep cleans during the review period."
"Reduce breakage rate to team average or below by end of Q2 through completing the equipment handling refresher by end of March."
Development goal examples:
"Complete basic food prep training by end of Q1, enabling support with vegetable preparation during quiet periods."
"Learn the dishwasher maintenance routine and perform the weekly descale independently for at least 8 weeks during the review period."
"Shadow a commis chef for at least 2 shifts during the review period to explore interest in a cooking pathway."
Connecting objectives to career progression:
| Current role | Typical next step | What to assess |
|---|---|---|
| Kitchen Porter | Commis Chef / Senior KP | Interest in cooking, basic prep skills, food safety knowledge, ability to follow instructions precisely, knife skills potential |
If they want to move into cooking, include prep skill objectives and chef shadowing. If they want to stay as a KP, focus on efficiency, deep cleaning mastery, and reliability targets. Set targets that stretch but do not break — if deep cleaning is currently inconsistent, aiming for perfection immediately is unrealistic; consistent improvement is 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, supports the kitchen beyond basic requirements, and is developing skills beyond their current role. This kitchen porter is a genuine asset who keeps the kitchen running smoothly.
Meets expectations — Reliably performs the role to the required standard. Keeps the wash clear, maintains cleanliness, and contributes positively to the kitchen. Development areas exist but do not 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 kitchen operations, cleanliness, or team dynamics. Improvement is needed with clear support and timelines.
Be honest. Rating everyone as "Meets expectations" helps nobody. If they are exceptional, recognise it. If they are 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 30 minutes for the review conversation — 20 for discussion, 10 for buffer. Meet somewhere quiet, away from the kitchen.
How to conduct the meeting:
Give them the written review to read for 5-10 minutes. Do not hover — get them a drink and let them absorb it privately. When they have read it, ask: "What are your thoughts? Does this feel fair?" Then listen. Do not defend immediately — understand their perspective first.
If they raise valid points, amend the document. If you noted "pace drops during doubles" but they explain the dishwasher was broken for three of those shifts, that context matters — add it. If you disagree, explain your reasoning calmly with examples.
The goal is a document both parties consider fair and accurate — not necessarily one they are 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 is the prep training going?" and "I noticed the wash area was spotless after Saturday — well done" 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. If there is a pathway to commis chef, make it concrete.
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 Kitchen Porter one-to-one guide for how to run the weekly conversations that feed into this review
- Check out our Kitchen Porter job description for the full scope of responsibilities
- See our Kitchen Porter onboarding guide if you are reviewing someone still in their first 90 days