Evaluate

Performance & Development: recognition, coaching, evaluation, corrective action, accountability, and career progression.

The Evaluate module will become the company performance and development file. It should help managers reinforce good work, coach improvement, evaluate progress, and address standards that are not being met. For now, this page holds planning notes so we do not lose the direction while the operating modules are built first.

Four Connected Areas

Recognition — reinforce behavior worth repeating
Coaching — help someone improve before the issue becomes disciplinary
Evaluation — assess performance and development over time
Corrective Action — formally address standards that are not being met

Planned Evaluation Tools

30-, 60-, and 90-day evaluations
Annual performance reviews
Coaching and counseling notes
Recognition and positive feedback
Corrective actions
Performance Improvement Plans (PIPs)
Promotion readiness
Pay increase recommendations
Manager comments and employee comments
Goal setting and goal tracking
Competency ratings by position
Historical evaluation timeline

Recognition & Retention Direction

Recognition should be part of the employee's real work history, not a separate feel-good program. Managers should be able to quickly record specific positive contributions such as excellent customer service, helping another employee, reliability, training completion, food-safety leadership, handling a difficult shift, or a customer compliment.

Make recognition specific, timely, and connected to the behavior being recognized
Keep positive history visible alongside coaching and corrective information
Use reminders carefully so recognition remains genuine rather than automatic
Carry recognition into 30/60/90-day and annual reviews
Allow an appropriate employee-visible recognition history later
Use recognition trends to support retention, promotion readiness, and manager development

Recognition matters because it communicates attention. AOP should help managers notice effort, improvement, teamwork, initiative, and guest care—not turn appreciation into a mechanical points program.

Working Concept

Evaluate should eventually become the chronological performance and development history for each employee. Formal reviews should draw from ongoing recognition, coaching, goals, follow-up, and corrective information rather than surprising an employee with a score assembled months later. It should connect naturally to Onboarding, Training, Employee Records, and Manager Development.