Readiness Checklist for Management Trainees

Shift Manager To

Assistant Manager

Candidate Name: __________________________________________________

RGM Name: __________________________________________________

Restaurant #: Date:_____________________

Page 1 v2010

Prerequisites for Internal Development Process:

1. One to be administered in the middle of June 20102. Second to be administered in the middle of July 20103. RGM/Field Trainer completes Readiness Checklist4.RGM/Field Trainer discusses Readiness Checklist with the MT5.MT has to score a Green in order to progress to LAR 16.Incase of a yellow RGM/Field Trainer would discuss Development Plan with the MT.

Readiness Checklist Use to determine readiness for Assistant Manager Training (RGM completes, reviews with Area Coach)Instructions: Place an "x" to the right of each item to denote the extent to which the Shift has demonstrated theseleadership behaviors.

Note: Black boxes indicate that a question is either Yes or NoPoints

0 1 2Customers Rarely/No Sometimes Usually/Yes

1. Role models Customer Mania.2. Consistently runs an effective shift (service times and quality).3. Ensures product procedures are followed consistently.4. Ensures new products are executed properly following roll-out.5. Takes action to correct improper procedures when necessary.6. Supports restaurant improvement plans during his/her shifts.7. Demonstrates Positive Energy by handling customer concerns on the spot using LAST.8. Coaches Team Members on methods to improve service or quality during shifts.9. Communicates CHAMPS Check scores and customer complaints to team so that each shift is aware of trends/problems.10. Adaptable and flexible to customer or crew needs during peak periods.11. Drives Customer Mania by role modeling and teaching Team Members to deliver 100% CHAMPS with a Yes.

People1. Delegates and follows-up to ensure execution rather than trying to do everything themselves.2. Effectively trains new Team Members.3. Ensures that people are trained before they are put in position.4. Deploys and re-deploys people effectively during peak periods.5. Keeps the energy high by maintaining a positive attitude throughout stressful situations (e.g. peak periods).6. Uses CHAMPS to recognize Team Members for their efforts at the end of each shift.7. Encourages Team Members provide Recognition to each other.8. Listens to Team Member concerns and is approachable.9. Effectively resolves Team Member concerns and conflict.10. Demonstrates Belief in People by treating Team Members fairly and with respect.11. Team respects and works with Shift as they would the Assistant Manager.12. Seeks to understand root causes of mistakes and learns from them.13. Is able to efficiently work around problems.14. Introduces new Team Members to the team and makes them feel welcome.15. Sets high standards for appropriate team behavior on shift.16. Helps RGMs to hire, develop and promote Customer Maniacs.

Sales and Profits1. Bases decisions on facts, not emotions.2. Does not blame others, takes responsibility for problems.3. Champions new ideas or change with their team in order to achieve results.4. Demonstrates Accountability for growing sales by achieving on target or better CHAMPS Checks and CERs on their shifts.5. Ensures execution of marketing initiatives, product promotions and suggestive selling.6. Demonstrates Excellence by following food, labor and semi-variable standards.7. Sets goals and assignments at the start of each shift and gives feedback during and at the

end of the shift.8. Has effectively taken weekly inventory 4 times.9. Conducts daily inventory.10. Effectively manages product cost during shift.11. Effectively communicates restaurant performance data to Team Members.

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Scoring

Instructions: Use the Checklist scores to determine whether this person is ready for growth now or needs further development in position.Note: "Rarely/No" ratings are scored as "0"; "Sometimes" ratings are scored as a "1"; and "Usually/Yes" ratings are scored as a "2".

# PointsCustomersPeopleSales and Profits

Total

Written Comments:

Next StepsDevelopment Plan (Yellow Score)

Use the Development Planning section to create a development plan for the candidate. Schedule time for development activities. Set a date to follow-up on progress on the development plan.

Assistant Manager Training Program (Green)

Use the Development Planning section if they have some weaknesses to concentrate on during training. Make arrangements to get this person started in training for the next position. Schedule any interviews that may be conducted.

SignaturesShift: _____________________________ Date: _____________________________

RGM: _____________________________ Date: _____________________________

Field Trainer: _____________________________ Date: _____________________________

v2002 Readiness Checklist – Shift to Assistant Manager Page 3

Ready for Growth?0-60 Yellow. Candidate may have difficulty as an Assistant Manager at this time. Continue to develop in position using the ideas from the Development Planning Form. Reassessment can occur in 60 days.

61-76 Green. Congratulations, candidate is ready to advance in the selection process.

Development PlanningInstructions: Use these ideas as a guide for this person’s development. Identify up to three commitments that this person will make to address their development needs. Write those action items withcompletion date in the box provided below.

Customers_______ - Improve restaurant measures through coaching Team Members._______ - Effectively delegate and follow-up._______ - Follow-up on product rollout to ensure it is being made properly._______ - Review with RGM how Team Members are deployed during peak periods._______ - Handle upset customers using LAST._______ - Coach Team Members on using LAST to resolve customer complaints._______ - Improve problem areas in customer service._______ - Take Accountability for driving CHAMPS Check Scores._______ - Maintain focus and shift priorities as demands shift._______ - Role model Customer Mania.

Other Ideas:_____________________________________________________________________________________________________________________________________________________________________________________________________________________________________

People_______ - Train new Team Members through guided practice._______ - Hold Team Members to high standards of conduct._______ - Get to know Team Members as people (hobbies, interests, family, etc.)._______ - Give out 3-5 CHAMPS cards per week._______ - Take Accountability for resolving team conflicts as they arise._______ - Be open to suggestions and concerns of Team Members._______ - Treat everyone fairly and with respect._______ - Ask Team Members how you can help them succeed._______ - Help onboard new people and make them feel welcome._______ - Plan a Team meeting._______ - Read Tricon’s Guide to Recognition._______ - Help RGM hire new Team Members.

Other Ideas:______________________________________________________________________________________________________________________________________________________________________________________________________________________________

Sales and Profits_______ - Review restaurant performance measures at the end of shift._______ - Role model how to demonstrate Accountability in the restaurant._______ - Role model appropriate safety behavior._______ - Conduct weekly and daily inventories._______ - Tour with Area Coach._______ - Coach Team Members on suggestive selling._______ - Multi-Brand candidates complete five day Multi-Branding training._______ - Multi-Brand candidates complete Partner Brand certification.

Other Ideas:______________________________________________________________________________________________________________________________________________________________________________________________________________________________

Identify up to three commitments the candidate will make to address their key development opportunities.Action Plan Completed By:

1)

2)

3)

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