Sous Chef
Znane również jako: Sous Chef · Deputy Head Chef
Supports the head chef in the daily running of the kitchen, takes charge in their absence and monitors quality during service.
The sous chef is the head chef's right hand and takes full responsibility for the kitchen during their absence. Unlike an independent cook, they also direct other cooks and monitor the quality of their work during service. Selection tests culinary skill well, but the ability to correct colleagues under time pressure without souring the kitchen atmosphere remains hard to assess.
Kompetencje, które należy oceniać
Oto konstrukty behawioralne i kompetencyjne zawarte w tym profilu. Przy każdym z nich podano, który kwestionariusz hrmforce służy do jego pomiaru.
| Kompetencje, które należy oceniać | Poziom docelowy | hrmforce narzędzie | Metoda oceny | Kotwica behawioralna na poziomie docelowym |
|---|---|---|---|---|
| Client focus Kompetencje (50-ramowe): Customer Focus Knockout | N4 | Big Fifty, Competency Check, 360 Feedback | 360-degree feedback | Uncovers the real need behind a client question, makes a fitting proposal and checks after delivery whether it works. |
| Directing and steering people Kompetencje (50-ramowe): Management | N5 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Designs the management line for the whole organisation, addresses managers on their style and defines what good steering means here. |
| Managing workload pressure Kompetencje (50-ramowe): Stress resilience | N4 | Big Fifty, Competency Check, Pulse Survey | Structured interview | Cuts or shifts tasks independently when busy on the basis of importance, records this and discusses consequences with clients. |
| Professional demeanour and representation Kompetencje (50-ramowe): Organizational Sensitivity | N4 | 360 Feedback, Competency Check | On-the-job observation | Represents the team with clients and external parties, chooses appropriate language and addresses colleagues on inappropriate conduct. |
| Discipline and keeping commitments Kompetencje (50-ramowe): Discipline | N4 | Big Fifty, 15PF, 360 Feedback | Personality questionnaire | Commits only to what is feasible, tracks own commitments and informs those involved as soon as a deadline comes under pressure. |
| Improvising within boundaries Kompetencje (50-ramowe): Creativity | N4 | Competency Check, 360 Feedback | Situational Judgement Test | Chooses an interim solution within the rules when something fails or an unexpected request arrives, and records afterwards what deviated. |
| Physical strength and endurance Kompetencje (50-ramowe): Energy | N4 | Work sample test | Work sample test | Moves heavy loads independently with aids, spreads the effort across the shift and maintains the agreed pace. |
| Sustaining pace in repetitive work Kompetencje (50-ramowe): Discipline | N4 | Big Fifty, Work sample test | Work sample test | Sustains the pace for a full shift, builds in own rhythm and short recovery moments and stays within the quality standard. |
| Safety awareness Kompetencje (50-ramowe): Discipline | N4 | Big Fifty, Competency Check | Situational Judgement Test | Recognises unsafe situations in own process, intervenes and addresses colleagues without bringing the work to a halt. |
| Accuracy and attention to detail Kompetencje (50-ramowe): Accuracy | N3 | Big Fifty, 360 Feedback | Personality questionnaire | Builds check moments into the own process, keeps track of errors and prevents repetition by adjusting the method. |
| Commercial capability Kompetencje (50-ramowe): Commercial acumen | N3 | Big Fifty, Competency Check, 360 Feedback | Assessment centre | Discusses additional services with existing customers on own initiative and records the revenue opportunity in the customer file. |
Krótki profil
Dziesięć najważniejszych umiejętności w tym profilu. Pełny profil zawierający wszystkie umiejętności, punkty odniesienia behawioralne i metody oceny znajduje się w pliku do pobrania.
| T | Umiejętności | Poziom docelowy | Waga | Knockout | Metoda oceny |
|---|---|---|---|---|---|
| V | Applying craftsmanship | N5 | 5 | tak | Portfolio or evidence |
| G | Client focus | N4 | 5 | tak | 360-degree feedback |
| V | Hospitality service | N4 | 5 | tak | On-the-job observation |
| K | Applying food safety and hygiene codes | N4 | 5 | tak | Knowledge test |
| G | Directing and steering people | N5 | 4 | nie | Assessment centre |
| V | working in teams | N4 | 4 | nie | 360-degree feedback |
| G | Managing workload pressure | N4 | 4 | nie | Structured interview |
| G | Professional demeanour and representation | N4 | 4 | nie | On-the-job observation |
| V | Working with shift work and irregular hours | N4 | 4 | nie | Structured interview |
| V | Clear oral expression | N4 | 3 | nie | Assessment centre |
Zobacz wszystkie 27 umiejętności w pełnym profilu
Narzędzia oceny dla tego stanowiska
Competency Check
Behavioral-Level Competency Assessment
Work sample test
Representative work sample under standardized conditions
Big Fifty
Personality questionnaire, 150 items, 25 factors
360 Feedback
Multiple assessments based on behavioral anchors
Knowledge test (client-specific)
Professional knowledge test, customized for each client
Communication Styles
Preferred communication style
Conflict Styles
Preferred style in conflict situations
Portfolio
Evaluation of prior work against fixed criteria
Pulse Survey
Periodic measurement at the team and organizational levels
Structured interview
Behavioral interview with a fixed structure
Mental Resilience (4C)
Mental Resilience According to the 4C Model
15PF
Personality Profile, a shorter alternative to the Big Fifty
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