Review Forms

Mission Yogurt’s culture is one of growth. Growing the team means having every employee knowing that there is growth from the position they are in now, into new and exciting challenges. It is the Managers’ responsibility to foster the growth of the Team Members on their team. To facilitate this growth under the spirit of Mission’s motto of Constant And Never-ending Improvement, or CANI the Observation Guide and Form helps to grow a Managers’ Team.

Before a Team Member can be promoted from one position into a great role, with greater responsibilities, a MANAGER OBSERVATION FORM must be completed. Here is a step-by-step guide to help.

Verify the date of hire of the employee, if they are due for an annual or 90 day review this needs to be completed first.
A complete review of the Position Descriptions is required. These can be printed out from www.Missionyogurt.net > Careers > Job Descriptions. Print both the current position along with the description that the Candidate will more to. Familiarize yourself with the additional responsibilities, a full over-view of the changes in duties and responsibilities will need to be discussed with the Team Member.
Submit the MANAGER OBSERVATION FORM (with all position information completed) to a Operations Manager. This form can be printed out from www.Missionyogurt.net > HR resources and Forms > Review Forms. This form needs to be completed, utilizing detailed responses in the MANAGER RESPONSE section. Justify and explain why and how the individual is excelling in their current position and how they will grow in their new role.
Submit a completed review (if applicable), a completed MANAGER OBSERVATION FORM, along with a completed PAY RATE CHANGE FORM, to Human Resources. As with any position, or pay change; no changes will be communicated to the employee until all necessary approvals have been received. Even upon approval, nothing on their documentation is intended to create a contract of employment for a specific term and all employment is At Will.
The submitting Manager will be notified via email in regard to the position title and pay changes. This will include the start date of the new position.

Action Log FAQs

WHAT is the Team Member Action Log?

This is a tool that every individual Mission Yogurt store is required to implement in order to keep track of important Team Member interactions. Every Team Member needs to have a file maintained in this book from his or her first day of employment with the company until his or her last day with the company.

WHEN do you use the Team Member Action Log?

This should be used for any major Team Member/Manager interactions. For instance any significant coaching/mentoring interactions, disciplinary actions, and positive recommendations and honors.

WHO should have a file in the Team Member Action Log?

All current and active team members, not including store management. For instance, anybody that has the authority to sign a disciplinary action form, (and/or anyone that has access to the Team Member Action Log) should not have their own team member action log in that particular book.

WHAT items should be kept in the Team Member Action Log?

• Front Page: Team member Coaching Log • Back Page: Attendance and Availability Form (current, approved and signed) • Specific Store Policies/Guidelines (signed and/or a copy of Mission Yogurt Code of Conduct) • Disciplinary Action Forms (signed copies)

WHO is in charge of maintaining the Team Member Action Log?

All store management is in charge of maintaining the Team Member Action Log. If there is more than one store manager, you may delegate a manager to be in charge; however all managers will be held accountable for maintaining a current Team Member Action Log. GMs will maintain other Manager/Supervisor Action Log files and Executive management maintains Senior Management Action Log files.

WHERE do you keep the Team Member Action Log?

Please keep this somewhere it will be secure and protected from Team Member’s accessing the Team Member Action Log, ie. the store office, the store safe, etc.

WHY do we need the Team Member Action Log?

We want to provide every Team Member with the same opportunities to thrive throughout his/her career with Mission Yogurt, Inc. It is our goal to create a positive and productive environment where our Team Members know that we value exceptional work, we hold everyone accountable to the same standards, and we treat every Team Member fairly throughout his/her career with the Company. It is also crucial that we empower our Management Team to make important decisions concerning their Team Members’ careers, but while ensuring that these decisions are fair, justified, and fall in-line with all the Company’s standards and procedures.

OTHER IMPORTANT DETAILS ABOUT THE TEAM MEMBER ACTION LOG:

•Please keep the following items in your Team Member Action Log: -THE MOST CURRENT MISSION YOGURT CODE OF CONDUCT (available on the internal website) – THE MOST CURRENT COMPANY MANUAL (will be updated soon and posted to the internal website) – THE MOST CURRENT STORE POLICIES AND STANDARDS (you may use your most current drafts. The final versions for each store will posted to the website soon!) • Upon the separation of a Team Member from the Company, his or her Team Member Action Log file, must be turned to HR, in addition to the Termination Report.

Procedures for Promotions

A Leadership Opportunity at Mission Yogurt, Inc. is defined as the following positions:

Lead (Job Title)
Supervisor
Assistant Manager
Manager/Senior Manager
General Manager/Kitchen Manager

If the internal applicant has worked for more than a year for Mission Yogurt, they must have up-to-date annual reviews completed and on file.
After receiving direct supervisor feedback and looking over the team member’s review files, HR will set up an interview with the internal candidate.
Upon interviewing all applicants, if the decision is made to promote a team member from within, HR will notify the applicant and direct supervisor.
Following the notification and award of a leadership position to an internal applicant, HR and the Direct Supervisor will be responsible for completing a position change orientation for the Team Member.
The position change orientation must be scheduled and completed before the official start date in the new position.
The completed POSITION CHANGE ORIENTATION FORM as well as a PAY RATE CHANGE FORM, must be completed and turned into HR to finalize the process.

All Leadership Opportunities will be posted to the Mission Yogurt, Inc. Website
If there is not a current posting and you are looking to add or create a new leadership position, this must be cleared and processed through HR@missionyogurt.com
All Internal candidates must submit a resume directly to Careers@missionyogurt.com ***please note external candidates must submit to careers@misisonyogurt.com
Once the resume is submitted to HR@MISSIONYOGURT.COM. An HR Representative will contact the applicant’s direct supervisor for feedback and an endorsement.
If the internal applicants has worked less than year for Mission Yogurt, they must have had a 90 day review completed and on file.

Payroll Position Change Process

Forms required:

Observation form – Completed by your OPS manager
Pay Rate Position Change Form

Before you submit to HR:

Are all reviews up to date?
Do you have the current pay rate and new pay rate?
Did you select the type of change? Ie: Pay rate change no position change or Pay rate change with a position change.
Have you indicated what the current and new position will be?