An assessment of performance and goals achieved.
16/10/2023 Stavros Fragogiannis Assessment Form |
Assessment Area | Goals Set | Goals Achieved |
Community Policy | Legal operation of the Hotel with full law enforcement | All applicable licenses and certifications have been obtained. A Labor Specialist has drafted an obligation chart for both Hotel ownership and employees. |
‘’ ‘’ | Relationship & Communication with local authorities and organizations | - Cooperation and sponsorship of the Hippocratic Foundation of Kos
- Cooperation and sponsorship of the Svoureneo Center for the invalid
- Cooperation and Day Hosting for the 2nd regional DayCareCenter
- Restructuring of the iconic Palm Road
|
‘’ ‘’ | Organize activities for environment & sustainability with local community & organizations | - Environment day June 6th with Hippocratic Foundation of Kos
- World Cleanup Day Sept 21st with local primary school
- Sponsorship of Antimachia Lyceum in “Virtual Businesses” competition
- Sponsoring of the Hippocratic Gardens
- Hosting of annual conferences for the Hippocratic Foundation of Kos
|
‘’ ‘’ | Offering in-kind donations | - Donations to St. George Church and St Nikolas Cathedral
- Linens to the hospital and army base,
- Purchasing uniforms for local athletic unions
- Food stock for the St. Nektarios monastery
|
‘’ ‘’ | Cooperation/purchase of products/services locally | - 92% of food and drink stock, kitchen ware, food ware, utensils
- All replacement electrical & electronic devices, furniture &house wares
- All garden supplies, plants &soil
|
Human Rights & Employees | Equal Rights – Equal Opportunities | All staff members have access to the same training and educational seminars, boarding facilities, advancement opportunities, and productivity bonuses. |
“ “ | No Discrimination | Our Hotel employs staff of various nationalities and religions, both men and women, locals, immigrants and guest workers |
“ “ | Employee’s Rights | A Labor Specialist has drafted the Employment Bylaws, describing the rights and obligations for both Hotel ownership and employees. |
“ “ | Staff Conduct | Procedures are in place and communicated. Teams seem to be fully integrated and we have received positive comments from guests. |
“ “ | Reward Productivity | The previous period 3 staff members have been promoted and 2 members received bonuses for productivity scores* |
“ “ | Professional Advancement - Training | Between 26/10/22 and 21/07/23, eleven training sessions have taken place. These sessions were basically aimed at senior members and department heads. ** |
*
Event: The productivity rate has not been at its best this year.
Cause: Demanding circumstances and lack of staff has resulted in team leaders being busy carrying out chores meant for the staff. Thus, having less time to get to know each member of their staff and how they perceive their duties
Corrective steps: Team leaders and dept. managers will have to not only follow the productivity of their staff but also work closely with them and encourage them on more effective practises.
Special attention should also be given to low productivity as a result of lack of more specialized training (see below).
**
Event: Not all teams’ members were trained adequately this season.
Cause: Shortage in the working force in the industry, resulted in “last minute” hirings. In combination with the fact that employees had different levels of education and training, and a language barrier due to their origins, resulted in basic training only.
Corrective steps: Efforts must be made for early recruitment. Recurrent personnel with similar ethnic/language backgrounds to assist with the new member training. An absolute minimum of training sessions/subject must be set, for an employee to be considered competent to work with us.
Our Hotel also diligently practices a “Kitchen Waste” program where preparation organics, kitchen leftovers and guest leftovers are weighted and adjustments are made in the way we cook and serve our meals. Our goal is to decrease the amount of food that is thrown away while we increase the quality. A side effect is the reduction of solid waste, an increase in our recycling and proper sorting of our general garbage.
We believe that the three areas assessed above are indicative markers for our growth. Our workforce is the backbone of our business and our ties and participation with the community put us on the map of this island as an organic part of it, while our consumption control efforts have a rewarding resonance to our environment and our guests.
There is always room for improvement, and we are always willing to achieve challenging goals.
Hotel Manager
Stavros Fragogiannis