The Restaurant Training Gap Scorecard | We Know How
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Free Self-Assessment — Restaurant Training

The Restaurant Training Gap Scorecard

A 20-question self-assessment for restaurant owners and operators. Find the gaps in your training system — and what they’re costing you every month.

⏱ 10 minutes · 20 questions · Instant results
Two restaurant team members working the phone and order station during a rush

“Turnover is rarely a people problem. It’s almost always a training problem in disguise.”

See exactly where your training system is leaking money, time, and people.

50–60%
Turnover Cost vs. Annual Wages
$120K–$150K
Annual Loss, 10-Unit @ 100% Turnover
30–50%
Faster Ramp With Documented Training
3–5 pts
Lower Labor Cost, Same Schedule
A
Onboarding
B
Role Clarity
C
Ongoing Training
D
Manager Development
How to score: For each statement, pick the answer that most honestly reflects your operation today — not what you wish were true. Total possible score: 40.
Scale:
0 — No, not happening today
1 — Sometimes, inconsistent
2 — Yes, documented & repeatable
Section A of 4

Onboarding

How a new hire experiences their first 30 days predicts how long they’ll stay

1. You have an up to date Handbook that is reviewed during orientation.
2. Every new hire follows the same documented onboarding plan, regardless of which manager trains them.
3. New hires know their role expectations, who their trainer is, and their first-week schedule before or on day one.
4. We measure how long it takes a new hire to reach full productivity — and we know our average.
5. New hires are formally certified on their station before working an unsupervised shift.
Section B of 4

Role Clarity

People don’t leave because the work is hard — they leave because they don’t know what “good” looks like

6. Every position has a written role description with measurable performance standards.
7. Team members can describe their top three responsibilities without looking at a document.
8. Cross-training paths are documented — team members know exactly what they need to learn to advance.
9. Formal & documented feedback is completed after each training shift.
10. New hires learn the menu, take a menu test, and have resources available to support menu, ingredient, and allergen information.
Section C of 4

Ongoing Training

Training without structure and documentation isn’t consistent or verifiable

11. There is a documented training guide or path for every position and each skill.
12. Every team member is certified on critical procedures (food safety, service engagement, key SOPs) and stations.
13. Certification results are tracked centrally — I know at a glance who is trained on each area.
14. New SOPs and menu changes are rolled out as required training, not as an email or a pre-shift mention.
15. I could prove training compliance to a health inspector, franchisor, or insurer in under five minutes.
Section D of 4

Manager Development

Your operation will never grow faster than your bench

16. You have a trained certified trainer that is accountable for the outcomes of each trainee.
17. There is a defined career path — team member to shift lead to assistant manager to GM — with required learning at each step.
18. You have a documented manager training program & manager that conducts this training.
19. Managers receive ongoing leadership and financial training, not just operational training.
20. We promote from within for at least half of our management openings.
Please answer all 20 questions before scoring.

One last step

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Your Training Gap Score

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out of 40
Ready to Close the Gaps?

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We’ll review your scorecard and build a 90-day plan to close your top three gaps — the ones that unlock the rest.

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