ORIENTATION TO SCHOOL NUTRITION MANAGEMENT

 monitoring  reviewing  motivating school nutrition technicians and managers  recruiting  selecting and hiring  orienting  training and re-training

Job title Job description (1-2 lines) Pay rate Hours of work per day Desirable characteristics and experience (i.e. bilingual preferred; cooking experience preferred) Benefits information (if benefits are provided/offered) Contact information

Is the applicant technically able to do the job or able to learn how to do the job? Is the applicant a good fit for the department? Does the applicant have other desirable characteristics applicable to School Nutrition?

 School principal  Teacher from school with opening  School nurse  School nutrition director  School nutrition manager  School nutrition technician

 Allow enough time to adequately cover content.  Assign new employees a mentor so they have a colleague with whom to talk and share experiences.  Hold orientation in a place with no distractions.

Employees do not perform as directed because: 1. They don’t know how to perform the work. 2. They don’t want to perform the work.

 Americans with Disabilities Act  formal grievances and disciplinary actions  wage and hour issues (Fair Labor Standards Act)  hiring  job performance and evaluation  harassment  contractual agreements

1. Maintain constructive relationships. 2. Focus on the situation, issue, or behavior, not the person. 3. Maintain the self-confidence and self-esteem of others. 4. Lead by example.

 District Human Resource Department  School Board Policy and Procedure Manual

1. Coaching session 2. Verbal correction 3. Written correction 4. Final written warning 5. Termination

Write facts, not opinion. Write who, what, where, when, why. Obtain written and signed statements from witnesses. Document on the day of the event. Record time and date (day, month, year). Take photographs as needed. Give the accused a chance to explain, verbally and in writing. Obtain all sides of the story.

Counsel the employee as soon as possible after the violation occurs. Hold the discussion in private and have another supervisor as witness. Speak to the employee in a calm, friendly, but firm manner. Document, document, document!

1. Address allegations immediately. 2. Second-hand knowledge of an incident must be investigated immediately. 3. Severity of offense varies by degree of harassment. 4. Some cases may call for termination.

 Fair Labor Standards Act (FLSA)  American’s with Disabilities Act (ADA)  Family and Medical Leave Act (FMLA)  Worker’s Compensation

A school nutrition employee works 40 hours in a week plus 3 hours of overtime in the same week without prior approval. Prior approval by management for overtime work is required. Does this employee qualify for overtime pay?

A school nutrition director has ordered an employee not to work any overtime. In defiance of the director, the employee works 15 hours of overtime. Does this employee qualify for overtime pay?

A school nutrition area supervisor asks a school nutrition manager to pick up a package of hamburger buns from a school that is on the way to her own school. Should the manager be paid for her time? If yes, for what period of time should the manager be paid?

School nutrition managers are asked to answer the phone, accept deliveries, take deposits from parents, and other general duties while on their half-hour lunch break. Should the managers be paid if they accept a delivery during the lunch break?

An employee has been on unpaid leave for 10 weeks to care for her husband who has a serious illness. The employee is a head cook, works 8 hours a day, and makes $12.00 per hour. What is the director’s legal responsibility when the employee returns to work?

Communicate expectations Describe working conditions Detail required qualifications State major responsibilities and duties Serve as basis for performance appraisal

Purpose statement Qualifications Responsibilities and duties Supervisory responsibilities Equipment used Working conditions Safety statement

 What are two positive things about each of the two job descriptions?  What are two things you would add, delete, or change on each of the two job descriptions?

 Performance standards are written statements that describe how well a job should be done.  Performance appraisal is a process that assesses, summarizes, and improves the work performance of employees.

Improve performance Maintain desired performance Collect information for decision-making Maximize growth potential of the employee Communicate future expectations

Delivers good customer service, OR Delivers excellent customer service to all customers and guests at all times under all conditions, OR Delivers consistently superior customer service, including greeting and thanking all customers, demonstrating a positive service attitude by smiling and greeting customers by name, and displaying and serving only the highest quality foods.

 Has a positive attitude or  Is a positive member of the cafeteria team or  Exhibits teamwork, a positive attitude, and good communication skills

Not acceptable Below averageAverage Above averageCommendable Circle the appropriate number.

Needs Improvement AverageOutstanding Check the appropriate box.

Pay wages comparable to neighboring districts Cross-train for more effective operations Recognitions and Service Awards Offer feedback on program operations Suggestion box

Employee committees Contests Employee product testing Involvement in training Delegation Role play

The Institute of Child Nutrition