Human Resource Management
National Food Service Management Institute
The University of Mississippi
1
Objective 1
Identify basic functions of human
resource management, including
recruiting, selecting and hiring, orienting,
training, re-training, monitoring,
reviewing, and motivating school
nutrition technicians and managers
2
Information for Advertisements
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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
3
Interview Objectives
•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 SN?
4
Suggested Peer Interview Team
Members
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School principal
Teacher from school with opening
School nurse
SN director
SN manager
SN technician
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Suggestions for Effective
Orientation
• Allow enough time to adequately cover
content
• Assign new employees a buddy so they
have a friend with whom to talk and share
experiences
• Hold orientation in a place with no
distractions
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Reasons for Poor Performance
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
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Objective 2
List local, state, and federal regulations
and policies relating to human resource
management, including hiring, job
performance and evaluation, harassment,
contract agreements, Americans with
Disabilities Act, formal grievances and
disciplinary actions, wage and hour issues
(Fair Labor Standards Act)
8
Human Resource Guidelines
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
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Sources of Information
• District Human Resource Department
• School Board Policy and Procedure Manual
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Progressive Discipline
1.
2.
3.
4.
5.
Coaching session
Verbal correction
Written correction
Final written warning
Termination
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Documentation Tips
 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
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Good Disciplinary Practices
• 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!
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Harassment
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
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Federal Human Resource
Regulation
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Fair Labor Standards Act (FLSA)
American’s with Disabilities Act (ADA)
Family and Medical Leave Act (FMLA)
Worker’s Compensation
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Fair Labor Standards Act Case
Study #1
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?
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Fair Labor Standards Act Case
Study #2
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?
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Fair Labor Standards Act Case
Study #3
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?
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Fair Labor Standards Act Case
Study #4
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?
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Family Medical Leave Act (FMLA)
Case Study
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?
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Objective 3
Describe what goes into a good job
description and how to establish and use
job performance standards for school
nutrition personnel
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Purposes of Job Descriptions
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Communicate expectations
Describe working conditions
Detail required qualifications
State major responsibilities and duties
Serve as basis for performance appraisal
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Elements of Job Descriptions
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Purpose statement
Qualifications
Responsibilities and duties
Supervisory responsibilities
Equipment used
Working conditions
Safety statement
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Job Description Questions
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What are two positive things about each of
the two job descriptions?
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What are two things you would add, delete,
or change on each of the two job
descriptions?
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Performance Appraisal
• 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
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Objectives of Performance
Appraisals
• Improve performance
• Maintain desired performance
• Collect information for decision-making
• Maximize growth potential of the employee
• Communicate future expectations
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Sample Performance Standard #1
 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.
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Sample Performance Standard #2
• Has a positive attitude
or
• Is a positive member of the cafeteria team
or
• Exhibits teamwork, a positive attitude, and
good communication skills
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Numeric Performance Measure
Not
acceptable
Below
average
1
2
Average
Above
average
Commendable
3
4
5
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Verbal Performance Measures
Check the appropriate box
Needs
Improvement
Average
Outstanding
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Objective 4
Describe how to help child nutrition
program personnel become self-directed
and self-managed staff to achieve
program objectives
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Motivating Employees
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Pay wages comparable to neighboring districts
Cross-train for more effective operations
Recognitions and Service Awards
Offer feedback on program operations
Suggestion box
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Employee Involvement
Employee committees
Contests
Employee product testing
Involvement in training
Delegation
Role play
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