ORIENTATION TO SCHOOL NUTRITION MANAGEMENT
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recruiting
selecting and hiring
orienting
training and re-training
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monitoring
reviewing
motivating
school nutrition
technicians and
managers
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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
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Is the applicant technically able to do the
job or able to learn how to do the job?
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Is the applicant a good fit for the
department?
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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.
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hiring
job performance and
evaluation
harassment
contractual
agreements
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Americans with
Disabilities Act
formal grievances and
disciplinary actions
wage and hour issues
(Fair Labor Standards
Act)
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Maintain constructive
relationships.
Focus on the situation, issue, or
behavior, not the person.
Maintain the self-confidence and
self-esteem of others.
Lead by example.
 District
Human Resource
Department
 School
Board Policy and
Procedure Manual
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Coaching session
Verbal correction
Written correction
Final written warning
Termination
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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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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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Address allegations immediately.
Second-hand knowledge of an
incident must be investigated
immediately.
Severity of offense varies by degree
of harassment.
Some cases may call for
termination.
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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?
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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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Purpose statement
Qualifications
Responsibilities and duties
Supervisory responsibilities
Equipment used
Working conditions
Safety statement
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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?
 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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Improve performance
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Maintain desired performance
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Collect information for decision-making
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Maximize growth potential of the
employee
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Communicate future expectations
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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
1
Below
average Average
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3
Circle the appropriate number.
Above
average
Commendable
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5
Needs
Improvement
Average
Check the appropriate box.
Outstanding
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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
• Employee committees
• Contests
• Employee product testing
• Involvement in training
• Delegation
• Role play
The Institute of Child Nutrition
www.theicn.org
800-321-3054