Human Resource Management

Human Resource Management National Food Service Management Institute The University of Mississippi

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

Information for Advertisements • 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

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 desirablecharacteristics applicable to SN?

Suggested Peer Interview Team Members • School principal • Teacher from school with opening • School nurse • SN director • SN manager • SN technician

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

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

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)

Human Resource Guidelines • 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

Sources of Information • District Human Resource Department • School Board Policy and Procedure Manual

Progressive Discipline • Coaching session • Verbal correction • Written correction • Final written warning • Termination

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

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!

Harassment • 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

Federal Human Resource Regulation • Fair Labor Standards Act (FLSA) • American’s with Disabilities Act (ADA) • Family and Medical Leave Act (FMLA) • Worker’s Compensation

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?

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?

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?

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?

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?

Objective 3 Describe what goes into a good job description and how to establish and use job performance standards for school nutrition personnel

Purposes of Job Descriptions • Communicate expectations • Describe working conditions • Detail required qualifications • State major responsibilities and duties • Serve as basis for performance appraisal

Elements of Job Descriptions • Purpose statement • Qualifications • Responsibilities and duties • Supervisory responsibilities • Equipment used • Working conditions • Safety statement

Job Description Questions • 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 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

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

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.

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

Numeric Performance Measure

Check the appropriate box Verbal Performance Measures

Objective 4 Describe how to help child nutrition program personnel become self-directed and self-managed staff to achieve program objectives

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

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

Human Resource Management