hire the best-grow the rest! darlene moppert ......hire the best-grow the rest! darlene moppert, ms,...

HIRE THE BEST-GROW THE REST!DARLENE MOPPERT, MS, RDN

PROGRAM MANAGER, NUTRITION EDUCATION AND TRAININGBROWARD COUNTY PUBLIC SCHOOLS

DARLENE.MOPPERT@BROWARDSCHOOLS.COM

OBJECTIVES Identify/implement ways to recruit quality child nutrition

employees

Assess your department/cafeteria turnover rate

Motivate, develop and retain all employees by channeling Maslow’s Hierarchy of need

USDA PROFESSIONAL STANDARDS: 3440-1.0 CEU

Retention, Promotion and Recognition

HIRE THE BEST!EXPAND APPLICANT POOL

Create visibility

Shorten primary web address

School parent - volunteers

Social media

Different websites Small newspaper-local flyers

Banners

BWM (recruitment business cards)

Use of online recruitment job boards such as Indeed, EmployFL, ZipRecruiter, CareerBuilder and college job boards

HIRE THE BEST!QUESTIONS TO

ANSWER

Can they do the job?

Will they do the job?

Will they fit into the culture?

HIRE THE BEST!

Promote your culture at each step (Connect the dots!)

Centralized screening

Ask the right questions (standardized)

Generate interest-tour the department

Involve your employees

TURNOVER

Turnover Rate

Employee separations divided by the number of employees

Cost of Turnover

Recruitment

Interview time

Administrative time associated with new hire

OT time and supervisory time for compensate for terminated employee

Training time

LEADERSHIP THEORYMASLOW HIERARCHY OF NEEDS

LEADERSHIP THEORY

MANAGING PEOPLE

Hire the right people

Set expectations

Connect the dots

Reward and recognize

Manage up

REWARD AND RECOGNIZE

Creates role models

Creates good behavior examples

Shows staff that they make a difference

Creates more Winners

Manages up

More to a job than just a paycheck

TOP 5 WORKPLACE INCENTIVES

Personal praise from supervisor

Written praise from supervisor

Promotion for performance

Public Praise

Morale-building Meetings

REWARD SUCCESS! Treats

Staff development days, conferences

Public recognition (group picture, compliment at a meeting, article in a newspaper or magazine)

Thank you notes

More responsibility

MAKE MEETINGS SPECIAL

(PEP RALLY, THEME) Share wins first (Be a good cheerleader)

Spotlight Good performance

Update employees on the business of school

lunch and student achievement.

Show employee new products.

Explain new procedures

Be direct regarding areas of concern

Hold employees accountable

COMMUNICATE, COMMUNICATE COMMUNICATE!

Announce wins

Spotlight good performance

Communication Board

Relish the success of others

Provide employees with regular performance updates

Put your ego in your pocket

COMMUNICATE

Provide information

Give direction

Praise/reprimands (manage up)

Listen

Feel empathy

WHAT EMPLOYEES WANT?

Believe the organization has the right purpose or mission

Know that their job is worthwhile (Connect the employees job to the school and department’s mission statement.

Feel that they make a difference

PRAISE VERSUS CRITICISM

1 praise/1 criticism = Negative

2 praise/1 criticism = Neutral

3 praise/1 criticism = Positive

PEOPLE

Attitude

Appearance

Accountability

PEOPLE: ATTITUDEExample (taught and caught)

Role models

“Can do”

Sense of ownership

Be positive

Commitment to coworkers

CREATE OWNERSHIP

Lead by example

(Attitudes are taught and caught)

Create role models

“Can do”

Sense of ownership

Commitment to your co-workers

Provide feedback about performance

Complimented and rewarded behaviors will be repeated.

MISSION POSSIBLE!

Provide Nourishing Meals to

Support Student Achievementand

Lifelong Healthy Lifestyles

THANK YOU!

“Coming together is a beginning; keeping together is progress; working together is success.”Henry Ford