Training Manual |
Chat Archives | Retention Strategies 12/4/00
Submitted by
neda on 04/04/2002
12/4/00 Chat on Retention Strategies Participants: Chat Master:
LeRoy Danielson, Rhode Island Community Kitchen: ldanielson@rifoodbank.org
Nancy Russman, Louisville Community Kitchen: Chefnancy@daretocare.win.net
Jane Tally, Kansas City Community Kitchen: jctally@hotmail.com
Kate Valsing, CHANNELS (Cumberland, PA): Channels@paonline.com
Linda Vogler, Community Culinary School of Charlotte: Kitchens@webkorner.com
Casey Lewis, Sutherland Culinary Services (Chicago, IL): CaseyL@hamail.org
Heather Thrift, RI Community Kitchen: hthrift@rifoodbank.org
Gay Firth, Rachel's Table (Woodbridge, CT): seaside72@yahoo.com
Tammy Williams, DC Central Kitchen: twilliams@dccentralkitchen.org
Connie Lynch, DC Central Kitchen: kitchensinc@dccentralkitchen.org
Susan Callahan, DC Central Kitchen: scallahan@dccentralkitchen.org
The Importance of a great ORIENTATION
chatmaster just entered this room...
linda just entered this room...
From chatmaster: alright--Linda. where are you from, and do
you have any good activities for orientation?
From linda:: hi, linda from charlotte
Casey just entered this room...
chatmaster: casey, where ya from?
Submitted by
neda on 04/04/2002
From Casey: Hello everyone. I'm Casey from Sutherland
Culinary Services in Chicago
From chatmaster: do you guys run an orientation to start off
each "semester"?
From chatmaster:to give you guys an idea...we play a game at
orientation. It's an ice-breaker where we throw a ball of string
from person to person, and each person has to say something about
themselves as they catch it. It makes a "web" among the
participants, an analogy of the "fabric" of the program, and
students bond with each other. Anyone else do something like that at
orientation or during class?
From Casey: Chatmaster - Because we have yet to begin our
program I will probably be asking more questions than offering
answers. Hope that's okay.
From chatmaster: Casey--that's cool, no pressure. do you have
any orientation questions?
kitchenschoolKate just entered this room...
From chatmaster: Kate, any orientation ideas. Tricks,
activities, motivational stuff?
From kitchenschoolKate: Well, we try to have a big welcome
day with "celeb" chefs from the area as well as the higher ups from
Channel's present
From chatmaster: Kate, do the chefs give demos, talk about
their jobs?
From kitchenschoolKate: The chefs give a nice hello and some
inspiration as well as a non-glamorous view of Kitchen life and the
commitment it takes to be good at what one does.
From Connie: Kate mentioned the non-glamorous aspect of the
kitchen. We found that this is one of the most important aspects to
portray. We actually ask prospective students to volunteer for three
full days to make sure they know what they are getting themselves
into!!!
Submitted by
neda on 04/04/2002
From Connie: Here at DCCK we use orientation to motivate
people by explaining the bigger picture. We let potential
participants know that they are not just coming into a program but
they are giving back to the community. The work that they do here is
for the programs we serve in Washington DC and that their
participation is integral for our mission. < br>From chatmaster:
yes, connie, we push the "service lingo" as well. Actually,
producing food for Kid's Cafe has been a big motivator for our
students to show up every day. We try to make them realize that
hungry kids at the Boy's and Girls clubs depend on them for their
evening meal.
From chatmaster:We also brought in some grads from the
previous class to do a demo--we ate their demos for lunch!! Then
they described the program in their own words and talked about the
jobs they had gotten. JaneKCCk just entered this room...
From chatmaster:: hey jane!! What do you feel is most
important in an orientation? fun, reality, service, commitment,
inspiration, team bonding?
From JaneKCCK:: Sorry I'm late. The computer wouldn't let me
online. We are very straightforward, letting people know what to
expect. We hold orientation on Friday before Monday's class. This
gives them the opportunity to determine if it's right for them.
From chatmaster:: Timing is important. We did three
orientations over three weeks and found that we lost interested
individuals from the first ORs and kept most of them from the one
days before the first class
From JaneKCCK:: The volunteering sounds like a good idea.
From JaneKCCK:: Also in orientation we make them sign a
contract with the rules required, eg. drug and alcohol free,
attendance, drug screening etc
From chatmaster:: We do a contract as well, but leave it for
the first day of class. We go over rules and attendance policies
then too.
Submitted by
neda on 04/04/2002
Early On, Individual Case Management is KEY
From chatmaster:: I'll throw out the next topic from the
agenda. What are the biggest problems students run into early on in
the program. And how does your case management try to put these
fires out?
From chatmaster:: I'll throw out the next topic from the
agenda. What are the biggest problems students run into early on in
the program. And how does your case management try to put these
fires out?
From linda:: biggest is childcare, sometimes transportation.
Learning to work with the team
From JaneKCCK:: We don't have a case manager yet, but are
requesting one through the Philip Morris grant. Our biggest problem
is substance abuse, followed by childcare for special needs
children. We provide for transportation with bus passes
From chatmaster:: Jane, my guess is that you ARE the case
manager at the moment =)
From JaneKCCK:: We also provide uniforms, education
materials, childcare, access to health care, and soon housing for
eligible students after 6 wks.
From kitchenschoolKate:: Some students lives become very out
of control just as they are trying to take control. I try to open up
communication with the students early so I can help them do an
honest assessment of uprising problems and plan on how to proceed.
One recent student needed to postpone training until she resolved
things. I have a list for the students of agencies and what they do.
Sometimes it helps build trust for me to call with them. This pays
off eventually.
From linda:: we don't have a case manager yet either, but
have received some funding from United Way for the 2001 year
From chatmaster:: As for learning to work with a team... One
of our first days of class we have a diversity workshop and talk
about accepting people for who/what they are. Get them to realize
everyone is different and talk about how it feels to be judged by
others.
From Casey:: Jane, do you work with a particular population?
From JaneKCCK:: We do not target a spec. population
From JaneKCCK:: We are finding those who have had case
management through a battered women's shelter or transitional
housing or substance abuse rehab are more stable
From Casey:: Jane, will child care be provided directly
through your agency? How will this work exactly?
From JaneKCCK:: Child care is provided through other agencies
we partner with
Submitted by
neda on 04/04/2002
From tammy:: The first 2 weeks at dcck are probationary for
our students . The day of class we go over rules and regs. if they
violate they can be dismissed . With knowing this in the beginning
it makes them a little more mindful.
From JaneKCCK:: We have found two weeks to be the major drop
out time
From kitchenschoolKate:: A probationary period sounds
interesting. I am always surprised by the students once they let
their guard down!
From tammy:: They all come in wanting to impress us so they
all do a little extra but after a while the true colors come out. An
we tell them what they do here is what they will do when they get a
job.
From ChefGay:: How exactly to you operate a probation period?
what is the format?
From chatmaster:: we have probation for two weeks as well at
RI CK. This serves as a competitive push, as well as making sure
everyone is there for our workshops. A social worker from Displaced
Homemakers has two hours every morning, and helps them discover ways
to deal with stress, how to manage their lives so they can come to
class every day. Our case manager hooks up child care, bus passes,
and approval from Dept' of Human Services.
From chatmaster:: how do other kitchens run their attendance
policy. We give them a warning if they are out two times in a month,
3 day suspension at 3 absences, and dismiss them from the program
for 4 absences in a month. anyone else have a similar approach, or
ideas of that carrot in front of their noses to keep them coming??
From linda:: we have a student contract that the students
sign the first week, but we will dismiss any time during the program
if we need. Tammy, by probationary do you mean that you do not give
stipends for the first two weeks. tammy: They receive a stipend
after they complete the first week. If they get dismissed or leave
the program they don't receive anything. Or if they miss more than 2
days without making it up they don't get a stipend
From chatmaster:: wow!! those with the strict attendance
policies--what is the population you are drawing from?? I feel like
we wouldn't have any students if that was our policy. What happens
if they are absent more than that??
From ChefHeather:: I find that makeup time can also drag if
they want to stay and not leave. Gets tuff
From ChefHeather:: Hey Chef Gay, How is New Haven?
From JaneKCCK:: Make up for us is during the morning time not
after the program
From linda:: I guess we are not a strict as some, but will
dismiss after excess misses, but we do have to work with them on
some of and hope that we are helping them to work through the
attendance issues while in training Life Skills/ Job Readiness class
PREVENTS crisis
From Nancy:: One of the places we are going to look into for
volunteers for the kitchen is at some of the high schools that have
cooking programs. Maybe work something out with the school board and
they can spend class time in the community kitchen.
From ChefHeather:: Now our students that couldn't read a map
can read or understand them a bit better all due to a lady volunteer
from AAA
From ChefGay:: Chat master, how do you contact these
volunteer chefs?
From linda:: we have someone who has an employment agency to
help with resumes and then we get board members to come by for "mock
" interviews. it gives the students someone new and kind ofscary to
practice on
From JaneKCCK:: We have no problem getting guest lecturers or
site visit from the food service industry
Submitted by
neda on 04/04/2002
From ChefHeather:: We have some culinary teachers that come
in from area schools with their students and help produce the KIDS
CAFE meals
From chatmaster:: nancy--any colleges near you? We get mad
help from area universities. They design brochures for class
projects, come run the kitchen for half a day, work on curriculum
development.
From ChefHeather:: and wow, what a learning
experience....those graduates did a really nice job.
From Casey:: The program we are replicating has guest chefs
from area restaurants - something new and exciting for most of the
students.
From tammy:: we also have guest chefs come in once a week to
do demo's or talk about the industry
From linda:: we have found that we have to customize the life
skills for each class. when we have a problem that is new we find
someone to do a workshop for us.
From ChefHeather:: three brochures together in different
areas of our program
From JaneKCCK:: We work closely with a local community
college that has a fine hospitality dept.
From ChefHeather:: linda the same with us or our guest chef
or speaker we ask to focus more in "this" area due to the need and
skill of the students
From kitchenschoolKate:: The CHef Assoc. has been great to
us. We also take the students to other kitchens where they are able
to be hands on with new/different equipment
From ChefHeather:: EVEN the state Health Department has come
in a been a guest speaker
From Nancy:: Jane, working with the community college is a
great idea. I teach part time at ours in the culinary arts dept. I
am trying to work on an internship program with the department.
From Nancy:: We would give the students a tour of a local
Produce purveyor and a local restaurant supply place. this really
taught them about produce they haven't seen and the cost and taught
them a whole new respect for smalwares!! No one realizes how much
stuff costs. The last three week of the training they job shadowed
one day a week for a restaurant Many times the place they shadowed
would hire them.
From JaneKCCK:: We have taken students to job fairs with
great success. They all got job offers, one as many as six! We
usually take them toward the end after they have ServSafe and new
resumes.
From Connie:: We have set up group interviews both at the
kitchen and on-site with potential employers. I have been going to
job fairs by myself to spread the word about our program while the
students are in class.
From tammy:: The students go to job fairs all throughout the
program. Connie and Ron have a great network
From kitchenschoolKate:: I go to job fairs to recruit
students, while on this tired topic any new ideas?
From Nancy:: Another good network is with Women Chefs and
Restaurateurs. Their # is1-877-927-7787 Call and ask for members in
your area. They are great!!!! Much better than ACF
From chatmaster:: For the job fairs--do they bring resumes?
Do they wear chef garb? What do they get out of it?
From JaneKCCK:: Yes they take resumes, ServSafe certif., chef
wear. They get huge self esteem boosts plus the opportunity to see
what types of jobs might appeal to them. There is such a demand here
in KC for reliable help that they learn they are in the driver's
seat!
Submitted by
neda on 04/04/2002
Drug Tesing -uh oh!
From chatmaster:: Sorry if I'm straying, but someone
mentioned drug testing early on--who here does random testing, and
with what results? What is the punishment if they don't pass. the
firsttime? the second time? We don't do drug testing.
From JaneKCCK:: We do drug testing at least twice
duringtraining, more if suspected. They will be tested if they
participate in the housing option.
From chatmaster:: Our reasons for not drug testing: the food
bank where we are doesn't do it--a moral stance of privacy. We think
it is a good policy, and leaves employees with their own
responsibilities and judgements. We fear testing might give students
the wrong idea. That we don't trust them.
From JaneKCCK:: We test because employers do and they need to
know the consequences prior to going on a job.
From JaneKCCK:: It depends on the level and what drug as to
dismissal LeRoy. And thank you everyone else for some great
suggestions. Hopefully as we move forward with the development of
our program I will be able to contribute more.
From JaneKCCK:: This was the greatest! Thanks for the early
prep. THANKS so much. That was such a successful chat. My hat's off
to LeRoy for having everyone so focused.
|
