Another fall semester has come to a close. With the close of each semester there are many learning experiences that each of us encountered. Some of the learning experiences were good, while some were not so good. Now each of us has departed for the Christmas break taking the knowledge of our lessons with us.

As we approach the dawning of the Christmas season we are preparing to share with our families the joyful spirit of the season. Regardless of your beliefs there is a general feeling in the air that we should be happy and express a little more human kindness and joy to our fellow man, relatives, and family. This spirit is very rewarding to each of us as individuals. In fact, the whole world seems to have a mantle of peace that cloaks people of all nationalities. For a few days the world really seems to be a better place with all the peace and harmony between people of all races, creeds and religions.

This year be a little selfish to yourself. Take a few moments and draw on the learning experiences that you encountered during the first semester. Reflect on these experiences, whether good or bad. Determine if there are areas in which improvements can be made either in existing program structure, employee relations, customer relations and client relations. Some of the questions that one can ask oneself are:

1. Do I communicate with my customers?
   
2. Do I strive for quality in the food produced?
   
3. Do I follow through with quality food presentation?
   
4. Am I doing the best job that I can do for the company?
   
5. Is the company treating me fairly?
   
6. Have I voiced any concerns about my feelings of uneasiness with my District
   
7. Manager or Corporate Person?
   
8. Am I satisfied with the job I do?

There are many more questions that can be asked, since this is a soul searching exercise. In short, make peace with yourself by searching within your own soul for the answers that will make you successful.

At Great Western Dining Service, we want every employee from management to part-time hourly personnel to feel like they are part of a team and family that cares for them. Barriers such as assumptions, feeling overburdened, lack of openness and poor communication do not enhance the relationship between corporate management, corporate employees, field management and field employees. We are a family and a team. Your input is important to everyone in the organization. Don't feel intimidated.

From Warren Hunt, Bob Evans, Bruce Garrels, Steve Bucko, Jr., the corporate staff and myself, a sincere message of "Seasons Greetings to All" and the appreciation for all the hard work that is result of your involvement in the company. Have a wonderful Holiday Season and take care of yourself and your families.

December
15th	Bill Chapman	Asst. Food Service Director	Hutchinson Community College
20th	David Lightner	Food Service Director	Cloud County Community College
26th	Stacey Diehl	Accounting Assistant	Home Office
January
2nd	Judith Grant	Food Service Director	Howard College
18th	Jeannette Butler	Food Service Director	SWCID
24th	Bob Evans	Executive Vice President	Home Office

Announcements

1. Steven Tanck is the new Food Service Director at Midland College in Midland, Texas. Welcome aboard Steven.

Pat on the Back

• To Faculty and Staff:
  

  "Thank you for supporting our Fall Finals Breakfast. It is always enjoyable to see the studnets having a good time. This is a hectic time for them, and I think they appreciate being able to take a break from their studying to enjoy a hot meal prepared by Great Western Dining and served by our faculty and staff. I know that you, too, are busy, and I appreciate you taking the time to support our students. I was pleased by the turnout of both students and staff. Again, thank you for helping."

  John B. Hardin III Linda Harper, Vernon Regional Junior College

• To Lou Murdick:
  Newman University

  "Thank you for taking your time to help with the "Tool for Taking Charge...Life after Layoff" event. We could not have had such a successful day if it were not for your participation. We believe this informational fair helped hundreds of people find new hope for dealing with a difficult time in life. Your effort made an impact. Your dedication to your job and Newman University has been greatly noticed."

  With sincere thanks, Vern Larson The Office of Adult and Professional Studies

• To Blanche Dobson:
  Western Oklahoma State University

  "I appreciate everything you did. You bore with us through all of the indecisiveness about what we want to eat. I hope you never found us to be extremely rude or unbearable. You make incredible food! (I like the patty melts!) Please don't shy away from next year and know you're greatly appreciated."

  Thanks Again! Jessica Warren

• To Food Service, Dan Karczewski:
  Barton County Communtiy College

  "We enjoyed today's lunch. As one of the folks who eats there almost everyday, I must say that the quality has improved. I had seconds of the noodle dish and Tammie had seconds of the dressing. Thanks for the good work."

  Oshiro, Cathie

Meet the Managers

Chris Hoskins is the Food Service Director at the Kansas State Highway Patrol Training Academy in Salina, Kansas. She joined Great Western Dining in January 2002. Prior to Great Western, Chris was a supervisor for four years at Kansas Army National Guard in Salina, where they trained military personnel. Chris also worked as a cook at Central High School for five years. Chris has two children; Amy, age 31 and Paul, age 29.

Buck-a-Roo Club

Lou Murdick	Sue Ray	Linda Harper
Blanche Dobson	Lee Jones	Paul Tharman
Dan Karczewski	Brant Hatler	Phillip Specter
Chuck Jarrett	Robert Lattin	David Lightner
Chris Hoskins	Carolyn Blackburn	Jeff Landreth

Accounts Receivable Aging Report:

1. You are receiving these reports, so follow up on them. Most of the time anything
over 30 days should be pursued at the unit level.

2. We always need money to pay your purchases and payroll. If you think logically
about it, we expend monies for food purchases, supply purchases and payroll a
month in advance of receiving payment from the clients. This is a very large sum
of money and a big drain on our bank accounts.

3. Your cooperation is needed in collecting monies for events that you book and on
the board bills. This would definitely improve our cash flow, since we are always
behind, because we pay first and receive our funds a month later.

4. Once people know that you are constantly trying to collect old invoices over 30
days, they get tired of seeing you, so they will be more prompt in payment.

Safety Tips

Here is some interesting information for locations that have daycare facilities or if you have a small child at home. This information was taken from a Trustmark Insurance customer publication.

Choking is always a concern when it comes to babies and small children. They may not always chew their food into small enough pieces to be swallowed safely. Below are some common foods which can pose a choking hazard for young children according to the American Red Cross.

• Grapes (remove skin and quarter the grape for children 4 and under)
• Pears (peel and cook to soften for children under 4, peel and cut small for those 4 to 6)
• Raisins should not be given to children under 3
• Nuts should not be given to children under 6
• Popcorn should not be given to children under 4
• Carrots (puree for children 2 and younger, cook to soften for those 3 and up)
• Celery (never raw for children 4 and under, bite-size for 5 and 6 year olds)
• Hot dogs should not be given to children under 3 and should have the skin removed and cut into small pieces for younger children
• Peanut butter should not be given to children under 4 and should be spread thinly on bread for those 4 to 6
• Hard candy should never be given to children 4 and under.

How you can tell if a child is choking?
Choking is a life-threatening situation if something is caught in a child's windpipe and he or she can't make a sound, cough or cry and the child's face turns from red to blue. If the child can cough, then the windpipe is not obstructed, because coughing requires breathing. Don't slap a coughing child on the back or hold a choking infant upside down.

What to do in a choking emergency.
If a child is actually choking, seat a small child or baby face forward on your lap or face up on a flat surface. According to the Heimlich method for small children, use the pads of the index and middle fingers of both hands, press upward, abruptly but gently, under the diaphragm where the central chest bone (sternum) ends. As a result, a forceful air flow can expel the choking object. The standard Heimlich method should be reserved for older children.

Four Units have dropped from our Safety List this month.
These are the units that remain claim free.

Highland Community College	Vernon Regional Junior College	Iowa Central Comm. College
Midland College	Odessa College	Hill College
Western Oklahoma State College	Western Texas College	Barton County Comm. College
Frank Phillips College	Amarillo College	Kansas St. Univ. - Salina
Clarendon College	Seward County Comm. College	Audrain County Jail
Howard College	SWCID	Northeast Texas Comm. College
North Central Missouri College	Hutchinson Community College	South Plains College
Seminole State College	New Mexico Junior College	Barclay College
Cloud County Community College	Kansas State Hwy. Patrol	Camp Horizon
Columbia Sernior Center	KS Law Enforcement Training Ctr

Case Study:

Scenario: Hazardous Harry has turned a new leaf in his life. He has decided to join an Internet Dating Service. His code name is "A Chippendales' Dream". Harry has met many new acquaintances through the service. Harry now spends very little time at the facility. Every night he is out, partying hardy. He starts the bar scene about 4:00 p.m. everyday and stays out until the bars close down in the wee hours of the morning. Every night it is wine, women and song. Employees at Harry's unit pick up the slack by operating the facility on their own. Harry takes care of the paperwork so that the appearance of his presence is evident. On those days following a big night, Harry is hung over when coming to the facility. Due to his condition he has cut his finger on the meat slicer, put a deep 'V' in the bumper of the company van putting a gash in his forehead, which was not reported. He has tripped over the floor mats, and burned himself severely when he could not judge the distance to the hot grease in the deep fryer. All of these injuries, which were reported as workman compensation accidents, required medical attention at the local hospital. Remember these injuries are all a direct result of Harry's incoherent condition from his excessive drinking problem. When John his district manager visits the unit, he notices that Harry has the appearance of a person with an alcohol problem. John also views that the unit is not up to standards, product is not in house to match the menus, and the unit is starting to have the appearance of general neglect. The last time John paid a visit, he gave a verbal warning to Harry about the neglect that is self evident in the unit. Now John gives Harry a written warning to improve the conditions of the unit.

Hazardous Harry's comment: Gee! I don't know why John gave me this written warning. Even through my eyeballs with the red road map lines in them, I can see the unit looks good. I am sure glad John did not accuse me of drinking. That is my business. If I want to go out drinking every night, that is my business. I don't drink on the job. After all, a little "snort" now and then never hurts anyone. I do like my little "tods" after work every night. Anyway, John will never know if I am under the influence when I come to work. He can't test me without a "Substance Abuse" policy.

Cautious Carol's comment: Harry has created a personal situation for himself by his new life style. Harry does not realize how carelessly he approaches many pieces of dangerous equipment in which serious injury could result. The other thing that Harry does not realize is that the company is developing a "Substance Abuse Policy" in which anyone who is under the influence of an illegal substance while on the job could result in dismissal. Harry needs to control his drinking and life style so that he can perform his job without placing himself in harms way. He needs to think of the consequences of losing his job due to substance abuse. Once the "Substance Abuse Policy" is in effect, employees can be tested for illegal substance abuse.

Watchful Willie's comment: Harry obviously has a serious drinking problem. Not only is he abusing his position with the company through his antics, but also is never in the state of mind that allows him to carry out the functions of his position. He is having stupid accidents due to his incoherent being while trying to perform some of the jobs around the unit. Harry needs to redefine his life style, by not routinely visiting the bars every evening. Substance abuse seriously impairs a person when trying to operate equipment.

Safety Sam's Comments: Food Service is a very dangerous place to work, if one does not heed the safety regulations that apply to food service equipment. Most of the equipment in the kitchen can easily inflict serious damage and injury to a person's hands, face, arms, legs, and body. If a person is not alert at all times one slight move one way or the other could burn, cut or sever a portion of one*s body or limbs. Harry does not need to impair his reflexes and mental state with alcohol. When under the influence of any substance, the body becomes impaired although the mental state of the individual does not recognize this problem.

Food Service 401

Training

Training is a process by means of which individuals acquire the skills necessary to perform particular tasks. The purpose of the training that we are going to refer to in this section is job related and the individuals acquiring the skills necessary for employment purposes.

Training is narrowly focused on particular skills and tasks. The objective of this type of training is to develop the knowledge of a given task, and develop the capacity of the mind to address the complexity of the task and to analyze critically.

The primary purpose of training is to improve job performance. Employers provide training for both current employees and new employees. Training for current employees provides an opportunity for the employee to maintain and improve the skills required for a specific job. New employees learn the specifics of the job he/she is expected to do, as well as the performance criteria associated with the job.

After particular employees have been selected for training and are at the point of beginning their training, it is important to take some preliminary steps before training begins. Adults learn best when they understand the need for learning and both the personal and organizational benefits that will result from it. These benefits can usually be communicated to learners in an introduction to training that explains:

1. Objectives of the training.
   
2. The instructional method being used.
   
3. The skills the employees will learn.

Most employees have some degree of apprehension when faced with any kind of change. This may show itself as reluctance or fear and can be an impediment to successful training. An introductory explanation can have several positive effects on the employees; attitudes. It can:

1. Help change employees' negative feelings.
   
2. Reduce the fears of inability to complete the training or learn new skills.

Trainee preparation plays an important role in improving the climate for learning and skills improvement. Each employee has a different level of learning ability.

Assessing the training needs is a basic step to a successful program. The concern for current staff members should focus on each individual in the manner in which they perform their assigned task and meet the standards and standard procedures established for their jobs. Remember, that the purchase of new equipment, the development of new standards and standard procedures will require additional training for the present staff.

Another area of training for current staff members is the area of "cross training". Cross training is defined as teaching an employee to perform the duties of some job or jobs other than his/her own. Cross training has two positive effects for management. First, if an employee is absent, another employee or employees who are crossed trained in the job of the absent employee can pick up the slack for that particular day. The second effect, is that during slow periods of business, like break periods, the work force can be reduced by limiting the number of employees. These employees who are crossed trained can do the other jobs of the employees who have been laid off.

Every new employee needs some amount of training in the methods and procedures of the food service operation. Remember even if the new employee has past experience, it is important for that employee to perform the job required by the assigned tasks, the standards and the standard procedures of your organization. Lack of training new employees, enables them to introduce bad habits, lesser standards and poor procedures that are not good for your organization. The door will be open for possible problems in the food service operation if training is disregard on new employees, due to the lack of their understanding the assigned task, standards, and standard procedures.

Developing Training Plans
A training plan is a series of elements that constitute a method for teaching a specific employee the skills required to perform a job correctly and in the manner anticipated by management when the standards and standard procedures for the job were developed.

While the specifics of training plans vary from one organization to another, the elements most commonly included are those discussed below:

1. Objectives
   
2. Approaches to training
   
3. Training methods
   
4. Instructional timetables
   
5. Location
   
6. Lesson plans
   
7. Trainer preparation
   
8. Trainee preparation
   
9. The training session(s)
   
10. Evaluation

Objectives -
Training objectives identify the skills, tasks, and behaviors that a specific employee will have mastered by the time training is complete. These objectives are developed from a job analysis and from a carefully developed job description that list the duties of a job and the performance criteria for that job. Let us look at an example of the training objectives for a dishwasher, which would include the ability to:

1. Set up and start the equipment (dish machine) at the beginning of the day.
   
2. Operate the equipment properly, in accordance with manufacturer's directions.
   
3. Locations for loading the chemicals associated with the proper operation of dish machine.
   
4. Proper pre-scrapping methods prior to washing of all utensils.
   
5. Load soiled china, glassware, and flatware properly to avoid breakage and good sanitation.
   
6. Unload clean china, glassware, and flatware properly, stacking in proper areas in accordance with the units rules.
   
7. Shut down the equipment at the end of the shift, cleaning it in accordance with the manufacturer's directions and local health codes.
   

Approaches to Training -
There are several approaches to training, depending on the objectives of the area in which an employee needs training.

On-the-job versus Off-the-job.
On-the-job training is more commonly used with workers who need to be shown the methods used by the facility to accomplish a task. It also is very effective since it can be easily monitored and corrected before negative traits are established.
Off-the-job training is more suitable depending on the environment. A good example of Off-the-job training is the management meetings that are held in which policies, ideas, and standards of operations are taught and discussed in a group session. Other methods of Off-the-job would be to enroll someone in a culinary program, health department training sessions, management seminars, etc..

Individual versus Group Training -
Training can be done on an individual basis or as a group depending on the job topic. Individual training is undoubtedly the most effective. The trainer devotes the time to one individual delineating the job skills of a particular position. Group training is more effective when the topic pertains to all individuals. Examples of this would be Safety Training in which everyone has the same common goals and objectives. Another example would be if you have several dishwashers who mop floors, a general session with all could be held teaching proper methods, with individual demonstrations of the methods learned.

Training Methods -
There are many types of training methods, so we will focus on some that would be of most value. The most valuable is Lecture/Demonstration which enables the trainer to explain the subject or task to the trainee. After giving the explanation the trainer will demonstrate the necessary procedures to the trainee. The trainee would then repeat the demonstration giving the trainer the ability to observe any deficiencies in the session. Role Playing - is another very effective method of training. It enables each trainee to play a part in the scene created by the trainer. This would be especially effective in Safety Training Session, since each person would take an active part.

Instructional Timetables -
Once a training method is developed, it is necessary to assess the amount of time training will take - days, hours, or minutes that should be allotted to each phase of the training session, as well as the overall length of time required to complete the training. Remember there is a limit to the amount of new material that can be absorbed by a trainee in a training session.

Location -
Training locations are determined by the training being done. If you are training a cook, then the kitchen with all the equipment is the place for training. If you are training employees on Safety Procedures then a place in which a group meeting is more conducive, although at times the meeting could be held in an area to demonstrate a particular type of hazard or condition.

Lesson Plan -
A lesson plan is a written, step-by-step description of the training required for a specific job, including the objective, detailed notes about content, the instructional timetable, and any items that may be required during instruction. Without a lesson plan, specific points and particular objectives could be neglected by the trainer.

Trainer Preparation -
It is the responsibility for the trainer that everything is ready to begin the training session. There are many points that will require attention during the training session. Everything that has been discussed prior in this lesson on training is essential to have an effective atmosphere for the trainee to be taught the objectives of the training session.

Trainee Preparation -
Although mentioned prior, it is important to take some preliminary steps before the training session begins. Again, adults learn best when they understand the need for learning and both the personal and organizational benefits that will result from the training sessions. Remember most employees have some degree of apprehension when faced with any kind of change. They may show reluctance or fear which will be an impediment to a successful training session.

Training Session(s) -
With objectives, approach, method, instructional timetable, location, and lesson plan all established and with the trainer and trainee prepared, the actual training process can begin. A trainer should follow the lesson plan, proceeding at a reasonable pace. A trainer will normally respond to any question raised by a trainee and will sense the trainee*s concerns, spoken or unspoken. The trainer should make the employee feel at ease during the training sessions, speaking clearly and distinctly, using words and phrases appropriate to the language level of the trainee, correcting helpfully, and praising appropriately for good work. Under these conditions, the training is more likely to achieve its intended goals.

Evaluation -
After training of any kind has taken place, it is important to evaluate the training, to see if established training objectives have been met and to learn whether those trained are able to meet the performance criteria for their positions. The trainer must determine if the trainee needs additional training to meet the required levels of performance. Then there also is the possibility that the person being trained will never meet the expect required levels of performance. This should be very apparent during the training sessions.

In this session of Training,
I have tried to identify the purpose and the necessary steps required to establish sound and valued training processes that will acquire the desired results. One can relate to military training when thinking of training. First, everyone in the military is exposed to basic training. After basic training, the training process continues for more intense job related skills. In food service after the initial on the job training, training has to continue to hone the job skills of employees since equipment, methods, and new requirements must be met to accomplish the task ahead.

People Development Incentives
We are looking for Manager Trainees!

ANY DIRECTOR WHO GIVES THE COMPANY A REFERRAL FOR AN APPLICANT, FOR A FOOD SERVICE DIRECTOR POSITION, AND THAT PERSON IS INTERVIEWED AND HIRED BY THE COMPANY, WILL RECEIVE A SAVINGS BOND IN THE AMOUNT OF $100.
(The person being referred cannot be a result of an advertisement for employment in a newspaper. One other word of caution: please make sure that the person is qualified, so we are not wasting our time and efforts.)
Thank you.

Qualifications:

1. Prefer a person who has cooking skills or past food management experience.
   
2. Appearance should be neat and tidy.
   
3. Should be able to communicate well.
   
4. Should have indications of being intelligent.
   
5. Willing to be trained in production areas.
   
6. Willing to relocate outside of the state of their residence. Preferable areas: Missouri, Texas, Iowa, Kansas, Oklahoma
   
7. Has ambition to grow into a management position.

How do you find these people?
First, look inside your own facilities.

Second, look at people that apply for positions, ones who answer ads or even walk-ins. Sometimes people who simply walk-in for an application are showing strong signs that they need employment. Even if you do not have a position open, extend the courtesy of a few minutes of conversation. From that, you can determine if the person communicates well and has indications of intelligence and is neat in appearance. From the conversation, if you see some possibilities, do not make a commitment, but forward the resume to the corporate office, with a brief note attached.

Lastly, you may have knowledge of a good person working for another establishment. Seek out this individual, talk briefly with him/her to see if there is any interest that they may want to grow. Then set up a formal interview time to get a good read on the person to see if he/she meets the qualifications. If the person does, send the resume to the home office and an official interview will be set up.