Induction and Orientation for Kitchen Staff 8 weeks Procedure

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Induction and Orientation Procedure – New Kitchen Staff  

If possible, all new staff should arrange to spend time at the Service before officially starting employment.

Give new staff member a copy of this document, and file original completed and signed document in their personal file.

Time

Activity

NS/RL Initials

Staff  Initials

Day 1 or earlier

Nominated Supervisor/admin manager

use position description give clear instructions/expectations about duties/responsibilities and how performance will be reviewed

 

 

discusses arrangements/timing of staff meetings and expectations about attendance including staff in-service training

 

 

discuss expectations about presentation of service and specific responsibilities

 

 

advises workplace policies and procedures including:

·         Uniform or dress code

 

 

·         Procedure if employee is running late or sick (including contact details)

 

 

·         Procedure for applying for leave

 

 

·         Rules regarding personal calls, visitors and/or use of social media/technology at work

 

 

·         Bullying, harassment and anti-discrimination policies

 

 

·         Grievance policy/procedure

 

 

·         CCTV Policy/procedure

 

 

advises payment method, first pay date and how payslips are distributed

 

 

advises what must never happen eg use personal phone or camera in room, ignore a parent, discuss the service in negative way, or discuss a child with other families

 

 

Day 1

Admin manager /Nominated Supervisor

Takes employee on tour of service and shows:

·         kitchen/meal, toilet facilities, staffroom and where to store personal items

 

 

·         location of resources and equipment

 

 

·         location of policies, procedures, code of conduct, philosophy, Law and Regs, NQS, and how to access these electronically

 

 

·         location of fire extinguishers, fire blankets, emergency whistle, alarm etc

 

 

·         location of first aid kits, emergency asthma kits and Epi-pens

 

 

·         where children’s medication is stored, including fridge for medicine that must be refrigerated, and need to ensure children can’t access

 

 

·         location of hazardous substances including cleaning products and disinfectants and Material Safety Data Sheets and need to ensure children can’t access

 

 

·         location of food/bottles/water cups

 

 

·         location of storerooms and storage practices to reduce risk of injury

 

 

·         where to sign on and off

 

 

·         staff mail pockets, lockers and/or communication journals if relevant

 

 

·         location evacuation diagram and emergency phone numbers

 

 

·         location of electricity fuse box, gas and water mains

 

 

introduces employee to all staff

 

 

advises employee management structure/reporting relationships and who they will work with/report to

 

 

advises employee who they will supervise and who their direct reports are if appropriate

 

 

advises employee who is qualified in first aid, asthma and anaphylaxis management

 

 

advises employee staff who have WHS/OHS responsibilities

 

 

discusses rosters, including employee’s responsibilities, and meal breaks

 

 

Day 2

Nominated Supervisor/ Admin manager

discusses expectations about appearance of service and how cleaning duties are implemented, rostered/shared and signed off including:

·         kitchen duties/routines

·         spills including procedure for cleaning spills of bodily fluids

 

 

discusses procedure for managing and reporting broken resources and equipment and other hazards

 

 

discusses manual handling (eg lifting) techniques that minimise risk of injury

 

 

Week 1

Nominated Supervisor/ Admin manager

displays employee photo for families

 

 

introduces employee to families as children arrive and depart

 

 

discusses specific medical management plans and risk minimisation plans and location, including allergy and anaphylaxis information and special food requirements/practices, and location of plans

 

 

discusses children’s cultural or religious food requirements

 

 

discusses planning weekly menu that complies with the Australian Dietary Guidelines 2013 or the Infant Feeding Guidelines 2012, including shopping responsibilities

 

 

discusses food safety practices and requirements for handling, preparing and storing food, including in fridge – refer to position description

 

 

discusses written monitoring arrangements to ensure food safe eg fridge checks, temperature checks

 

 

discusses relevant WHS practices – refer to position description

 

 

discusses child protection procedure, indicators and responsibilities with employee

 

 

provides employee with copy of Immunisation Policy and discusses staff immunisation recommendations. Updates Immunisation Register if needed

 

 

discusses procedures, forms, and responsibilities in relation to:

·         Complaints

 

 

·         WHS

 

 

·         Hazardous Substances

 

 

·         Building and Equipment Maintenance

 

 

Employee

reads service policies, procedures, philosophy and code of conduct and has opportunity to seek further information or clarification. Employee understands bullying, harassment and discrimination is illegal and importance of professional relationships

 

 

Employee acknowledges in writing using ‘Staff Acknowledgements and Agreements’ template:

·         that they have read and understood policies, procedures, code of conduct

 

 

·         that they have read and understand the Child Protection Policy and their responsibilities

 

 

·         that they have read and understood requirements of children with medical management plans and staff immunisation recommendations

 

 

·         they will not access private or confidential information unless required for job, they will not share it outside the service and will store it appropriately 

 

 

·         they may be excluded with no pay for a period during infectious outbreak if not fully immunised

 

 

·         there are no medical conditions which could affect ability to perform job

 

 

·         they have been advised about recommended immunisations for staff and risks if not immunised

 

 

Week 2

Nominated Supervisor/ Admin manager

shows employee how to operate essential equipment eg oven, microwave

 

 

discusses opening and closing (unlocking/locking up) procedures if appropriate

 

 

discusses service rules with employee (eg no running inside)

 

 

discusses emergency evacuation plan including meeting points and ensures employee understands their role

 

 

Week 3

Nominated Supervisor/ Admin manager

discusses  process for staff input into Quality Improvement Plan

 

 

discusses Tobacco, Drug and Alcohol Policy with employee

 

 

discusses behaviour management strategies and responsibilities for stopping a child immediately where they may hurt another child, use inappropriate language or destroy equipment

 

 

Week 4

Nominated Supervisor/ Admin manager

discusses Photography Policy with employee

 

 

discusses Social Media Policy with employee

 

 

Week 5

Nominated Supervisor/ Admin manager

discusses how to assess and manage risk

 

 

Reviews relevant policies, procedures and practices listed below: Insert Policy and Procedure names*

 

 

 

 

 

 

 

 

 

 

 

Week 6

Nominated Supervisor/ Admin manager

Reviews relevant policies, procedures and practices listed below: Insert Policy and Procedure names*

 

 

 

 

 

 

 

 

 

 

 

Week 7

Nominated Supervisor/ Admin manager

Reviews relevant policies, procedures and practices listed below: Insert Policy and Procedure names*

 

 

 

 

 

 

 

 

 

 

 

Week 8

Nominated Supervisor/ Admin manager

Reviews relevant policies, procedures and practices listed below: Insert Policy and Procedure names*

 

 

 

 

 

 

 

 

 

 

 

completes performance review, discusses training needs  and records on training plan

 

 

 

  • Observe new employee’s practices and review policies and procedures you think need to be reinforced.

The Induction program was successfully completed by <Insert Employee’s name> ____________________________________________ on   /    /    .

Signed by employee ___________________________________________________________________ Date _______________________________

Signed Nominated Supervisor ____________________________________________________________ Date ______________________________

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