1. STAFFING FINDING THE BEST TALENT

2. CHARACTERISTICS OF A MODEL EMPLOYEE  PUNCTUAL  FLEXIBLE  MOTIVATED  TRUSTWORTHY  COMPETENT  ORGANIZED  INNOVATIVE  EVEN-TEMPERED  WELL-PRESENTED  PROACTIVE

3. STAFF MEMBERS  CHEFS/SOUS CHEF  SERVERS  DRIVERS  BUSPERSON  BARTENDERS  DISHWASHER  RECEIVER  VALET  MANAGER  ATTENDANT

4. FRONT & BACK OF THE HOUSE  FRONT CUSTOMER DRIVEN SERVING BUS HOST ENTERTAINMENT TABLE SETTING  BACK PHYSICAL MECHANICAL FINANCIAL FOOD PREP INVENTORY RECEIVING DELIVERY PAYROLL PURCHASING

5. FINDING STAFF  CAN/WILL/FIT NEWSPAPER/TRADE JOURNALS NETWORKING REFERRALS RECRUITING

6. ACTIVITY  WRITE AN AD FOR AN OPEN POSITION AT YOUR CATERING COMPANY.  INCLUDE A DESCRIPTION OF THE CANDIDATE YOU ARE LOOKING FOR AS WELL AS WHAT WILL BE OFFERED. BE SURE TO LIST CONTACT INFORMATION ALSO.

7. HIRING  RESUME REVIEW  INTERVIEWING  SCREENING REFERENCES BACKGROUND DRUG TESTING  TRIAL PERIODS  CRA –EOE WHAT ARE SOME THINGS TO LOOK FOR OR RED FLAGS WHEN HIRING? hiring

8. TAX ISSUES & DOCUMENTATION  EMPLOYEES IMMIGRATION FORMS, W-2’S, ETC.  FREELANCERS SUB CONTRACTORS OPTION-PAYROLL SERVICES

9. TRAINING  TRAINING MANUAL DESCRIPTION RESPONSIBILITIES OBJECTIVES GOALS ONGOING PURPOSE OF TRAINING IS TO…… CAN BE ON-THE-JOB OR FORMAL

10. POLICIES  HANDBOOK IS ESSENTIAL SANITATION CONDUCT-HARASSMENT, ETC. DRESS CODE TIME OFF

11. MANAGING STAFF  MOTIVATION  PROBATIONARY PERIODS  REVIEWS  RETENTION  PROMOTIONS  TERMINATIONS  PROGRESSIVE DISCIPLINE

12. PROBATIONARY PERIODS  DETERMINE IF AN EMPLOYEE IS IDEAL FOR THE LONG-TERM  CAN BE TERMINATED AT THE CATERER’S DISCRETION  TIMEFRAME IS 3-6 MONTHS  MAY BE A DISCOURAGEMENT  CONTRACT IS STANDARD  CAN ALSO BE USED WITH EXISTING EMPLOYEES

13. PERFORMANCE REVIEWS  ESTABLISH CRITERIA  MAINTAIN FILES AND PERFORMANCE RECORDS  REFERRALS, FEEDBACK, AND PEER EVALUATIONS CAN BE A RESOURCE  TRAINING LOGS, CERTIFICATES EVALUATION OF EMPLOYEES’S ABILITY TO MEET CO. REQUIREMENTS WHAT IF THEY DO OR DO NOT MEET REQUIREMENTS?

14. PROGRESSIVE DISCIPLINE  A POLICY DESIGNED TO IMPROVE EMPLOYEES’ PERFORMANCE BY FIRST EXPLAINING WHY BEHAVIOR IS INAPPROPRIATE AND THEN OFFERING SOLUTIONS OR WAYS TO IMPROVE.  POLICY IS TYPICALLY EXPLAINED IN AN EMPLOYEE HANDBOOK.  ALLOWS THE EMPLOYER TO MAKE DETAILED DOCUMENTATION PERTINENT INFORMATION IN AN ORGANIZED FASHION IN THE EVENT QUESTIONS ARISE.

15. MAXIMIZING YOUR STAFF  PROVIDE INCENTIVES  OFFER GREAT BENEFITS  HAVE FLEXIBILITY WITH WORK HOURS  LEAD BY EXAMPLE- HRS, ETC.  USE APPROPRIATE MGMT STYLES  PROVIDE MEALS  TREAT THEM EQUALLY & WITH RESPECT  ENFORCE POLICIES  GIVE INCREASES/BONUSES  LISTEN TO THEIR NEEDS/SUGGESTIONS

16. SALARIES  RESEARCH INDUSTRY STANDARDS  EDUCATION  REVIEW INCENTIVE PROGRAMS  ESTABLISH A SCALE  BE CREATIVE WITH PACKAGES WHEN HIGHER SALARIES CAN BE PROHIBITIVE WHAT TYPES OF BENEFITS CAN YOU OFFER THAT ARE COST-EFFECTIVE?

17. STAFF RETENTION  PAY WELL & TIMELY  COMMUNICATION  FEEDBACK  RAPPORT  RECOGNITION & INCENTIVES  VALUES  ATTITUDE  APTITUDE  EXPERIENCE KEEPING STAFF SAVES MONEY & TIME