ISNA NUTRITION RESEARCH COMMITTEE
BUILDING THE FUTURE OF OUR PROFESSION BY Becoming a
Preceptor By Alison Powers MBA, RDN, SNS Regional Sales Manager, J.T.M. Food Group ISNA Industry Advisory Chair
Most foodservice directors wear many hats throughout the day. Between USDA regulations, supply chain issues, and labor shortages, the daily to-do list is constantly growing. It is incredibly challenging to look beyond the day-to-day obligations and think about succession planning. Did you know that approximately 30% of school nutrition professionals will be retiring in the next five to ten years, per recruitment statistics from SNA of Ohio? This statistic was determined prior to the pandemic, which has prompted a 10% drop in employment in the hospitality industry since February 2020 (Bureau of Labor Statistics, 2022). Unfortunately, the odds are likely that our labor shortages will only continue to get worse. While there may not be an immediate solution to the national labor shortage in the foodservice industry, implementing some key strategies now can develop a sustainable solution. Did you know that succession planning should begin three to five years in advance of a change? For the many child nutrition personnel considering retirement, it is crucial that their teams are aware of their plans so they can begin preparing their successor. For employers, it is key to have regular personnel reviews and encourage staff to be vocal about their career goals to anticipate necessary changes. Why is there a Labor Shortage? While most of America’s workforce was working from home during the pandemic, they were also given time to re-evaluate their professional and personal priorities. What followed is known as
the Great Resignation. Many used this time to take online courses to advance their careers. Others simply found other, better-paying jobs. In addition, we had many of our Baby Boomer population consider early retirement. According to CNN Business, 6.5 million workers were hired in January 2022 and 4.3 million workers quit their jobs. With a low unemployment rate and almost every business advertising “help wanted”, it is very difficult for a business owner to hire and retain new employees. Where do we find our future talent? The future of our labor force is with the Gen Z population. These consumers and employees are very socially responsible and mission-driven in motivation. Seeking a position with growth and development opportunities, child nutrition is a career that offers continuous professional development opportunities at the local, state, and national levels. School foodservice is full of selling points; we can market our mission of nourishing and developing our nation’s youth through child nutrition wellness initiatives. Lunch is a daily advertisement Still, with limited hours in the day, what can we be doing to promote the career path of child nutrition? While the pandemic brought incredible hardships, it also was the first-time school meals were sent home so the entire family could observe their quality, nutritious composition. The school lunch period is our first opportunity to educate
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