and engage our future workforce. Each child nutrition employee has an opportunity to “sell” this career path to each student, parent, and teacher that walks through these serving lines daily. Re-imagining the business standard If the current workforce is looking for something flexible and rewarding with the potential for advancement, it is essential to include these details in marketing strategies. Are there opportunities to give staff more hours with catering, food preparation, or special projects? Is it possible to develop a job-sharing system so two people can cover one position? Is it possible to share employees across departments? This labor crisis is far from over, so it’s time to identify creative solutions. What can I do now? While working on summer projects, begin to think about areas to streamline for SY 2022- 2023. Is there a job that seems obsolete with our new menus? Is there a staff member that is underutilized for their talents? Can your industry partners offer insights as to the future of equipment, food manufacturing, and consulting resources? Consider automation One big topic of discussion with every manufacturing company is automation. While there are often some upfront costs with equipment upgrades, the savings in labor costs will be the long-term benefit. Does your operation have the budget to consider new equipment that can create efficiencies in your kitchen? Are your menus optimizing your labor? Conduct a cost analysis to make sure your money and talent are put to the best use. Build your talent pipeline There is no better positive reinforcement than to offer professional development and career advancement to your employees. Building your management team from within creates consistency and loyalty while decreasing turnover.
Become a preceptor For a long-term labor solution, consider working with your high school students by participating in career fairs and offering mentorship to trade programs, culinary clubs, and business classes within your district. Developing a relationship with surrounding colleges and universities can develop a personnel pipeline for your district. Network with your local undergraduate nutrition, consumer sciences, and culinary arts programs to educate students on career possibilities within child nutrition. If you’re new to being a mentor or preceptor, reach out to your colleagues that have done this before. Using a basic template for onboarding interns can help take the guesswork out of a new project. Consider this two-week dietetic intern schedule from Audrey Banich at Franklin Township Schools in Indianapolis, IN. Some students have 2-week, 4-week, and 6+ weeklong rotations, so it will vary depending on the institution. Just keep in mind that you are the director, and you dictate how, when, and what duration you’re willing to serve as a preceptor. One best practice is to interview students prior to taking them on as an intern to determine the best fit for your operation. Starting a new project is always daunting, but one with measurable goals, sustainable systems, and a labor solution can be the most rewarding and beneficial to your program. Consider becoming a preceptor to enrich students’ lives and your program! IUPUI Dietetic Internship Class of 2022
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