Food-Service-Manual-for-Health-Care-Institutions

Exhibit 6.2. Sample Job Description and Job Specification (continued)
13. Uses disposable gloves and hair coverings. Facial hair and sculptured nails are not permitted in
food service areas. Observes all sanitation, safety, and infection control procedures.
14. Complies with policies and procedures in departmental manual and ASH employee handbook.
Job-Related Equipment: Carts, trays, delifter, beverage dispensers, reach-in and walk-in refrigerated
and freezer units, hot food storage units, steam tables, cartlift, dumbwaiter, microwave, dish
machine, pulper, conveyor belt, serving utensils, blender, knives, disposable gloves, hair coverings,
and safety belts.
Work Environment: Working in hospital nutrition and food service increases the risk of exposure to
sharp instruments and noise. Temperature varies in the area due to refrigerating and heating equipment.
Cleaning duties include using various solutions to clean, disinfect, and polish surfaces. Tray
line servers may be required to work different shifts including evenings and weekends. Standing
and walking required for approximately seven hours out of an eight-hour day.
Safety Responsibility: All nutrition and food service employees must use good body mechanics and
follow safe working procedures including infection control and OSHA guidelines. The employee
must report any unsafe condition to a supervisor and demonstrate no on-the-job injuries due to a
lack of good safety practices. On-the-job injuries must be reported immediately to the supervisor
and an occurrence report completed.
Career Ladder: Through on-the-job training, advancement is possible to other positions including,
but not limited to: hostess, cashier, vending, catering, cook, or clerk.
This job description reflects the general duties and principal functions of line server. It is not a
detailed description of all the work requirements that may be inherent in the position.
Every job description and job specification form must include the following elements:
• Job title and its classification or code (usually established with the help of the human
resources department and used in defining salary levels and routes for promotion)
• Summary of major responsibilities of the position
• Clear statement of the minimum standards of performance for each essential function
• Description of the work environment—equipment used, possible health hazards involved,
responsibility to safety, and other such essential information
• Outline of opportunities for promotion that are relevant to the position
• Minimum qualifications for eligibility to hold the job—education, training, experience,
and any other special considerations
A job description and specification for every position in the food service department
should be on file in the department director’s office, as well as in the human resources department.
In addition, employees should be given copies of their job descriptions and specifications
on their first day of work and whenever the materials are revised. Using this document can lead
to improved efficiency in the food service department by increasing the current employees’
understanding of their responsibilities and by providing guidelines for training new employees.
As managers reevaluate current job descriptions and specifications or develop new ones,
they must avoid establishing requirements that do not match the actual demands of the job. To
cite an extreme example, managers cannot require that a patient nutrition aide have a college
education or be a certified dietitian. Setting too high a standard for a position may violate certain
regulations of the Equal Employment Opportunity Commission. Job descriptions should
clearly identify physical requirements for the position as a reference in screening job applicants
with disabilities. The Americans with Disabilities Act requires that Americans with disabilities
be employed when they can perform essential functions and that reasonable accommodations
Organization and Time Management
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