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

Exhibit 8.1. Sample of an Employee’s In-Service Record
In-Service Record
Food and Nutrition Service
In-Service Record [year]
Name ________________________________ Social Security [Employee] No. _______________
Title ________________________________
Shift ________________________________
In-Services Title (required) Date attended
Risk Management ________________________
Patients’ Rights ________________________
Disaster Planning ________________________
Fire Safety ________________________
Infection Control and Sanitation ________________________
Hazard analysis, “right to know” ________________________
Safety and Equipment Handling ________________________
Improving Organization Performance ________________________
Other
____________________________________________________ ________________________
____________________________________________________ ________________________
____________________________________________________ ________________________
Note: Each employee has a separate record.
and written feedback on individual employee performance, an evaluation system benefits the
overall functioning of the department and the organization and promotes employees’ wellbeing,
job satisfaction, and sense of ownership in their work. It also identifies needs for
improvement and growth and gives employees an opportunity to set personal work goals.
Finally, equitable and well-prepared evaluations given constantly can improve working relations
and communications among employees and between employees and their supervisors. All
of these pluses ultimately boost morale and productivity while minimizing costly employee
absenteeism and turnover.
In most medium-sized and large organizations, the performance evaluation system is
administered by the human resource department. However, the food service director or manager
still has direct responsibility for rating employees according to objective performance standards.
These standards usually are developed by the director, who follows procedures,
established by the human resource department. Generally, the performance evaluation process
includes two components: a written evaluation and a verbal review. Regular increases in
employee salaries or wages are based in large part on their performance evaluations.
(Compensation and benefits will be discussed later in this chapter.) In addition to determining
salary increases, performance reviews can identify areas where training and coaching can
improve performance.
Human Resource Management
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