Methodology to Select an Excellent Employee (Food Handlers)

Hello All,

Our management is now going to introduce a new system to encourage the employees and Recognize dedicated food handlers....

• what is the criteria/ Methodology to select an Excellent employee?( food handler)
• what are the qualities we have to consider for the excellence?
• Is there any scoring system for excellence?
• How can evaluate it?...................

With Regards
Salam

these things don't always need to be too fancy but a couple of things I have seen work well at a few different companies.everybody that removes a piece of foreign material from the process/product goes into a random draw for a reward at the
end of the month, could be a day off, gift card etc…

employee of the month, somebody that demonstrates the preferred values and or goes above the base line requirements

a simple reward and recognition program for when somebody does that little bit extra. In this case a hand written thank you card from the manager is enough to reinforce the positive behavior

 

 

Hello All,

Is there any format/ form or scoring system to evaluate the excellence of food handlers ?



Thanks and Regards

Salam

Hi Salam,

A suggestion I have: you need to move into the wonders of Human Resources for that. There’s quite a few performance appraisals check sheets / scorings cards you can download from the internet. Or check out your local chamber of commerce / government for some free tools.

This one attached is a performance appraisal template for the baking industry. It’s quite a few years old and probably outdated, but it gives you a glimpse of what took for in food handlers. This attachment was specifically for the food processing team.

An extension of the food safety section corresponded with the internal GMP audit (this is another document I haven’t sent you). Things like:


Good Manufacturing Practices

• · Touching face, etc
• · Smoking
• · Out of uniform
• · Jewellery
• · Strong perfume

In selecting a good employee, ask them the relevant questions during the initial interview:

• · Do they have food handling experience?
• · Why did they leave their last food handling job?
• · If they have food handling experience, ask them simple questions all food handlers should know such as:

o Demonstrate how to wash your hands (ensure they know the timeframe,)

o What forms have they completed? Did they understand the form’s purpose?

o What corrective actions have they come across?

Listen to their responses to determine if they have a care factor for product safety and quality.

PA 003 - Appraisal Form.pdf   153.83KB   160 downloads


And generally speaking, just look at them. Are they clean? During the interview do they continuously grope themselves, touch themselves, touch their hair, wipe their nose. Are they clean for the interview? Are they chewing gum? First impressions count! They might not necessarily be within the food process area for the interview but if they have food safety experience (and respect it), it will show in the interview at a food premises.

I find the principle of singling out and rewarding individual employees in a grand gesture like the ‘excellent employee award’ a bit hard to stomach. Of course the employee will be motivated but the other 10, 100, 1000 may feel a little demotivated. In order to be seen to be fair you need a robust selection system and they are rarely robust enough to deflect perceived (or real) favouritism and then the system loses credibility and has the opposite effect of what was intended. I much prefer team / department incentives that are based on the aims and objectives of the team / department and that are (hopefully) linked to the strategic aims of the business.

Here is some interesting reading on Performance management

We have intorduced a daily monitoring system to evaluate the performances of the Food handlers.

1. Twenty criterias are defined to monitor the food handlers on daily basis ( purely related to food safety). A point of -2 is penalized on any deviation of these criterias.
2. A three time recurence of similar deviation will raise a question on his/her performances
3. A special bonus score is rewarded if he/she report/ execute a major/minor observation/task. We called the system as STOP Card system ( Safety Training Observation Programe). This motivates the employees to report any unsafe acts which can affect food safety system. Any improvement requirements can also be reported in the same format.
4. Special bonus score of + 2 or +4 can be announced during the 15 minute training session before the start up of the shift. This score will be added in the Daily performance report of the employee who undertake this challenges.
5. Shift supervisors maintain the daily observation reports and Reports it to the QA Manager every day.
6. All reports will be consolidated by the HR and QA Dept on every 30th or 31st.
7. A monthly scoring of Production oriented criterias are also stated in the Performance monitoring sheet.

A combined and balance score of food safety performance and productivity performance of each employee can be generated in every month and this will support both the employee and the organization to achieve thier targets in better way.

Still the system requires some fine tuning. Expecting some suggesgtions from all of you to improvise it. Thx.

Regards
Jomy Abraham

Jomy, Your system is really well planned. Thanks for sharing the details.

We have intorduced a daily monitoring system to evaluate the performances of the Food handlers.

1. Twenty criterias are defined to monitor the food handlers on daily basis ( purely related to food safety). A point of -2 is penalized on any deviation of these criterias.
2. A three time recurence of similar deviation will raise a question on his/her performances
3. A special bonus score is rewarded if he/she report/ execute a major/minor observation/task. We called the system as STOP Card system ( Safety Training Observation Programe). This motivates the employees to report any unsafe acts which can affect food safety system. Any improvement requirements can also be reported in the same format.
4. Special bonus score of + 2 or +4 can be announced during the 15 minute training session before the start up of the shift. This score will be added in the Daily performance report of the employee who undertake this challenges.
5. Shift supervisors maintain the daily observation reports and Reports it to the QA Manager every day.
6. All reports will be consolidated by the HR and QA Dept on every 30th or 31st.
7. A monthly scoring of Production oriented criterias are also stated in the Performance monitoring sheet.

A combined and balance score of food safety performance and productivity performance of each employee can be generated in every month and this will support both the employee and the organization to achieve thier targets in better way.

Still the system requires some fine tuning. Expecting some suggesgtions from all of you to improvise it. Thx.

Regards
Jomy Abraham

Thanks seems to be a good system, request to kindly briefly state the 20 criterias and how they are measured for each employeee

Few are as follows: Negative marking (-2)

Smoking Tobacco, Throwing on floor, poor hand wash, wearing jewels inside FPC wrong and/or unhygienic uniform, Non Updated records, poor cleaning practice including toilets, wrong color knife / cutting board, poor labelling of products, Cross contaminations, traceability, Excees production/ food wastage, Food Shortage Report Case, Equipment/property damage, Mis conduct, New entry without induction, Chiller/ Hot Cabinet at wrong temp, Food spoilage report case, No food sample preserved, Injury/ Accident case. 

STOP Card system for positive marks ( +2)

 

Special bonus score announcements ( +2)

Monthly Production oriented evaluation ( 10 criterias: 100 points per criteria like commitment, time management, loss prevention, team work, communication etc)

Total score of the employee will be 1000( production score) - Food Safety negative score + food safety positive score

regards
Jomy Abraham
 

 

Thanks seems to be a good system, request to kindly briefly state the 20 criterias and how they are measured for each employeee

Jomy Abraham

Hi

can you share the daily monitoring system to evaluate the performances of the Food handlers. as i am working on similar tasks.

thanks

Gorti

Dear Bhawani Gorti,

 

You may be lucky but do note that this thread is 3 years old. I don't remember seeing Jomy lately.

 

Rgds / Charles.C