Counter Attendant Cafeteria, Lunchroom Onboarding Checklist

Counter Attendant Cafeteria, Lunchroom Onboarding Process

Are you looking for help setting up a staff orientation process so that when your new Counter Attendant Cafeteria, Lunchroom starts their role, they can learn about their responsibilities and your company as quickly as possible? Whether you’re keen to use buddy onboarding, want to automate your Food Services onboarding experience or just need an onboarding checklist for your new Counter Attendant Cafeteria, Lunchroom, you’re in the right place. We’ve put together a sample Counter Attendant Cafeteria, Lunchroom onboarding checklist below and have created onboarding templates & resources to help.

Counter Attendant Cafeteria, Lunchroom Onboarding Checklist

1. Orientation: The first task for a new counter attendant in a cafeteria or lunchroom is to attend an orientation session. This session provides an overview of the company’s policies, procedures, and values. It is usually conducted by the human resources department or a designated trainer.

2. Introduction to the team: The new counter attendant should be introduced to their immediate team members, including supervisors, co-workers, and other staff members. This helps in building relationships and fostering a sense of belonging. The team leader or supervisor typically performs this task.

3. Facility tour: A comprehensive tour of the cafeteria or lunchroom facility is essential for the new counter attendant to familiarize themselves with the layout, equipment, storage areas, and safety protocols. This task is usually performed by a supervisor or a designated staff member.

4. Training on food safety and hygiene: Given the nature of the food services industry, it is crucial for the new counter attendant to receive training on food safety and hygiene practices. This includes proper handling, storage, and preparation of food, as well as maintaining cleanliness and sanitation standards. The training is typically conducted by a food safety manager or a designated trainer.

5. Cash handling and point-of-sale system training: Counter attendants often handle cash transactions and operate point-of-sale systems. Therefore, they need to receive training on cash handling procedures, including how to count money, provide change, and reconcile cash registers. Additionally, they should be trained on how to use the specific point-of-sale system used by the company. This training is usually provided by a supervisor or a designated trainer.

6. Menu knowledge: Counter attendants should be familiar with the menu offerings, including ingredients, portion sizes, and any special dietary considerations. This knowledge enables them to accurately answer customer questions and make recommendations. The task of providing menu knowledge is typically performed by a supervisor or a designated trainer.

7. Customer service training: Excellent customer service is crucial in the food services industry. New counter attendants should receive training on how to greet customers, take orders, handle complaints, and provide a positive dining experience. This training is often conducted by a supervisor or a designated trainer.

8. Health and safety training: Counter attendants need to be aware of health and safety protocols to ensure a safe working environment for themselves and customers. This training includes proper lifting techniques, emergency procedures, and knowledge of fire extinguishers and first aid kits. The company’s health and safety officer or a designated trainer typically conducts this training.

9. Uniform and appearance guidelines: Counter attendants are often required to wear a specific uniform or adhere to appearance guidelines. The new employee should be provided with the necessary uniforms and informed about the company’s dress code policy. This task is usually performed by the human resources department or a supervisor.

10. Introduction to company policies and procedures: Counter attendants should be familiarized with the company’s policies and procedures, such as break schedules, timekeeping, and employee benefits. This information is typically provided by the human resources department or a designated trainer.

11. Shadowing experienced counter attendants: To gain practical experience and observe the daily operations, new counter attendants should be given the opportunity to shadow experienced staff members. This allows them to learn from their colleagues and understand the job responsibilities more effectively. The task of assigning shadowing sessions is usually performed by a supervisor or team leader.

12. Performance expectations and goal setting: The new counter attendant should have a clear understanding of the company’s performance expectations and be involved in setting personal goals. This helps in aligning their efforts with the company’s objectives and fostering personal growth. The task of discussing performance expectations and goal setting is typically performed by a supervisor or manager.

13. Ongoing training and development opportunities: To enhance skills and knowledge, new counter attendants should be informed about ongoing training and development opportunities offered by the company. This may include workshops, online courses, or cross-training in different areas of the food services industry. The human resources department or a designated trainer is responsible for providing this information.

14. Introduction to employee support resources: New counter attendants should be made aware of the employee support resources available to them, such as an employee assistance program, counseling services, or mentorship programs. This ensures that they have access to the necessary support systems within the company. The human resources department typically provides this information.

15. Performance evaluation and feedback process: Counter attendants should be informed about the company’s performance evaluation and feedback process. This includes understanding how performance is assessed, when evaluations occur, and how feedback is provided. The task of explaining the performance evaluation and feedback process is typically performed by a supervisor or manager.

By completing these onboarding tasks, a new counter attendant in a cafeteria or lunchroom can start their journey with the company on the right foot, equipped with the necessary knowledge, skills, and support to excel in their role

Setting Up Your Employee Onboarding Process

From reading through the items in the example Counter Attendant Cafeteria, Lunchroom checklist above, you’ll now have an idea of how you can apply best practices to getting your new Counter Attendant Cafeteria, Lunchroom up to speed and working well in your Food Services team. Scroll up to see the link to our onboarding templates & resources or get in touch to discuss getting help setting up your systems and processes in this area.