The Initial Idea

The Initial Idea

·  To develop own talent

·  To focus on sustainability in the industry

·  To give back to the industry

·  To invest in young people

·  To foster a set of skills with global demand

The Overview

The food service industry has had a need for qualified chefs for many years. In order to ensure a sustainable industry into the future we need to look at what we do now to train tomorrow’s leaders. This programme will identify talented individuals and foster their growth in a business that thrives on lifetime learning. For the duration of this two year programme the selected apprentices will train and work in each of our individual kitchens; Island Restaurant Kitchen, 1st Floor Kitchen, Events Kitchen and Pastry Kitchen. Along this journey the apprentice will have practical experience combined with traditional classroom education leading to NVQ-I and NVQ-II. Completion of this programme will help the successful apprentice secure a catering position that may lead to Chef de Partie, Sous Chef and with some work and time Head Chef.

The performance of the apprentice will be monitored through 1-2-1s, a personal training record and a personal development plan and will have a mentor figure in the kitchen to guide them towards achieving their goals. In addition to these individuals the apprentice (s) would also be buddied up with someone in the area in which they have been assigned to work. However not withstanding that all of the department will potentially be called upon to be a role model for the apprentice, but mindful that they treat the individual with respect and not palm off less interesting tasks to avoid them.

The Head of the Departments would meet separately (to the 1-2-1s, more of an informal catch-up once every 2 weeks) with the apprentices to ensure each individual is making the most of their time within the department.

Along with a departmental induction and the specific departmental training the candidate will also have the chance to cross train (please note that this will be one or two days only) in the departments that are linked to the Kitchen, such as events and restaurant Front of House, so that they have an understanding of the complete cycle and areas that are linked to the area to which they are directly linked.

In line with the probationary period for full time colleagues the apprentices would need to complete a 4, 8 and 12 week review with their mentor figure. They would also complete a separate probationary period relevant to their training provider (i.e. 6 weeks); therefore there would a total of four recorded assessments to check that the candidates were on track to passing their probation and to highlight any areas of concern.

The Interviews / Selection process

The Human Resources department will plan a day with the training provider to source candidates and produce a shortlist.

Panel interviews – with the relevant Head of Department

The shortlisted candidates are going to be invited for an assessment trial week; to check for the following:

o  Behaviours based on Company Behaviours

o  Reason for application to this programme

The Schedule for the assessment trial week

Day 1

·  Welcome day– Two way process

o  Introduce the company to candidates

o  Getting to know the candidates

o  Tone setting

·  Lunch in one of the Hotel’s Restaurants

o  Showcase cuisine

o  Observe comments and feedback

Day 2

·  Presentation by Executive Chef and Head chefs

·  Set expectations for the next 4 days

·  Kitchen organisation & presentation of various sections

·  Grooming standards / kitchen procedures / HACCP & Health & Safety

·  Knife sets handed out

·  Initiation to different cutting techniques

·  Practices of cutting techniques shown

·  Presentation of dishes and explanation of recipes

Day 3

·  Making and presentation of dishes demonstration

·  Dressing presentation with: Variety of oils / mustards / vinegars / citrus fruits

·  Practice of knife skills

·  Individual 1-2-1 to run through progress during the week so far

Day 4

·  Mise en place for the dishes

·  Dry run making of the dishes by apprentices

·  Presentation to Chefs

·  Feedback session on dishes

Day 5

·  Mise en place

·  Assessment & presentation of the dishes

·  Presentation of Certificate

·  Final feedback session

Day 5 – Behind the scenes

·  Selection of successful candidates

Day 6 – Human Resources

·  Notify successful candidates and regret unsuccessful candidates

·  Starter Pack sent and start date finalised

·  Allocation of Kitchens

·  September – Meeting with the Parents of the successful candidates and set expectations

·  October – Apprenticeships enrol onto their NVQ

The Programme Overview

·  Timeline – 5 working days

·  Variety of different activities per day

·  Aim to give introduction to:

o  Knife skills

o  Flavours

o  Cooking and recipes

o  Where is where and who is who

o  Fire training

o  Food Hygiene

o  Health and Safety Knowledge

·  The candidates are assessed throughout the week on their skills, behaviour, team work, food wastage and response to feedback

·  The final day is the cook off. The candidates will present two dishes, one according to the recipe given and one with their own individual twist

·  All candidates receive feedback / 1-2-1 sessions

·  Successful candidates would be given a Personal Training Record and Personal Development Plan to ensure effective training and development once they have joined our Hotel.

Unsuccessful candidates would be given a certificate and also feedback as to why they were unsuccessful

Candidate evaluation form

Question: / Answer:
Name:
Age:
Tell me a bit about your self
Reason for applying to this programme:
How are you finding this week so far?
What are your strengths?
What are your weaknesses?
Why do you think you should be chosen?
Is there anything you would like us to be aware of before you commit to this apprenticeship?

Department specific training;

During the first week of employment the candidates would be given a complete Hotel induction, in line with welcome day, this would include Fire training, Health and Safety and an overview of other Hotel policies and procedures. Candidates would also be given their programme for the next six months, which would start in event operations.

For each kitchen (i.e. restaurant, event and pastry) the candidates would receive specific area training for a period of time, there would also be a series of tests and hurdles for which the apprentice would need to complete in order to move on to the next stage.

The apprentice would be considerate as a full time team member and rotated accordingly in line with business needs. Their contract would be based on 40 hours a week, over the 5 days of a 7 day period, and the shift work may involve: early mornings, late nights and or weekends.

examples of work learning tasks

UNIT / THEORY / PRACTICAL
INDUCTION / Sign up paperwork
Contact Details
MONTH 1
(October) / Set up working portfolios
Witness testimony
Diary completion
Skill Scan / Mandatory Units
Safety-Law & Legislation
Emergency procedures / Knife Skills: maintain, cleaning and handling
MONTH 2
(November) / Pro Cookery Techniocal Certificates / Effective teamwork
Safe hugienic & secure working
Food safety in catering
Knife skills – reflection / 3 x Mandatory tests
MONTH 3
(December) / Prepare & cook vegetables / Health options
Professional discussion and questions / Prepare vegetables
Cuts & styles
MONTH 4
(January) / Kitchen Documents
Open & close procedures / Kitchen documents
Open & close knowledge
Customer service / Open & closing kitchens
Testing x 2
MONTH 5
(February) / Meat / Methods & recipes
Workbook to support
Braising, roasting and stewing / Cook & finish meat: Braising/Roasting/Stewing
Test x Customer Service
MONTH 6
(March) / Fish / Methods & recipes
Workbook to support
Steaming, Poaching & Saute / Cook & finish fish: Steaming/Roasting/Saute
MONTH 7
(April) / Poultry / Methods & recipes
Workbook to support
Roasting, Steaming & Saute / Cook & finish fish:
Steaming/Roasting/Saute
MONTH 8
(May) / Evidence reflection & review / Professional discussions
Evidence diary
Work documents
MONTH 9
(June) / Optional units (Pastry, Soups, Desserts, etc) / Underpinning knowledge for optional units / Practical to reflect selected optional units
Test x 1 Soup & Sauces
MONTH 10
(July) / Meat & Fish / Gaps in underpinning knowledge / Test x 2 Meat & Fish units
MONTH 11
(August) / Review & reflect / Gaps in underpinning knowledge / Test x 2 Poultry & Veg

Personal Development Plan

Name:

Overall Development Objective:

·  24-month training scheme

·  Training is practical and hands-on with regular reviews and practical assessments.

·  Work experience at the Hotel’s different kitchens to experience different cuisine.

·  Training for an NVQ Level 2 Diploma in Professional Cookery (Preparation and Cooking)

·  Achieve Commis Chef level

Training Objective / Who will arrange the training? / Trainer / Content / Dates
Pastry – 6 months training / Basic creams, pastry bases, pudding, bakery & viennoiserie. Plated desserts & large banqueting dessert / TBC
Events & Banqueting, Staff canteen – 6 months training / Basic knife skills. Preparing & cooking of stocks & sauce for functions. Preparing & cooking of vegetables & fruits. Preparing & cooking of meat, poultry & fish.
Rotation in working in larder, canteen & hot section / TBC
Restaurant food
6 months training / Working in all shifts patterns. Rotation in working in breakfast, larder, hot & dessert sections.
Basic cold sauces, salads & plated starters. / TBC
In Room Dining, Breakfast - 6 months / Preparing of soups, sauces. Preparing & cooking of vegetables, meat & fish. Plating & sending of room service dishes. Cook & cold breakfast buffet preparation / TBC
Health & safety / Introduction to hospitality & kitchen organisation. Introduction to basic hygiene & sanitation safety & kitchen standard.
Introduction of basic food safety / TBC

Formal Qualification

·  The Hotel will sponsor the Apprenticeships National Vocational Qualifications (N.V.Q) Level 2 and 3 in professional cookery

·  Assessor will come to Hotel to speak to candidates and assess the apprenticeships

The assessment

The candidates will be assessed through a series of tests before they can move onto the next area of their training. This would be in addition to their 4, 8 and 12 week performance review; the 6 week probationary period from the training provider and also their 1-2-1’s with their mentors. There would then be ample opportunity to identify if there were any challenges with the apprentices.

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