Program Conversion

The following are the five phases of transition support and program development that are addressed to develop a self-directed, community-based dining service program.

 

Transition support and program development for a self-directed, community-based dining program consist of five phases:

 

  1. Benchmarking Operational Audit

  2. Staff Recruitment

  3. Staff Assessment and Training

  4. Establishment of Operational Program

  5. Performance Assurance Review

 

The extent and the cost of support provided are determined according to the skill and competency of the administrative, staff and management team.

 

Phase 1: Benchmarking Operational Audit

Residents' expectations of your program are significantly greater and more of a factor in day-to-day operations. Mere systems compliance or integration no longer assures a successful program. A program that has "always operated this way" no longer assures resident satisfaction. A dining program that advocates and delivers resident and staff empowerment and dignity has a profound effect upon community evolution and development.

 

The Benchmarking Audit provides an objective, comprehensive assessment of the entire dining services program. The outcome of this audit enables community administration to establish program objectives providing a more consistent, collaborative dining services program with increased relevance to the community. This process is necessary for program operational definition and development. The audit assesses the following program functions and the community environments to define and assure successful outcomes:

 

  • Community Perceptions & Environment

  • Department Management and Staff

  • Operations

  • Clinical

  • Financial 

 

Phase 2: Staff Recruitment

This phase of program development will identify department management and staff skills and requirements predicated upon the program defined as a result of the Benchmarking Operational Audit. We will translate these requirements into job descriptions and skill sets, task assignments and position recruitment criteria. This will enable us to recruit and hire the most appropriate personnel for the positions defined predicated against the designed program. 

 

Phase 3: Staff Assessment and Training

Staff assessment and training will be predicated upon the application of the Dining Management Resource Staff Development and Readiness Assessment Programs. These protocols design and develop a staff assessment and training program based upon individual position and personnel requirements. 

 

Phase 4: Establishment of Operational Program

Effective operational direction and support must possess the knowledge of which tools and systems will complement the needs and abilities, while not detracting from strengths of the management team. The components of this area must generate appropriate, usable information for the department with the minimal amount of management time. DMR has the operational experience necessary to identify appropriate tools and systems. We also possess the management skills, knowledge and sensitivity required to assist with the implementation and training. Among the initiatives:

 

  • Production & Purchasing

  • Sanitations & Safety

  • Service

  • Dietetics

  • Policies and Procedures/Review Criteria

  • Communication

  • Menus/Recipes

  • Preference Survey

  • Special Event Planning & Catering

 

All operational systems and tools, once installed and implemented, become the property of the community and the program. 

 

Phase 5: Performance Assurance Review

Performance Assurance Review is the ongoing monthly assessment of program cost reports. Dining Management Resources will also provide quarterly operational site visits to assure ongoing program performance and systems application. Concurrent with the quarterly site visits will be the assessment of continued program relevance to community goals and expectations. Operational staff will provide necessary and appropriate support and direction to maintain program standards.

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