PROJECT PROFILE Chef Apprenticeship Step 1: Screening & Selection as the Certificate III in Commercial Cookery. This step is to screen job seekers and identify which candidates would be most For example: suitable for this project and for work with your organisation. Work effectively with others Use food preparation equipment This process includes information Produce dishes using basic methods sessions for providers and job seekers. of cookery. Information sessions contain details about Non-accredited training provides soft skill your organisation and the roles you are training for participants, to provide them recruiting for. with skills to transition into employment. Values and attributes that you may be looking Training could include: for: Interest in hospitality and customer Responsible Service of Alcohol (RSA) service Coffee making Willingness to undertake shift work Mental health Team players Managing workplace stress Positive attitude First Aid Communication skills. Money management Healthy living (nutrition education) Additional checks that may form part of Resilience building the screening process include: Workplace orientation Police clearance Conflict resolution Drug & alcohol testing Cash handling. Driver licence Mentoring Ability to get to work Mentoring ensures that project participants Language, Literacy and Numeracy are provided support and guidance during assessment. the project so they are best positioned to Screening could also include a monitored complete the project and transition to site visit to an operating kitchen. employment. Mentoring arrangements could include: Step 2: Pre-Employment A buddy system where existing workers provide support and corporate Training knowledge The training component will develop the Wrap around support for new job skills job seekers need to become job seekers who are new to shift work ready for their employment. An external mentor or mentor training A preferred RTO could deliver core for supervisors components from a training package such
PROJECT PROFILE Chef Apprenticeship Step 1: Screening & Selection This step is to screen job seekers and identify which candidates would be most suitable for this project and for work with your organisation. This process includes information sessions for providers and job seekers. Information sessions contain details about your organisation and the roles you are recruiting for. Values and attributes that you may be looking for: Interest in hospitality and customer service Willingness to undertake shift work Team players Positive attitude Communication skills. Additional checks that may form part of the screening process include: Police clearance Drug & alcohol testing Driver licence Ability to get to work Language, Literacy and Numeracy assessment. Screening could also include a monitored site visit to an operating kitchen. Step 2: Pre-Employment Training The training component will develop the skills job seekers need to become job ready for their employment. A preferred RTO could deliver core components from a training package such as the Certificate III in Commercial Cookery. For example: Work effectively with others Use food preparation equipment Produce dishes using basic methods of cookery. Non-accredited training provides soft skill training for participants, to provide them with skills to transition into employment. Training could include: Responsible Service of Alcohol (RSA) Coffee making Mental health Managing workplace stress First Aid Money management Healthy living (nutrition education) Resilience building Workplace orientation Conflict resolution Cash handling. Mentoring Mentoring ensures that project participants are provided support and guidance during the project so they are best positioned to complete the project and transition to employment. Mentoring arrangements could include: A buddy system where existing workers provide support and corporate knowledge Wrap around support for new job seekers who are new to shift work An external mentor or mentor training for supervisors