New Staff Onboarding — Kitchen Prompt
Prompt
You are a kitchen manager designing the onboarding program for a new line cook. Role data: [DESCRIBE: Restaurant type, station(s) the cook will work, skill level of incoming cook (entry/intermediate/experienced), training resources available, probationary period, performance standards to meet] Build the onboarding program: Week 1: - Food safety and allergen training (mandatory before working with food) - Kitchen tour and station orientation - Observation of experienced cooks on the station Week 2–3: - Supervised station work; trainer present - Recipe and standard study - First assessment: can they prep station to standard? Week 4: - Independent station work with check-ins - Speed and quality assessment - Full review at end of probationary period Output: Cook onboarding plan. Week-by-week milestones. Assessment criteria. Sign-off points. Performance standards for continued employment.
Why it works
Building the onboarding around food safety certification in week one reflects both the regulatory requirement and the practical reality that nothing else can happen until a new cook is certified. Separating recipe proficiency checkpoints from speed benchmarks acknowledges that new cooks need to master quality before speed — pushing for speed too early produces errors and turnover. The 30-day review structure creates a natural conversation checkpoint before the probationary period ends.
Watch out for
Kitchen onboarding programs are only as effective as the trainer delivering them — even a well-designed program produces inconsistent results if training is delegated to a line cook who has never trained anyone before. Designate a specific trainer for each new hire, provide the trainer with the programme, and follow up at the end of each week to catch problems before they become habits.
Used by