This should be achieved via training and education but
also reinforced by an effective reward system. Also consider a
buddy or team approach where one or several employees look
out for one another so no one can operate “in the dark” (e.g.,
CCTV cameras); it is important to show desired behavior as
the social norm.
How do you define the knowledge, skills, abilities, and
behaviors that workers need to perform their food safety roles
effectively? How do you know if they are qualified and competent for the job/task?
You need to define a competency framework that includes
the set of competencies required for each role in your business
to be performed effectively. Benefits experienced include:
• Employees are clearer on what is expected of them
• Clearer accountability
• More effective recruitment and new staff selection
• More effective performance evaluation
• More efficient identification of skill and competency
• Helps provide more customized training and profes-
• More effective succession planning
• More efficient change management processes
When you develop these frameworks, make sure you un-
derstand the roles fully and get input from the jobholder, su-
pervisors, and also and crucially HR. Your HR colleagues can
provide support, expertise, and tools that will be invaluable.
Training is essential to ensure that the employee is competent. It includes a range of learning opportunities, such as
education, experience/on the job, coaching and mentoring,
networking, workshops and conferences, job shadowing, and
standardization, not just the dreaded PowerPoint, classroom,
once-a-year talk! Consider using training needs analysis/cycle
and competency-based learning systems. Make sure your HR
team is fully engaged and supporting you.
Coaching and mentoring as well as having a buddy system are good ways to improve confidence (assuming that the
employee is competent and capable). It is vital to determine
how well people both understand and have confidence in the
training and education they receive. Only through complete
comprehension and confidence are they likely to implement
safe-food behaviors and influence others around them to do
likewise. Having a structured approach to provide consistent
feedback, coaching, recognition, and corrective actions enhance two-way communication.
Wrong fit: If all fails, the employee should be redeployed!
If you’re 100% happy with
your Pathogen system,
ignore this message
Tel: + 44 (0)1623 429701 www.solusscientific.com/solus-one
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