Tag Archives: food safety culture

Megan Nichols
FST Soapbox

Tips to Train Employees and Maintain FSMA Compliance

By Megan Ray Nichols
No Comments
Megan Nichols

Eight years ago, the government passed FSMA. As a manufacturer, training new and existing employees to remain compliant with legislation is paramount. The goal isn’t to make life harder for business owners—it’s to protect American consumers from unsafe food handling and transportation practices.

The following are five tips to help warehouse managers train employees while maintaining FSMA compliance.

Understand FSMA Final Rules

It’s essential for everyone in the facility, from the CEO to the newest hire, to understand the FSMA rules. According to current Good Manufacturing Practices (cGMP), everyone who works in manufacturing, processing or packaging of food is required to train in food hygiene and safety. Managers can offer training in one of two ways—through on the job experience or via an FSMA-accredited classroom curriculum.

For individuals with specialized jobs, such as quality auditors or preventative controls qualified individuals (PCQI), the training option that allows compliance with FSMA rules is an accredited curriculum.

Utilize Warehouse Management Systems

FSMA gives the FDA authority to issue mandatory recalls for any food products if deemed necessary. To meet FSMA standards, record keeping and lot tracking is a necessity. If a product type is linked to a disease outbreak, the FDA wants to know where each product in that lot is within 24 hours. Having the ability to track and trace 100% of the products ensures that the company is FSMA compliant.

A warehouse management system (WMS) can track products, but only if you train employees in its use. While the average employee won’t be responsible for tracing a production lot in the event of a recall, each worker needs to know how to enter data into the system correctly, and how to retrieve the information if necessary. Include training in your WMS to ensure compliance.

Warehouse management systems, when paired with IoT sensors, can prevent recalls and ensure compliance by monitoring temperature fluctuations in climate-controlled areas. According to the Department of Agriculture, frozen food stored at temperatures at or below -0.4° F is always safe. A comprehensive WMS can monitor the temperature inside a facility’s freezers and alert workers or management if there are dramatic fluctuations that may result in a recall.

Seek Out Alliances

Warehouse managers are not alone when it comes to creating a compliant workplace. The FDA has established and funded three alliances—Produce Safety, Food Safety Preventative Controls, and Sprout Safety—each with their own standardized curriculum designed to help those who fall under FSMA rules.These alliances work for the majority of those in the food production industry, though they may not work for everyone.

Seek out the applicable food safety alliance and see if their training curriculums apply to your facility. Even if they don’t fit directly, these alliances can give managers an excellent place to start creating their training curriculum.

Create a Culture of Compliance

FSMA isn’t designed to make life harder for warehouse managers. Its goal is to keep people safe when buying their weekly groceries. Don’t just focus on training to meet FSMA standards. Instead, create a culture of compliance throughout the facility. Make FSMA everyone’s responsibility, and make it easier for employees to communicate with management if they notice a problem that normal channels don’t address.

As part of this culture of compliance, create incentives that reward employees for reporting problems, maintaining compliance levels and completing accredited training. Sometimes incentives can be the best way to motivate employees, whether you’re offering money, paid vacation or other benefits. Walk employees through the process of how to spot a problem and report it to management.

Continue Education Throughout Employment

FSMA compliance training isn’t something you should restrict to an employee’s onboarding. It’s something you should continue throughout their time at your facility. Make FSMA education a priority for every worker in your facility. While you want to start their training with onboarding, it shouldn’t stop there. Offer new training courses once a month or every three months—as often as you’d like without compromising productivity.

As the day-to-day grind continues, most workers forget about rules and regulations. Continuing education ensures FSMA compliance is at the forefront of everyone’s mind throughout their careers. Continuing your employee’s education is also shown to increase loyalty and reduce turnover, keeping things running smoothly and preventing warehouse managers from training new workers every quarter.

Looking Forward

The FDA oversees food safety and can issue a recall when a problem occurs. Yes, as a whole, it’s the responsibility of every single person working in the food production industry—from the highest-paid CEO to the newest employee on the production floor—to maintain compliance. It’s not enough to review guidelines with new employees during onboarding.

Training is essential to ensure everyone in a facility maintains the rules laid down by FSMA. Seek out assistance in the form of the FDA-funded alliances, continue employee education and make it a point to create a culture of compliance from the moment employees walk through the door. Offer continuous training opportunities and you’ll never have to worry about breaking FSMA rules.

Jorge Hernandez, All Baroudi, 2019 Food Safety Consortium Conference & Expo

Food Safety Professionals: Earn Respect and Be True to Yourself

By Maria Fontanazza
No Comments
Jorge Hernandez, All Baroudi, 2019 Food Safety Consortium Conference & Expo

Food safety professionals are underappreciated. This statement was met with a round of applause last week at the seventh annual Food Safety Consortium. It was made by Bob Pudlock, president of Gulf Stream Search, who has heard the remark from folks working in this demanding field many times, as his firm works to place them in food safety and quality positions within the industry. Pudlock shared his advice on how you, the food safety professional, can better market yourself and earn the respect of peers and higher-ups, as well as how those who are doing the hiring should approach the process.

Read Bob Pudlock’s insights on recruiting in the food safety and quality field in his column series, Architect the Perfect Food Safety TeamCompany cultures change, the popularity of products (and their safety) ebbs and flows, company leadership fluctuates and a company may even move its corporate headquarters. Amidst all of these changes, the only things that a professional can control are his or her reputation, professional acumen, and enhancing one’s education, said Pudlock. “Focus your energy on improving parts of you. Invest in your brand,” he said. “You never know how you’re being perceived and who’s out there in the crowd.” He added that it’s important to take a moment to do some deep digging and ask questions that can help draw out greater meaning:

  • What do you want to be when you “grow up”?
    • Where are you in your career today?
    • What do you aspire to?
    • What are the obstacles? What’s keeping you from getting there?
Bob Pudlock, 2019 Food Safety Consortium Conference & Expo
Bob Pudlock, president of Gulf Stream Search

“Get yourself in a position where you’re personally responsible for getting yourself in the right lane,” said Pudlock, emphasizing the importance of accountability. He also advises that professionals take a moment each day to work through organizational issues via journaling. Writing serves as a cathartic exercise and can help as one is going through the problem-solving process. “Work through your overwhelm with journaling,” he said.

On Earning Respect

On the final day of the Food Safety Consortium, Pudlock led a panel of industry stakeholders who shared their insights on how to remain motivated and earn the respect of peers and superiors in the industry.

Pudlock: As a food safety professional, what has contributed to your ability earn respect from the peers who you’ve worked with over the years?

Jorge Hernandez, Al Baroudi, 2019 Food Safety Consortium Conference & Expo
(left to right) Jorge Hernandez, vice president, quality assurance at The Wendy’s Company and Al Baroudi, Ph.D., vice president of quality assurance and food safety at The Cheesecake Factory at the 2019 Food Safety Consortium Conference & Expo

Jorge Hernandez, vice president, quality assurance at The Wendy’s Company

“What I’ve learned throughout my career is the fact that you have to understand why you are doing this. You have to reach inside and figure out for yourself, and then build your brand around that. It has to be honest; it has to be true to you. Why are you doing this? Is it to get a paycheck? Is it to get away from the kids? There are multiple reasons. There will be times in this field that you have to make the tough decisions. As you build your career, try to figure out why you really want to do this.”

April Bishop, senior director of food safety at TreeHouse Foods/Bay Valley Foods

“The ‘why’ is for those around me: We [speak] a lot of scientific jargon, and we know what we’re talking about. But the folks on the other side—in sanitation [for example], doing the most miserable job at the worst hours and in the worst condition, [for them] I need to translate all the way to the top on why we need so much time to clean the plants. Simplify the scientific jargon down to the facts that people can understand. Sell them on the ‘why’ of what they’re doing.

April Bishop, Marcus Burgess, 2019 Food Safety Consortium Conference & Expo
(left to right) April Bishop, senior director of food safety at TreeHouse Foods/Bay Valley Foods and Marcus Burgess, senior food safety and quality systems specialist at The Cheesecake Factory

Marcus Burgess, senior food safety and quality systems specialist at The Cheesecake Factory

“A lot of it is communication and being able to relate at all levels from [in the field] to the top. It’s the 30-second conversation with the server or the dishwasher about why food safety is important. Being able to connect with the front line employees goes a long way. Approach the job with professionalism and sincerity. Have integrity and know the reason why you’re doing what you’re doing. It’s easy to see the pot of gold. Be selfless and know that ultimately our obligations is to customers.”

Don Groover, DEKRA OSR
FST Soapbox

Why Changing Workplace Safety Culture Must Start From the Top

By Don Groover
No Comments
Don Groover, DEKRA OSR

Workplace safety in the food industry can be challenging. The precision required of workers in slaughter, meat packing or wholesale processing facilities can lead to serious harm or worse. The Bureau of Labor Statistics reports that the potential hazards in this industry are many: Knife cuts to the hands and the torso, falls, back injuries, exposure to toxic substances, carpal tunnel syndrome, and even infectious diseases.

This industry may have more challenges in safety than any other industry. Yet, there are companies that excel in safety performance, even given these challenges.

Organizations that are serious about protecting their workers must do far more than react after an injury or rely on awareness-based safety efforts. Typically this approach only delays the next injury. Safety is not just about responding to injuries, but is about the ongoing identification of exposure, the implementation of control systems, and assuring these controls are used to neutralize the exposure.

The challenge is that the root of why an exposure exists or can even thrive in an organization maybe due to culture, organizational urgency, operational instability or a lack of understanding about the concept of exposure, to mention a few. Because the issue is bigger than safety programs, safety excellence requires all levels of an organization, from the C-Suite to the frontline worker, committing to a process that focuses on exposure. This needs to be done in a way that creates trust that safety is a value and if there is a values conflict, that safety has top priority.

Ultimately, it’s about shifting culture by making a safety excellence a priority.

Oftentimes leaders articulate that they want a safe culture, but they may not fully understand their role in creating the culture they desire and how they sustain the change. Senior leaders must go beyond a catch phrase approach to safety and actually articulate what are the cultural attributes they want to see firmly embedded in their organization.

These may be:

  • Workers watching out for each other and a willingness to step in if somebody is at risk.
  • Excellent housekeeping.
  • Workers stepping up to address physical hazards without being asked.
  • A willingness to report safety concerns and incidents.

Once the attributes are defined, then the organization is ready to understand what it takes to support that culture.
However, senior leadership needs to drive that change. Once upper management understands that accountability starts with them and not with the worker, they can move forward and create a culture that reinforces practices that identify potential exposure before incidents take place and not after. Doing so not only has the potential to lower incident rates, but it also:

  • Boosts morale. Workers believe the company has their backs and will commit to safety principles.
  • Strengthens trust between workers and management. Workers believe that safety excellence is a shared responsibility.
  • Increases commitment to all organizational objectives. Social theory research has shown that if you do something for someone else, they experience a pull to reciprocate. The more we do, the stronger the pull. When management shows that they can be trusted with employee safety, employees are free to reciprocate in other areas.

Our strongest and deepest relationships are built on a foundation of safety—not just physical safety but also psychological safety. If we come to believe that another person is interested in our physical or mental wellbeing, the foundation strengthens.

When leadership uses the power of safety they will see employee engagement increase. And the safety implications of worker engagement are profound: Disengaged workers are focused on their own safety. Involved workers are concerned with their own safety but are likely also concerned with the safety of their workmates and perhaps certain other people they interact with. Fully engaged workers are concerned with the safety of everyone around them and without prompting take proactive actions to help others.

Engaged workers are more likely to follow rules and procedures, be more receptive to change, and give discretionary effort. It seems like all companies are doing some type of engagement survey, yet the actions they develop to try and raise their scores are often lacking. Organizations that are serious about having an engaged workforce must fully understand how safety is foundational to engagement. More importantly, safety involvement activities need to be designed and implemented in a way that moves employees beyond mere involvement to full on engagement.

When a company demonstrates it values safety, workers will volunteer to get involved. Leadership must carefully consider what safety involvement activity is right for the culture. When employees participate in a successful and rewarding involvement activity, their personal level of engagement will move upward. Leadership must then figure out how to expand safety involvement. This isn’t done by demanding involvement. It requires purposeful planning and patience.

Frank Yiannas, FDA, Food Safety Summit, Food Safety Tech

Can We Make Progress Before the Next Food Safety Crisis?

By Maria Fontanazza
1 Comment
Frank Yiannas, FDA, Food Safety Summit, Food Safety Tech

A recall or outbreak occurs. Consumers stop buying the food. Industry responds with product innovation. Government enters the picture by establishing standards, initiatives, etc. “That’s my thesis about how changes happen,” said Michael Taylor, board co-chair of Stop Foodborne Illness during a keynote presentation at last week’s Food Safety Summit. Industry has seen a positive evolution over the past 25-plus years, but in order to continue to move forward in a productive direction of prevention, progress must be made without waiting for the next crisis, urged the former FDA commissioner for foods and veterinary medicine.

The strong foundation is there, Taylor added, but challenges persist, including:

  • FSMA. There’s still much work to be done in establishing accountability across the board, including throughout supplier networks.
  • Lack of technology adoption. The failure to use already available tools that can help achieve real-time traceability.
  • Geographic hazards. This is a reference to the contamination that occurred in the cattle feedlot associated with the romaine lettuce outbreak in Yuma, Arizona. “We’re dealing with a massive hazard…and trying to manage the scientific ignorance about the risk that exists,” said Taylor. In addition, in February FDA released its report on the November 2018 E.coli O157:H7 outbreak originating from the Central Coast growing region in California, also implicating contaminated water as a potential source. “There are still unresolved issues around leafy greens,” Taylor said. “What are we going to learn from this outbreak?”

Taylor went on to emphasize the main drivers of industry progress: Consumers and the government. Consumer expectations for transparency is rising, as is the level of awareness related to supply chain issues. Social media also plays a large role in bringing consumers closer to the food supply. And the government is finding more outbreaks then ever, thanks to tools such as whole genome sequencing. So how can food companies and their suppliers keep up with the pace? A focus on building a strong food safety culture remains a core foundation, as does technological innovation—especially in the area of software. Taylor believes one of the keys to staying ahead of the curve is aggregating analytics and successfully turning them into actionable insights.

Frank Yiannas, FDA, Food Safety Summit, Food Safety Tech
Frank Yiannas is the keynote speaker at the 2019 Food Safety Consortium | October 1, 2019 | Schaumburg, IL | He is pictured here during at town hall with Steven Mandernach (AFDO), Robert Tauxe (CDC), and Paul Kiecker (USDA)

FDA recently announced its intent to put technology innovation front and center as a priority with its New Era of Food Safety initiative. “This isn’t a tagline. It’s a pause and the need for us to once again to look to the future,” said Frank Yiannas, FDA’s deputy commissioner for food and policy response during an town hall at the Food Safety Summit. “The food system is changing around us dramatically. Everything is happening at an accelerated pace. The changes that are happening in the next 10 years will be so much more than [what happened] in the past 20 or 30 years…We have to try to keep up with the changes.” As part of this “new era”, the agency will focus on working with industry in the areas of digital technology in food traceability (“A lack of traceability is the Achilles heel of food,” said Yiannas), emerging technologies such as artificial intelligence and machine learning, and e-commerce. Yiannas said that FDA will be publishing a blueprint very soon to provide an idea of what areas will be the main focus of this initiative.

Adam Serfas, R.S. Quality
Food Safety Culture Club

Step Back and Assess Your Food Safety Culture

By Adam Serfas
No Comments
Adam Serfas, R.S. Quality

Fostering a strong food safety culture is one of the most important things those in leadership in the food manufacturing and processing industries can do. Whereas laws dictate the food safety regulations to which food manufacturers and processors should adhere, facility food safety and color-coding plans dictate how those regulations should be followed, and it is the inherent culture of the facility that ensures these guidelines and procedures will be followed. A facility’s culture is made up of the shared values of the company, the unwritten norms—good and bad—that ultimately influence the behavior of those in the company. It most often stems from those at the leadership level as they set the tone and expectations for the organization.

Most importantly, however, is the understanding that culture is fluid. Be-cause it is not defined but rather just is, a culture can morph over time in a ripple effect manner. If those in leadership begin to place a higher emphasis on food safety, middle level managers will take note and those sentiments—consciously or unconsciously—will be echoed to those lower in the company’s organizational hierarchy.

At the same time, the reverse is equally and, perhaps, even more likely, true. It’s often harder to do the right thing when it comes to food safety; there are extra steps involved to ensure the environment and tools used are clean, to check and double check the quality of the product and to communicate any concerns that may be encountered along the way. It’s easy to look at someone who takes shortcuts—particularly someone at a higher level than you—and decide that’s an accepted behavior. This can lead to devastating results quickly in a food processing or manufacturing facility where everything from the profit margins to the ability to employ workers to the legal standing of the company hinges on quality assurance.

That said, it’s important that those at the leadership level prioritize foster-ing a positive food safety culture by leading by example. Additionally, it’s vital to regularly glean a quick read of the room to stay on top of culture shifts. The following are some questions you can use to guide that check-in and identify potential red flags long before those worst-case scenarios have a chance to play out.

Would you describe the company’s food safety expectations to be one-size-fits-all notions or, rather, clearly defined rules tailored to different teams and job roles?

If you would put your company in the first category, it’s important you take some time to consider the procedures and guidelines put in place in your facility. Whereas you want company-wide buy-in for overarching food safety priorities, the job role will look very different for, say, someone on the packaging line versus the janitorial team. Within those teams, there should be a shared vernacular and routine specifically related to the job role they need to carry out. It’s unfair and perhaps a bit risky to assume that employees will know how to best carry out their job if “best” is never properly defined for them in training procedures.

Is there clear and consistent messaging that stems from leadership about a commitment to food safety?

The actions and words of those at the highest level of an organizational hierarchy set expectations for the entire company. It’s not only important that they communicate the importance of food safety to the company, but that they return to that conversation often. It’s a good idea to reiterate the significance of food safety considerations in vision and mission statement documents but to also bring it up during staff meetings, company-wide emails and annual reports. Food safety trainings should be held regularly as the more of-ten you highlight these expectations, the more they are thought about across the company. That consideration is what ultimately leads to action.

Do members of leadership take on an active role during food safety training sessions?

Again, we cannot stress enough the importance of those at the top setting the tone for a positive food safety culture by not only talking the talk but also walking the walk. Employees will take note if those higher up in the company who take time out of their day to partake in food safety training. It sends the message that this is indeed important to the company and therefore should be important to the employees.

Are food safety expectations communicated to employees via multiple communication outlets?

Just as a teacher in grade school aims to consider the unique learning styles of students, you should be mindful of the ways in which you are communicating with your team. Some people retain information best through auditory exposure, some are more visual learners and, for some, recall is best after hands-on activities. Consider the ways in which your currently communicate food safety expectations to employees and take note of any additional approaches you might need to take to best reach all employees.

Along those same lines, you should be mindful of additional considerations that might be necessary depending on the makeup of your staff. We recommend working closely with human resources to identify whether or not you should incorporate multi-lingual training procedures and how to best accommodate any employees with disabilities.

Does your company have an obvious method in place for raising concerns about food safety?

The mistake a lot of facilities make is focusing too much on what it looks like for things to go as planned and to overlook procedures for when things don’t go according to plan. If you asked any member of your team, they should be able to tell you the preferred method for reporting any concerns related to food safety. We recommend polling a few employees across different job roles to see if that is the case. If not, it’s vital you establish a protocol and clearly communicate that protocol to all employees. The easier the protocol, the more likely employees are to remember it and to follow through when necessary.

Bob Pudlock, Gulf Stream Search
FST Soapbox

Architect the Perfect Food Safety Team: How to Assess the Candidate

By Bob Pudlock
No Comments
Bob Pudlock, Gulf Stream Search

If there’s anything to take away from our three-part series on Architecting the Perfect Food Safety Team, it’s to be thoughtful and cognizant of what behavior and end results you’re looking for from your team.

When you enter the ASSESS phase, it’s important to arm yourself with questions that elicit responses that give you an indication of whether the person CAN perform well and who will thrive in your company’s culture.

Additionally, you want that behavior and end result to be synced and aligned against the broader organization’s mission.

Bob Pudlock will be moderating the panel discussion, “Food Safety Leadership: Earning Respect”, at the 2019 Food Safety Consortium | October 1–3 | Schaumburg, ILAs a director or VP, that’s an important distinction. A company that’s in M&A mode is much different than one that’s under pressure from a major customer to get in compliance with their supplier guidelines. The ideal candidate for one is not necessarily the best fit for the other.

Let’s say you’re a director or VP at a company who has just acquired a smaller company certified under a different GFSI scheme. For the next year to two, other integration efforts have been prioritized over folding the acquired company’s scheme into the parent company. For the foreseeable future, that means there will be a disconnect in some protocols, reporting and expectations between the parent and acquired company.

In this scenario, we brainstorm with our client and bring forward themes or dynamics that will be present.

  • Transition -> Change -> Ambiguity
  • Gray area -> Open loops not immediately resolved -> Discomfort
  • Acquisition / Integration -> power/influence/reporting structure transition -> Ambiguity

Two themes that come out of this brainstorm are “dealing with ambiguity” and managing discomfort associated with a GFSI certification or being downgraded as a priority while the company pushes other objectives forward.

For these themes, now we look to construct questions that elicit how one has behaved in past. We can also construct a hypothetical scenario to see how an individual would strategize and act moving forward.

As you look at potential hires into the organization at this stage, you’re going to be presented with a range of candidates that exhibit varying degrees of emotional flexibility.

Emotional flexibility is the ability to identify, assess and adjust responses to events, circumstances or triggers as they arise.

If a candidate in this scenario is rigid or exhibits a black and white “compliance or bust” mentality, that’s going to be a source of constant friction for the individual and those with whom they interact. During the integration efforts, that person is going to have a hard time calibrating their feeling of incompleteness or disconnect from the broader organization.

A candidate that exhibits a low degree of emotional flexibility will have a harder time “rolling with the punches” and will make those around them uncomfortable—they’ll push and work towards a set of expectations that is not consistent with the broader organization’s timeline. Now there is certainly an opportunity to manage that individual’s expectations, but the less we have to do that as leaders, the better—hence, the importance of accurately assessing and pegging the attributes early and often in the interview process.

So, how do we do that?

We advocate for what we call “layered” interview questions. In simple terms, it’s asking a question a number of different ways and in different contexts to elicit responses that offer an accurate prediction of how someone will react in the future.

The first question might be (one layer): How do you deal with ambiguity?

Another question would be: How have you dealt with a situation in the past where your boss was not on site but your plant manager took on day-to-day supervising and reporting? The hiring team can shade in specifics to make the scenario more realistic. The core of the question is to create an image of an ambiguous environment.

And yet another question would be (this is hypothetical): Let’s say you’re alone and have been put on the spot to solve this food safety problem. Your boss is not available for the next two days and you believe that there might be a disconnect between how the plant manager might solve the problem and how your boss would solve it. What would you do?

Asking a question three different ways will ferret out canned, stale answers. Additionally it will test a candidate’s ability to “connect the dots” between past experience and current/future challenges in the workplace. Asking these questions and observing the responses is a significant improvement over what’s typically done.

Taking it a step further will give you an even more accurate prediction of whether a candidate will thrive or perish in this environment. To test this, drill down further on the candidate’s responses to each layered question to the point where you determine what toll, if any, these situations took on them; in other words, how does ambiguity and discomfort in the workplace make them “feel”? Just because someone has experience in ambiguous climates or has managed “transitional” situations like a company’s M&A phase doesn’t mean they thrive on it. For some people, it’s a constant stressor, and if they’re not emotionally resilient, at some point they will break or wear down.

Drilling down to this level will give you a more accurate feel to how resilient and tolerant one will be in your company’s current and future culture. Additionally, you’ll determine whether or not their level of emotional flexibility will allow them to thrive or cause a constant stressor that will ultimately wear them down.

This is just one example of how to use a layered question. There may be three to four key themes that you want to dig into for each role in your organization. Pairing the layered questions (same question, multiple contexts) with eliciting feeling-based responses will give you an even more accurate predictor of who will thrive on your team. It will also isolate and disqualify individuals who have canned responses to interview questions and/or who can’t think on their feet, or struggle to tie past experiences to current state challenges.

This might “feel” like a lot of effort, but it’s an immense time and energy saver when you balance it against the aggravation, time and energy-suck you experience with a poor or mediocre hire.

Read on to Part III of this series: Architect the Perfect Food Safety Team: Capture Your Ideal Candidate and Set Them Up for Success

Frank Yiannas, FDA, food safety

Frank Yiannas, FDA’s Deputy Commissioner for Food Policy and Response, to Speak at the 2019 Food Safety Consortium Conference & Expo

By Food Safety Tech Staff
No Comments
Frank Yiannas, FDA, food safety

EDGARTOWN, MA, Feb. 8, 2019 – Innovative Publishing Co., publisher of Food Safety Tech, has announced that Frank Yiannas, deputy commissioner for food policy and response at FDA, will serve as the keynote speaker to kick off the 2019 Food Safety Consortium Conference & Expo on October 1. The Consortium is the industry’s leading food safety event for networking and educational opportunities, and takes place October 1–3 in Schaumburg, IL (just outside Chicago).

What’s all the buzz about food safety culture? Watch the videoYiannas recently took the reins in FDA’s lead food safety role following the retirement of Stephen Ostroff, M.D. He was previously the vice president of food safety at Walmart and has been a strong proponent of elevating food safety standards within organizations and implementing a food safety culture.

This year’s Food Safety Consortium Conference & Expo features three breakout tracks: Cleaning & Sanitation, Food Safety Testing, and Food Safety Management. The call for abstracts is open until May 16.

About Food Safety Tech

Food Safety Tech publishes news, technology, trends, regulations, and expert opinions on food safety, food quality, food business and food sustainability. We also offer educational, career advancement and networking opportunities to the global food industry. This information exchange is facilitated through ePublishing, digital and live events.

About the Food Safety Consortium Conference and Expo

The Food Safety Consortium Conference and Expo is a premier educational and networking event for food safety solutions. Attracting the most influential minds in food safety, the Consortium enables attendees to engage conversations that are critical for advancing careers and organizations alike. Visit with exhibitors to learn about cutting edge solutions, explore diverse educational tracks for learning valuable industry trends, and network with industry executives to find solutions to improve quality, efficiency and cost effectiveness in an ever-changing, global food safety market. This year’s event takes place October 1–3 in Schaumburg, IL.

Food Safety Tech, Food Safety Consortium Conference & Expo Announce Partnership with Alliance for Advanced Sanitation

Chipotle

Chipotle’s Aluminaries Project Focuses on Driving Change in Food Industry

By Food Safety Tech Staff
No Comments
Chipotle

Chipotle Mexican Grill has announced its first class of the company’s aluminaries project, which provides eight growth-stage ventures with resources to grow and drive positive change. Sponsored by non-profit organizations Chipotle Cultivate Foundation and Uncharted, each venture that is part of the seven-month accelerator program receives mentorship and coaching from industry leaders, and they participate in a five-day boot camp next month. Each member of the class of 2019 also receives free burritos for a year, and Chipotle will cater their office, according to a Chipotle press release.

The following ventures selected to participate in the Chipotle Aluminaries Project focus on a variety of areas in the food industry:

  • AdVoice
  • American Ostrich Farms
  • Asarasi
  • GrubTubs
  • ImpactVision
  • Novolyze
  • Rex Animal Health
  • Sophie’s Kitchen Plant-Based Seafood
Laura Lombard, IMEPIK
FST Soapbox

The Business Case for PCQI Training

By Laura Lombard
No Comments
Laura Lombard, IMEPIK

Beyond reducing liability or checking a regulatory box, investing in robust training can reap measurable business impact. The FSMA regulation requires that Preventive Control Qualified Individuals (PCQIs) “have successfully completed training in the development and application of risk-based preventive controls at least equivalent to that received under a standardized curriculum recognized as adequate by FDA or be otherwise qualified through job experience to develop and apply a food safety system,” as per Subpart C Section 117.180 (c) (1). Even if the person serving in the role of PCQI is qualified through job experience, FDA investigators will expect adherence to development and application of risk-based controls as contained in the standardized PCQI curriculum material or the alternative training allowed in the regulation.

Let’s face it: Our employees serving in the role of PCQI come from a spectrum of food safety plan experience. In addition, many are mentoring new members as Qualified Individuals on the food safety team. Others are building a whole new team from scratch. Team members may be specialized department heads or hold several titles and job duties within a manufacturing facility. Your PCQI is charged with overseeing the development and analysis of the food safety plan. The PCQI needs a team that has had consistent training in the language of the new rules and how to comply to support the PCQI’s charge.

Beyond meeting the regulation, companies should train at the PCQI level to safeguard a company’s product quality, brand and customer base. The fewer food safety-related claims you have, the more you save in costly recalls, loss of current or potential customers, and your brand’s reputation. A company with a robust safety culture has a competitive advantage over competitors who are more lax in their food safety and may suffer financially and reputationally from recalls and customer quality assurance complaints. In an era when customers are seeking more information about the food they consume, being a trusted food safety brand can make your company stand above the crowd.

In addition, consistent training can help with internal culture change and worker productivity. Working on hazard analysis and defining preventive controls requires that employees show critical thinking and problem-solving skills. Team members taking a curriculum with standardized material and consistent learning objectives can reflect together to identify and document gaps and corrections to practices or processes. They can quickly apply their learning for more accurate analysis of the components of the food safety plan. This is the true impact from investment in high quality instruction—motivating employees to learn updated food safety practices, change their behavior, and make more efficient and effective decisions to keep the quality and safety of your products. Well-trained food safety employees are a key factor in the protection of your customers, your company’s brand and the prevention of costly food recalls. The investment in training at the PCQI level is strategic on all fronts.

Doug Sutton, Steritech
Retail Food Safety Forum

What Attracts Customers to Your Restaurant, and What Could Keep Them Away Forever?

By Doug Sutton
No Comments
Doug Sutton, Steritech

The most recent numbers from Black Box Intelligence reflect what has been an ongoing trend for the last several months—improving same store sales. Sounds like great news, right? It could be, if another key metric wasn’t trending in the wrong direction.

Traffic numbers in restaurants are on a very steady down slope. In the third quarter, traffic was down 1.3%, and in October, traffic slowed down by another 2.2%.

The bottom line: Fewer people are dining out, but they’re spending more money.

For now.

Earlier this year, a survey of 500+ consumers asked them several questions about their preferences and experiences when dining out, as well as how they are making their decisions. The results could help restaurant operators adjust their customer experience to help bring more traffic through the door.

Despite Low Traffic Numbers, Americans Still Dine Out Frequently

Consumers have a lot of choice when purchasing a prepared meal these days: Restaurants or prepared foods from a grocery store? Dine in or take out? Fast food, fast casual, or full-service dining? The list goes on and on.

Sixty percent of the above-mentioned survey takers had dined at a restaurant, whether sit-in or delivery, once a week or more frequently. Another 25% reported doing the same two to three times a month.

But there is stiff competition.

Nearly 70% of the same group has purchased prepared foods (pre-made sushi, fried chicken, sandwiches, etc.) at a grocery or convenience store in the last month, indicating that the convenience of prepared foods is taking root in American life. This is an increase from a similar survey conducted in 2016, when slightly more than 65% of respondents said they had purchased a prepared meal from these sources.

What Are Customers Really Looking for in a Restaurant?

It should come as no surprise, that the driving factor for choosing a restaurant is the quality of the food. Respondents of this survey were provided a list of 10 areas of food safety and operational items to choose from and asked them to choose up to five that matter to them most when choosing a restaurant. Food quality and taste was the frontrunner by far, but restaurant cleanliness was second.

The third item on the list might surprise people. It wasn’t speed of service, or order accuracy, or service quality—while they all do matter to customers, it’s their previous experience with a location or chain that matters most.

When Customers Want Answers about a Restaurant, They Go Online

Social media and online reviews are playing an increasingly important role in how customers share their experiences with restaurants. The news about social media and online review sites is good for restaurants. If you’re doing a good job with your customer experience, your customers are willing to talk about it.

Respondents were extremely likely to use social media to share a restaurant experience on a social media platform such as Facebook, Twitter, or Instagram: 58%, said they would be very or somewhat likely to share a restaurant experience on social media. Even better news? Among those who fell into these two categories, nearly two-thirds say they are more likely to share a positive experience than a negative one.

The same holds true for online restaurant review sites, such as Yelp! And OpenTable. While fewer customers say they are very or somewhat likely to share their experience on an online restaurant review site, 49% of those who use review sites once again say that a positive experience is more likely to garner a review than a negative one. A full 66% of those who would be likely to use an online review site are likely to post a positive experience over a negative one.

Especially in the case of online restaurant review sites, this is important. Why? Because nearly three-quarters of respondents sometimes or often use restaurant review sites to help select where they will dine. Among those respondents, the online review carries significant weight in making their decision. Nearly 25% say online reviews are extremely or very influential in their dining decisions, while another 41% qualified them as moderately influential.

Delivery Problems and Who Customers Blame

Most restaurant operators know that there are big dollars to be had in the delivery space. But, the results of this survey indicate that restaurants have a bit of work to do.

Well over half (58.9%) of those surveyed had ordered food for delivery in the six months before the survey. Of those, nearly 30% experienced a problem with their order: Food being cold, wrong food, took too long to deliver the food, etc.

Here’s the important takeaway for restaurants offering delivery: Whether you manage delivery yourself or use a third-party delivery service, customers that experience problems place the fault squarely on the restaurant. Among those that experienced a delivery problem, 79.55% say the restaurant was to blame. That’s important because with third-party delivery service, the restaurant does lose some control over time it takes to deliver, food security, and more.

Foodborne Illness Outbreaks Have a Long-term Effect on Revenue

A 2018 study from the Johns Hopkins Bloomberg School of Public Health put a price tag on foodborne illness outbreaks for restaurants: Anywhere from $4,000 up to $1.9 million wrapped up in “lost revenue, fines, lawsuits, legal fees, insurance premium increases, inspection costs and staff retraining.”

The survey results discussed in this article show that the effects of a foodborne illness outbreak could linger for much longer than anyone truly realizes.

Nearly 30% of respondents said they would never eat at that location if they knew a foodborne illness outbreak had happened there; 24% said they would stay away for between one to six months, and another 18% said they would stay away for six months to a year.

The responses get more dramatic when chain restaurants have foodborne illness incidents. When asked if they would avoid eating at other locations in the chain if a single location was involved in an outbreak, more than 31% said yes, and a whopping 50% say maybe. The majority of respondents would give the chain a second shot, however. Only 19% say they’d never eat at any location in the chain again; more than half (over 58%) report that they would only stay away for between one month and one year.

If multiple locations of a chain are involved, the percentage of respondents that would avoid eating at other locations in the chain more than doubled to more than 68%. The bulk of those who would stop eating at other locations in the chain (31%) say they’d never eat at the chain again, while another 18.5% would avoid the chain for longer than a year. Another 23% say they’d stay away for six months to one year.

Customer Experience Investments Can Reap Big Rewards

This survey revealed plenty of other details about what customers are looking for—what cleanliness factors drive them crazy, what they think of health department scores (and which groups are really paying attention), what really turns them off when they read it in a review—but the real takeaway is this: Restaurants willing to invest in customer experience and a culture of food safety will reap the rewards from customers.