Foodservice Industry - FSS Laboratory - Prelims - PDF

FSS LABORATORY PRELIMS Mod 1 Foodservice Industry Some important highlights: All establishments where food is served outside  The word Restaurant was first used in of the home....

FSS LABORATORY PRELIMS Mod 1 Foodservice Industry Some important highlights: All establishments where food is served outside  The word Restaurant was first used in of the home. 1500s to refer “food that restores. Early History of Foodservice Industry  The word Restorative was used to describe right and highly flavored soups or stews Religious orders, royal households, colleges, capable of restoring lost strength. and inns were among the earliest organizations to practice quantity food production.  Boulanger’s Restaurant was first legalized as restaurant in 1760/1765. Ancient times – taverns, cooked food and cook shops, ceremonial feasts, cookbooks (Apicius  The first star chef, Antonin Careme, de re coquinaria as the first cookbook), and becomes the “Cook of Kings and King of dinner parties. Cooks”.  Industrial catering is begun by Robert Owen, a Scottish mill owner. Religious orders  Nicolas Appert discovers how to preserve - Earliest practitioners of quantity food food by canning. production  Antoine Beauvillers opened the Parisian - Monks, brothers, and nuns served food to restaurant Grande Taverne de Londres in members of the congregation, as well as to 1782/1790. pilgrims  The first hospital in the US. The - Sense of strong stewardship Philadelphia General was established in 1751. Hospitals of this era served patients mush and molasses. Royal and noble households  In 1812, Almanach des Gourmands was - Early foodservice cost accounting, as evident known as the world’s first food critic. by different food allowances in each rank  Florence Nightingale instituted the diet - Early employment of kitchen staff that served kitchen with Alexis Soyer to provide clean meals for their members and prepared food for and nourishing food for the ill and wounded several feasts soldiers in Turkey during the Crimean War. - Northumberland Household Book  1854-1856. This started the Dietetics. - Discovery of food spoilage  In the Philippines, Irma Florentin became the first Filipino dietitian. Hostels - Roadside establishments Factors Affecting Growth - Board and lodging to students in European universities 1.The changing status of women - Early evidence of feeding through sororities 2.The large number of single-person households and fraternities 3.Population growth in the United States seems to be slowing 1 MAT FSS LABORATORY PRELIMS 4.An increase in the Asian and Hispanic populations 5.The shift from manufacturing to technology and service Industries 6.The awakened interest in the health and well- being of people and concern about improving the nutritional status of individual. 7.The shortage of qualified foodservice personnel 1. Family value marketing - Pricing to appeal to family budgets. 2. Value pricing Pricing - such that consumers feel they have received good value for amount paid 3. Upscale menus - Fancier, more expensive foods, often with a gourmet appeal 4. Branding - The use of nationally or locally labeled products for sale in an existing foodservice operation 5. Satelliting - Selling and/or delivering food to other facilities 6. Comfort foods - Foods associated with the comfort of home and family; includes traditional dishes. 7. Display cooking - Restaurant design where the kitchen may be viewed by the diners Foodservice Classifications 2 MAT FSS LABORATORY PRELIMS PURCHASE ORDER SERVICE  Written request to a vendor to sell goods or Process of reaching organizational goals by services to a facility working with and through people and other organizational resources.  The purchase order specifies the quantity of each item needed for the bid period, quality specifications, and required date of delivery.  Purchase order forms can be prenumbered, or the number can be added at the time of THEORIES OF MANAGEMENT final approval, but a number CLASSICAL THEORY this is a group of several similar ideas that evolved in the late 1800s and early 1900s. Pioneers in this theory were Fredrick W. Taylor, Mod 2 who was known as the "Father of scientific management”. However, this theory is too ORGANIZATION AND MANAGEMENT mechanistic and not recognizing the differences 5M’s of Successful Facility Design in people and organizations. The basic tenets of classical theory were that: 1.Menu – food price, offerings, requirements, and investments  There is one best way to do each job. 2.Market – target audience  There is one best way to put an organization together. 3.Money – budget for menu, facilities, supplies, etc.  The organization should be arranged in a rational and impersonal manner. 4. Management – overseeing the restaurant flow Division of work - for efficiency and specialization 5. Method – restaurant operation and process Authority and responsibility - right way to give orders and obtain obedience and responsibility FOODSERVICE MANAGEMENT Discipline - judicious use of sanctions and penalties; obedience to rules and work The scientific, economic and effective utilization agreements of men, money, materials, time and space to accomplish the goals of the organization Unity of command - each person is accountable to only one superior. MANAGEMENT Unity of direction - all units moving toward Process of reaching organizational goals by same objectives through coordinated and working with and through people and other focused effort. organizational resources Subordination of individual interest to general INNOVATION interest. The interest of the organization should Introduction of new products or services. take priority over the interests of individuals. QUALITY Remuneration of employees. Pay and compensation should be fair for both employee Ability of a product or services to meet customer and organization. needs and satisfaction 3 MAT FSS LABORATORY PRELIMS Centralization -subordinates involvement SYSTEMS APPROACH through decentralization should be balanced with managers final authority through A set of interdependent parts that work together centralization. to achieve a common goal. Scalar Chain - authority and responsibility flow  Interdependency is the key concept in in direct line vertically from the highest level of systems theory. the organization to the lowest.  Holism - a theory that says that the whole Order- people and materials must be in the is more than the sum of its parts; appropriate places at the proper time for cooperative, synergistic working together of maximum efficiency. members of a department or team often yield a total product that exceeds the sum Equity - all employees should be treated equally of their individual contributions. to ensure fairness. Stability of personnel - employee turnover should be minimized to maintain organizational CONTINGENCY APPROACH efficiency. a. Managerial activities should be adjusted to fit Initiative - workers should be encouraged to the situation develop and carry out plans for improvement b. Important principles: Esprit de corps - managers should promote a 1. Individual motivation may be influenced by the team spirit and harmony among employees. factors in the environment. 2. Managers must adjust their leadership HUMAN RELATIONS THEORY behavior to fit the particular situation. Evolved during the 1920s through 1950s. Introduced the behavioral sciences as an FUNCTIONS OF MANAGEMENT integral part of organization theory 1. Planning - development of activities required View the organization as a social system and to accomplish organizational objectives and recognizes the existence of informal most effective ways of doing so. organization. Objectives: Employee participation in management planning 1. Think ahead and decision-making yields positive effects in terms of morale and productivity. 2. Clearly determine objectives and policies 3. Select a course of action toward the accomplishments of goals. MANAGEMENT SCIENCE THEORY Top management are involved in strategic Emphasizes research on operations and the use planning of broad, long range goals w/c become of quantitative techniques to help managers the basis for short range annual operational make decisions. planning, where top and middle management Extension includes the development of set more specific objectives aligned w/ the long- management information system (MIS) and range goals. program evaluation and review technique (PERT) 4 MAT FSS LABORATORY PRELIMS Key concepts in Planning: Policies - decision-making guides that are FORMAL OGRANIZATION - planned structure written to ensure that all actions taken by that establishes a pattern of relationships among organizational members are consistent with the the various components of organization. organization’s strategy and objectives. INFORMAL ORGANIZATION - those aspects of Operating plans - specify the procedures to be the system that arise spontaneously from the used, the scheduled to be followed, and the activities and the interactions of participants. budget to stay within. Procedures - are detailed guidelines for planned activities that occur regularly. Also TYPES OF ORGANIZATION called Standard Operating Procedures (SOP) Line Authority - lines of authority are clearly Schedules - are guides for the actual timing of drawn, and each individual is responsible to the activities. person ranking above him, authority and responsibility pass from the top-ranking member Standing plans - policies procedures that do down to the lowest rank. not change overtime. These are plans that are used only once or infrequently. Special functions Line and Staff Authority - many diversified or catered events often call for a single- use responsibilities demanded of the person at the plan in a foodservice operation. top. Rules - written statements of what must be done Functionality Authority - delegates limited (Ex: written procedure of correct hand-washing authority over a specified segment of activities to techniques) another person, may be vested in a vice- president. (For large complex operations only). Staffing – employ and train people, maintain 2. Organizing - development of formal structure favorable work environment upon recruitment which work is divided, defined, and coordinated Directing – make decisions, convey tasks to Objectives: subordinates, and ensure appropriate actions 1. identifies activities and tasks Coordinating – interrelate parts of work to create smooth workflow 2.divides tasks into positions puts task together to take advantage of special abilities and skills of Reporting – keeping employees informed the workers and use their talents effectively. concerning responsibility through records, research, and other documentations 3. establishment of relationships among all other functions of management. Budgeting – fiscal planning, accounting, and controlling Organizational Structure - a system, having an established structure and conscious planning, in SKILLS OF MANAGER which people work and deal with one another in a coordinated and cooperative manner. 1. Technical skills - skills that allow one to perform specialized activities 2. Interpersonal skills – understanding and motivating individuals and groups, 3. Conceptual skills - understanding and integrating all the activities and interests 5 MAT FSS LABORATORY PRELIMS of the organization toward a common INTERLOCKING & INTERRELATED ROLES OF objective MANAGERS MANAGERIAL ACTIVITIES AND ROLES  Informational  Interpersonal INTERPERSONAL ROLES  Decisional a. Figurehead - performing duties of a symbolic, legal, or social nature because of one’s position in the organization TOOLS OF MANAGEMENT b. Leaders - establishing the work atmosphere 1.Organizational chart - a graphic within the organization and activating representation of the basic groupings and subordinates to achieve organizational goals relationships of positions and function. c. Liaisons - establishing and maintaining a. Solid lines - indicate channels of authority contacts outside the organization to obtain b. Dotted lines - show advisory information and cooperation responsibility and lines of communication 2. Job description - an organized list of duties, INFORMATIONAL ROLES skills and responsibilities required in a specific position. This should be written for every a. Monitor - collecting all information relevant to position and should be reviewed and updated the organization periodically. b. Disseminator - transmitting information Purpose: gathered outside the organization to members inside 1) For matching qualified applicants to the job c. Spokesperson - transmitting information from inside the organization to outsiders 2) For orientation and training of employees 3) For performance appraisal DECISIONAL ROLES 4) For establishing rates of pay a. Entrepreneur - initiating controlled change in the organization to adapt and keep pace with 5) For defining limits of authority and changing conditions in the environment responsibility b. Disturbance handler - one who handles 3. Job analysis - all aspects of job are studied unexpected change and analyzed. It may be conducted first to collect information for the job description. c. Resource allocators - make decisions concerning priorities for utilization of 4. Skills matrix system - a written statement organizational resources plan that allows employees to plan their own professional growth within the organization d. Negotiator - assigned to a person who deals with individuals and other organizations 5. Job specification - a written statement of the minimum standards that must be met by an applicant for a particular job. 6. Work schedule - an outline of work to be performed, procedures to be used, and time 6 MAT FSS LABORATORY PRELIMS schedule for a particular position. Workers may 2) Employment agencies - provide a be scheduled successfully only after thorough preliminary " weeding out" of would-be analysis and study of the jobs to be done, the applicants, eliminating, unfit individuals working conditions, and the probable efficiency of the employees. 3) School - graduates are excellent candidates for available foodservice positions; student 7. Menu pattern - important in determining the employment office of the college; student amount of preparation time and labor required to employees - availability for short work periods. produce and serve meal 8. Work distribution analysis chart - show where tasks may be eliminated, combined or 2. Selection. To select the most capable person modified in the overall picture. available for the particular opening. The cost of hiring, training, and discharging or transferring a worker is too great to allow many mistakes in the employee procurement process. Requirements HUMAN RESOURCE MANAGEMENT are: a. Application form. Biographic data THE EMPLOYMENT PROCESS that will provide the employer with all the facts necessary not only to determine the fitness of The organization chart indicates the number of the applicant for the job but also to compare the workers needed in each department of a qualifications of all applicants. foodservice, job descriptions and job specifications outline, the specific conditions b. Interview. To get information, not under which each employee will work the job only the facts, but attitudes, feelings, and requirements, training and other personal personality traits that determine " will-do " qualifications qualifications. It aims to: 1. Recruitment - surveys the sources of c. Tests. It may be in the form of: labor supply and determines which one 1) Intelligence, trade, and aptitude or ones are to be used to bring the open positions to the attention of the best 2) Psychological test questions must be job qualified prospective employees. related and legal to ask. a. Internal Sources 1) Promotion of employees to higher level PERFORMANCE APPRAISAL AND positions, transfer from a related department or EVALUATION unit. 1) Performance Appraisal - attempt to assess 2) Rehiring of a person formerly on the payroll the overall value of an employee ' s work in terms of contribution to business objectives, and 3) Help stimulate interest and build morale of is a broader aspect of an organization ' s employees. performance management system. This is 4) Personalities may be stronger than business systematically done by: loyalties a) Assessing employee compensation and b. External sources - press, agencies, schools, comparing it with targets and plans and labor unions b) Analyzing factors affecting work performance 1) Advertising - means of reaching a large of employees group of potential applicants. 7 MAT FSS LABORATORY PRELIMS c) Guiding and motivating employees to improve c. Dismissal - termination without the consent performance. of the employee. It should be given an exit interview in which strong points are recognized 2) Employee Evaluation - ongoing process of and the reasons for dismissal are receiving feedback in terms of job skills, quality dispassionately reviewed. and quantity of work, work habits, communication, initiative, judgment, and d. Resignation - giving up a position. It leadership; a component of performance involves ending employment relationship. appraisal. e. Retirement - permanently leaving the Methods: workforce due to old age a) Self-evaluation - employee is asked to rate his own performance. The management can compare self-evaluation results with the 5. Supervision - coordinating and directing the supervisor ' s evaluation. work of employees to accomplish the organization ' s goals. When responsibility and b) 360-degree feedback - employee receives authority are delegated, management must feedback from supervisors, peers, subordinates, provide guidance. customers, suppliers, or others who are able to observe the worker ' s performance on the job. a. Routine supervision 1. A matter of personal contact reinforced c) Critical incident - proactive method wherein through checking by observations, records, and a list of good and bad incidents is logged and charts discussed during the employee performance 2. A supervisor sets aside a certain time each review. day for checking on the work in progress and for stimulating interest and cooperation in the d) Checklist - simplistic method of answering individual and in the group performance questions with a yes or a no. It is 3. Checking at the end of the day to see that the used to easily identify employees that have work as scheduled has been carried out to deficiencies in certain performance areas. complete the "routine" supervision. e) Graphic scale - method of rating using a scale i.e., poor to excellent b. Decision-making. Better decisions are likely to be made when a number steps are followed in the proper sequence: 1) Define the problem. 3) Disciplinary Action - ranges from an informal talk, an oral unrecorded warning or 2)Identify the objectives desired. reprimand, a written or official warning, a 3)Enumerate alternatives - brainstorm and then disciplinary suspension, a demotion or transfer, think them through considering the to a discharge. consequences of each;. Brainstorming is a technique for generating ideas about problems and opportunities for 4. Movement of Personnel improvement. 4. Conduct an evaluation of the alternatives. a. Promotion - vertical movement to a higher 5. Choose the alternative with the most positive rank or position. It implies an increase in consequences and the least negative responsibility and salary. consequences. 6. Select strategies to implement the chosen b. Transfer - horizontal or lateral movement. It alternative. may be due to changes in organizational 7. Follow up by monitoring and evaluating structure, volume of work, or job dissatisfaction. 8 MAT FSS LABORATORY PRELIMS decision. insurance to protect wage earners and their families against loss of income due to old age, disability, and death. h.Employee convenience and comfort - locker rooms, discounted or free employees' meals, medical assistance, credit unions, and recreation. a. Hours of work premiums 1) Regular - eight (8) hours per day; five (5) to six (6) days per week 2)Night shift differentials - for work performed between ten (10) pm and six (6) am 3) Overtime premiums LABOR POLICIES & LEGISLATION 4)Other premiums - regular holidays, special D. LABOR POLICIESAND LEGISLATION days, paid leave i.e., vacation leave, sick leave, Policies relating to personnel are known as and paternity and maternity leave labor policies. Policies are adopted to provide meaning or understanding to a course of action, b. Basis of pay rates (salary or wage) directive, and rules, which aim for compliance. 1. Level of responsibility Labor policies should be explicit in their 2. Difficulty of the job provision for fair pay rates, for promotion and 3. Individual productivity transfers, for stabilization of employment, and 4. Educational and skills qualifications motivational strategies. It should also 5. Established pays communicate organizational objectives. Policies 6. Fair return on the capital invested are classified as: * Compensation policies include salaries and c. Supplemental payments wages, and fringe benefits. 1. Bonuses such as 13th month pay * Integration policies include labor unions, the 2. Allowances: RATA, COLA, housing, food way in which grievances and appeals are 3. Insurance, healthcare benefits handled, or the degree of employee participation 4)Separation and retirement pay in organizational decision-making. 5)Service charges and pooled tips - eighty-five * Maintenance policies include services for percent (85%) equally shared by the employees, employees' physical, mental, and emotional fifteen percent (15% retained by the health. management d. Basis of pay changes 1. Content of Labor Policies 1. Responsibility a. Wages and income maintenance 2. Superiority b.Hours and schedule of work 3. Promotion or demotion c.Security in employment 4. Performance ratings d. Sexual harassment in the workplace e. Deductions and withholdings e.Employee services and "fringe" benefits for 1. Income tax health and safety, financial security, and 2. GSIS or SSS contributions. convenience and comfort 3. Dues f.Safe working conditions 4. Loans g. Social security - a federal program of 9 MAT FSS LABORATORY PRELIMS f. Health, safety and workers compensations 10. Section -a group of related work centers 1. Health and sanitation - Medicare, Philhealth wherein only one type of production 2. Safety conditions and required precautions occurs. 3. Accidents and occupational disease 11. Flow of work -consists of the sequence compensation i.e., Employees' Compensation of operations in the processing of Program (ECP) simultaneous motions made by both 4. Social security hands and other parts of the body in doing work. Basic Principles of Layout and Design 1.There should be a continuous flow of food and MODULE 3 other materials from the receiving area, to the FACILITY PLANNING preparation and production section, and then to the service areas with a minimum delay or 1. Floor plan -an architecture plan of space interference at the shortest distance possible. on one floor of a building with a perspective of one looking down 2.There should be no backtracking and traffic 2. Layout -a detailed floor plan showing congestion along the various processing point arrangement of equipment for from raw material to the finished product. accomplishing work according to logical 3.If possible, have all the operations on the sequence of operation. It refers to the same floor level to minimize difficulties in process of arranging the physical supervision. facilities which includes a design drawn on paper to show structural components 4.Arrange work centers that are compact with such as walls, windows, door, etc. equipment arranged in logical sequence based 3. Foodservice design -a visual on the functional flow of activities. composition of arrangement of various areas including size, shape, style, and 5.Design work centers that are compact and decoration. conducive to high productivity so that work can 4. Specifications -describes the quality of be done with minimum fatigue, discomfort, and material method of construction, nature, travel time, considering economy of motion, etc. and standard of workmanship 6.Incorporate features that provide ease in 5. Design-refers to the development of the cleaning and house-keeping to high standards of facility, which includes site, selection, food sanitation and workers' safety. menu, equipment, and other functions needed to make the project real. 7.Minimize the distance between the cooking 6. Physical-refers to the materials that are area and the point of service. measured by weight, motion, and 8.Design for efficient traffic flow, pick-up and resistance. delivery with minimum crisscrossing. 7. Blueprint - set of final drawings of what the building will look like in the future. 9.Design for good comfortable working 8. Work center -basic unit in a layout. Thus, conditions such as proper temperature, humidity, work centers are areas wherein closely ventilation, illumination, color scheme, noise related tasks are done by a person or level, and aisle space. persons. 9. Work area -functional grouping where major types of works occurs. 10 MAT FSS LABORATORY PRELIMS Steps in Facilities Planning (Figure 20.1) 2.exploring financing means A written description of all the details of the 3.determining the size, type, location and project helps all members of the planning team general characteristics of the facility to understand the exct needs of the foodervice. It should contain a clear picture of physical structure and operational aspects of the project. b.The manager or dietitian has the responsibility of spelling out in detail the The prospectus aims to answer the following operational needs of the facility being planned; questions: also involved in; 1.What type of food service is being planned? 1.Menu Planning 2.What are the goals/objectives? 2.Creating the work flow from receiving, storing, issuing, preparation, production and service. 3.What food service system shall be used? 3.Identifying personnel and staffing 4.What are the hours and style of service? requirements. 5.What is the menu pattern? 4.Coordinating the preparation of prospectus. 6.What are the forms of food to purchase? 7.What storage needs? c.The architect interprets/translates the view 8.What equipment for preparation and and ideas of the owner and manager or dietitian; production? also responsible for: 9.What energy sources? 1.Guiding selection of equipment design and other construction materials 10.What are the desirable space relationships? 2.Preparing plans and specifications for structural requirements d.Foodservice design consultant e.Equipment representative f.Business manager g.Builder/contractor h.Maintenance engineer/mechanical engineer 2.A feasibility study is a collection of data about the market and other factors. It is conducted to determine if the project is worth pursuing. It includes: The Prospectus, Research 2.Organizing the Planning Team on the proposed site, Design trends, Market research, Community growth, Competition in the a.The owner has the authority to make area, Financial goals, and Standard Operating decisions; other functions include: procedures. 1.stating the need for the facility, its type and characteristics 11 MAT FSS LABORATORY PRELIMS 3.Menu analysis is done to determine space Consider the following in planning lighting and equipment needs based on the preparation fixtures: methods required to produce a specific menu. a) Brightness should be low, not glaring. 4.Architectural features. Considering budget- cost relationship as higher initial expenditure for b) Position lighting that prevents employees top quality fixtures will normally result in lower from standing in their own shadows. operating costs. c) Correct. lighting increases employee a.Building style and materials. Factors productivity by three to four percent (3-4%). to consider in choosing building style and materials include type of foodservice system, geographic location, local weather conditions, d.Heating, ventilation and air conditioning permanence desired, and menu. (HVAC) system to provide comfortable temperatures for employees and guests. b.Floors. Quarry tiles are most preferred for its non-slip and durable material. Floor 1) Air ducts prevent direct blasts of cold air in the surface must be coved up to six (6) inches up at room. walls and equipment bases. Floor should be 2) Exhaust system built into a hood over cooling sloped for easier cleaning. equipment eliminates cooking odors, fumes, c. Walls, ceilings, and noise reduction moisture, and grease- a) Ceramic tile -most suitable (durable, easy to 3) Kitchen fans reduce temperature and clean) but expensive increase circulation b) Fiberglass Reinforced Panels (FRP) - plastic- 4) Air conditioning increases employee like paneling, durable, in several colors, and less productivity by five to fifteen percent (5-15%) expensive to install than ceramic, c) Wallboard painted with washable enamel - e.Built-in refrigerator - minimum quality, lacks durability, and not Hydrochlorofluorocarbons (HCF C 22) is ninety suitable for use in wet areas (around sinks and percent (90%) safer than chlorofluorocarbons in ware washing rooms (CFC 12) thus ozone friendly. It must be placed d) 5-8 feet - ideal height to cover walls close to the receiving and preparation areas. There should be three separate walk-in e) Stainless steel with tiles - expensive as wall refrigerators for fresh produce, dairy products, covering and for meat and poultry.ct lighting increases employee productivity by three to four percent (3-4%). 2) Ceiling must be fourteen (14) to eighteen (18) feet on the average, acoustically treated, and Refrigeration system Types: lighter in color. a) Central system - supplies refrigeration in all 3) Noise reduction. The use of sound deadening cooling units; all refrigeration is gone in case of materials such as draperies and carpeting in the breakdown dining area. Other examples include automatic b) Multiple/parallel system - there is a lubrication, rubber casters. compression for a series of coolers 4) Lighting. Natural light reduces operating c) Single unit - self-contained refrigerating expenses, and makes food more appealing. system in the reach-in types Luminous ceiling lighting gives the effect of natural sunlight suitable in kitchen areas. 12 MAT FSS LABORATORY PRELIMS Specifications for walk-ins 1. Sequence for developing a design a) Height- seven (7) to eight (8) feet a. Know space allowances. b) Aisle space - wide enough for trucks or carts b. Make a schematic design to scale, showing space allowances and relationships as well as c) Width of Shelving - two (2) to three (3) feet placement of equipment. Revise if necessary. d) Space for Insulation - minimum of three (3)" c. Prepare and submit the architect's complete on all sides for refs, five (5) to eight (8)" for set of blueprints and contract documents. freezers d. Award contracts to accepted bidders. e) Floors strong, durable, and easy to clean e. Architects and contracts to construction, f) Wall-washable and moisture-resistant plumbing, constructions, finishing and g) Equipped with internal door, opening device, installation of equipment. and a bell h) Exterior wall mounted recorder to show the books inside temperature a. Recommended space for the dining room Preliminary Steps in Facilities Planning Know the trends that affect foodservice design such as changing dining out patterns, menu items desired, flexibility of use, economic factors, and built-in safety, sanitation, and noise reduction. Get updates in facilities and equipment design. Understand regulatory codes and operating licenses that could affect design and foodservice operations. Know the different requirements for specific types of foodservice. DESIGN DEVELOPMENT In general, kitchens and dining areas should provide maximum convenience and accessibility to customers. Dining rooms should be located adjacent to kitchens. Moreover, foodservice units are best located on the first floor due to proper ventilation, illumination and outdoor views. Basement level locations can be dark and unattractive which could have a poor psychological effect on people. Above first floor locations may be inaccessible to patrons and may be dificult to bring in supplies and remove trash and waste. 13 MAT FSS LABORATORY PRELIMS 14 MAT