BC Restaurant Industry Update

Ride-Sharing in BC

B.C. government introduced legislation that allows for ridesharing companies to operate:

• All drivers to get Class 4 license

• Drivers must undergo regular criminal checks

• Max fine for driver without the proper license from $1,500 to a maximum of $50,000

• Insurance package will ensure passenger safety

“British Columbians absolutely want more options and flexibility in how they get around, but with checks in place to make sure their ride is a safe one.”

Minister Claire Trevena

Passenger Transportation Board

• Amend licenses to allow taxi companies to operate in various regions.

• Ride-hailing companies are expected to apply to operate in all regions.

• Independent tribunal will determine rates charged to passengers and operating areas for taxis and ride-hailing companies.

Why Natural Gas?

• Natural gas provides intense, instant heat – on and off which is necessary in kitchens.

• Helps operators get the proper cooking temperatures without large power requirements or retrofitting older buildings.

• Renewable options: FortisBC works with local suppliers who turn organic waste into biogas, which is then purified to become renewable natural gas that’s injected into our system.

> Many of BC’s top chefs prefer natural gas to prepare their meals because it’s

the most clean-burning,

economical and efficient source of energy available.

Natural Gas Shortage: How will it impact your business?

Success for Local Business:

• Proposed Vancouver ban on natural gas for business repealed.

• Operators province wide can work with Fortis to determine energy savings through renovations, new equipment rebates and improvements to their operations.

Foreign Workers El Salvador Trip

• Hiring workers, through the Temporary Foreign Worker Program (TFWP), offers a solution for finding trained cooks and chefs.

• The El Salvadorian government and culinary schools are actively interested in working with the BCRFA.

Changing Your Workforce

to Tackle Labour Shortage

BC is Experiencing Labour Shortage

Across All Foodservice Sectors

The British Columbia labour market is shifting. Of the 640,000 workers that will leave the workforce through retirement in the next 10 years, only 438,000 young people will join the workforce to replace them.

Over the next ten years, BC is looking at a skilled labour shortage of more than 514,000 workers. We need 2 new workers for every 2 British Columbian workers just to fill empty positions!

A Strong BC Economy =

Low Unemployment

KITCHEN CULTURE: Intimidating Aggressive

“Hot” PILLARS OF THE SHORTAGE

SKILLED SHORTAGE: Not Enough

Trained Chefs

Changes to Temporary

Foreign Workers

Programs

Demographic Shift: More retirements

than entrants to the workforce

52% of foodservice employers in Canada are looking for new people.

Operators are looking for:

• A mix of unskilled/skilled and part-time/full-time workers.

• People with a good attitude and, preferably, previous experience that can be built upon.

• Skilled employees are in highest demand - with a shortage, many people have limited time for training up.

Start with Keeping Great People

• Workplace culture is everything.

• Staff are a businesses biggest asset and the best investment in the future.

• Improving value proposition for our employees is essential to having them stay in jobs longer.

Nurturing an environment where employees are engaged and feel recognized has the

strongest potential for real change.

TACTIC 1. Appeal to Today’s

Employees

• Millennials joined the workforce in 1998.

• Generation Z are turning 22 this year.

• Together, they represent 50% of our workforce – and are the largest influencers of food trends worldwide!

Attract under 40s with:

• Competitive wages

• Personable and flexible work environment

• Quality online postings

• Personal social media accounts that reflect company culture

• Simplified application processes

> Shared values: creativity,

entrepreneurship, contribution,

engagement and teamwork

> Transferrable

skills & opportunities to travel and work

TACTIC 2. Try Job Carving

• Job carving is analyzing work duties performed in a given job and identifying specific tasks that might be turned into a smaller more defined role.

• The new task based role might be assigned to an employee with a single skill set, a recent retiree or someone with a disability.

• Regular scheduling helps people organize their lives and gives them an opportunity to show loyalty and respect in return. US cities are leading the trends in regulating scheduling.

• Compressed workweeks offer real solutions for small and medium workplaces.

• Employees can agree to work longer daily hours in exchange for longer stretches of time off.

TACTIC 3. Predictive Scheduling

TACTIC 4. Be Strategic About Recruiting

Strategic recruitment is about tackling the needs of the business and the needs of the potential employee. It is an investment in time and people.

Think about: > Faster application processes. > Speeding up the time between an initial enquiry and an interview.

TACTIC 5. Put Your Best Foot Forward

• What makes your job posting stand out?

• Create a package that combines the best aspects of the job you can offer – including wages, benefits, employee perks, recruitment and retention bonuses.

• Hire people who can grow into the job – not someone who has done the job.

> Do you have a mentorship program? > Do you offer business coaching for senior positions? > Do all of your kitchen teams participate in menu development and new flavours?

>> A strong culture must be fostered from the ground up. Nurturing culture is as much about sharing what you believe in as an operator as understanding what motivates and inspires your team.

>> Set up best practices. Include staff in the process of setting up and reviewing a set of expectations that help develop positive culture.

TACTIC 6. Build a strong culture

TACTIC 7. Optimize Systems

• Improve the physical environment & staff areas.

• Align your menu with team skill level and service times

• Standardize products, negotiate additional pricing incentives due to standardization.

Review comfort and convenience of the workflow.

• Talk to your staff about systems to make improvements they identify.

• Improve work flows with fewer staff members.

• Design to keep everything flexible and allow concepts to quickly convert from, say, Asian to Mexican.

Can you arrange the set up so cooks move from station to station and help out where

they are needed?

More information:

BC Restaurant & Foodservices Association

Samantha Scholefield

samantha@sasparilla.ca

604.838.7956