How to Use the Sous Chef Onboarding Template

Why structured sous chef onboarding matters

The sous chef is the engine room of any professional kitchen. They translate the executive chef's vision into daily execution, manage the brigade, control costs, and maintain quality across every dish that leaves the pass. It's one of the most demanding roles in hospitality, and getting the first week right determines how quickly a new sous chef becomes effective.

Too many kitchens skip proper onboarding for senior hires. The assumption is that an experienced cook knows what they're doing and will figure out your operation. But every kitchen has its own systems, standards, recipes, and team dynamics. A sous chef who doesn't understand your specific approach will default to their previous habits — and those habits may not match your quality standards, your cost targets, or your chef's expectations. The result is friction with the team, inconsistent food, and a longer path to the level of performance you need.

This template breaks the first week into five focused days, moving from operational orientation through menu mastery, financial management, team leadership, and administrative competence. Each day includes assessment questions so you can check understanding as the week progresses, and success indicators that give both you and your new sous chef a clear picture of readiness.

Day 1: Kitchen Operations and Team Integration

The first day is about orientation and authority. Your new sous chef needs to understand how your kitchen operates, meet the team they'll be leading, and begin establishing their position within the brigade.

Kitchen Systems and Operational Flow

Why this matters: A sous chef who understands the physical layout, production systems, and service flow can lead with confidence from their first shift. Without this operational knowledge, they're making decisions based on assumptions rather than understanding.

How to deliver this training:

• Walk every area of the kitchen in detail — prep areas, each station on the line, pastry section, dish pit, dry store, walk-in fridges, and freezers
• Explain your production systems: how prep schedules work, how mise en place standards are maintained, and how production gets tracked
• Map out the service flow from first ticket to last — show how orders move through the kitchen and where coordination between stations is critical
• Demonstrate all kitchen-specific technology: POS system from the kitchen side, kitchen display systems, temperature monitoring, and any management software

Customisation tips:

• Multi-outlet hotel kitchens should focus the walkthrough on the sous chef's primary kitchen first, then introduce satellite areas on subsequent days
• Smaller operations where the sous chef covers more ground should spend extra time on the transitions between prep, service, and close-down

Brigade Integration and Authority Establishment

Why this matters: Walking into an established brigade and gaining respect is one of the toughest parts of starting as a new sous chef. Getting the introductions and early interactions right sets the tone for the working relationship.

How to deliver this training:

• Introduce the sous chef to each team member individually, taking time to discuss each person's experience, strengths, and current responsibilities
• Arrange station-by-station meetings where the sous chef can listen to how things currently work before suggesting changes
• Schedule a private session with the executive chef to align on leadership expectations — when to maintain existing systems, when to push for change, and where the boundaries of authority sit
• Have the sous chef cook alongside the team during family meal — nothing builds respect faster than demonstrating skills with a pan in hand

Customisation tips:

• If the sous chef is replacing someone well-liked, be direct about managing the transition — the team may need time to adjust
• In kitchens with a strong existing CDP structure, the sous chef needs to understand the CDP's authority level and avoid stepping on established roles

Operational Standards and Expectations

Why this matters: Every kitchen has its non-negotiables. Your sous chef needs to know what they are from day one so they can maintain them consistently and hold the brigade accountable.

How to deliver this training:

• Walk through food quality standards with practical examples — show plates that meet the standard and explain why, rather than just describing the expectation
• Review health and safety compliance requirements: documentation, temperature checks, cleaning schedules, and allergen management
• Discuss kitchen cleanliness and organisation expectations — your specific standards for station set-up, handover, and end-of-shift condition
• Clarify communication protocols with front-of-house, including how allergies, modifications, and timing requests flow between teams
• Explain the sous chef's authority in performance management and disciplinary situations

Customisation tips:

• Michelin-starred or fine dining kitchens may have extremely detailed plating standards — consider a separate session for these
• Casual dining operations should emphasise consistency and speed alongside quality

Assessment Questions

Use these questions to check understanding at the end of Day 1. Have a direct conversation — sous chefs are experienced professionals and will appreciate honest, straightforward dialogue.

How to use these questions effectively:

• Ask the sous chef to walk you through the kitchen and explain the operational flow in their own words
• Check their early read on the team — who they've connected with, who they think needs development
• Note areas where additional support is needed and plan to revisit them on Day 2

Success Indicators

By the end of Day 1, your new sous chef should be demonstrating these behaviours. If any are missing, revisit the relevant training section before moving to Day 2.

Day 1 Notes

Record observations about how Day 1 went — how the sous chef interacted with the brigade, their grasp of your systems, and any adjustments needed for the remaining training days.

Day 2: Menu Mastery and Production Management

Day 2 is about the food. Your sous chef needs to know every dish on the menu inside out — not just how to cook it, but the standards it needs to meet, and how to plan production so the kitchen runs efficiently.

Menu Deep Dive and Dish Standards

Why this matters: The sous chef is the quality gatekeeper. Every dish that leaves the pass should meet the standard, and the only way to maintain that is if the sous chef knows exactly what the standard looks like for every item on the menu.

How to deliver this training:

• Work through every recipe on the current menu, covering ingredients, techniques, plating, and the common mistakes that lead to rejection
• Run a structured tasting session with the executive chef — taste each dish together and discuss the flavour profile, texture expectations, and quality indicators that distinguish good from great
• Have the sous chef plate key dishes themselves with guidance, getting immediate feedback on presentation standards
• Walk through allergen protocols and modification guidelines — the sous chef needs to know what can be adapted and what cannot

Customisation tips:

• Restaurants with large menus should prioritise signature dishes and high-sellers on Day 2, then schedule follow-up sessions for the full menu
• If your kitchen runs different menus for different service periods (lunch, dinner, brunch), cover the primary service first

Production Planning and Management

Why this matters: Good production planning is the difference between a kitchen that runs smoothly and one that's constantly scrambling. Your sous chef's ability to plan prep, manage par levels, and adapt to changing demand directly affects food cost, waste, and service quality.

How to deliver this training:

• Review your current prep list system and have the sous chef create a daily prep list using actual data — bookings, historical covers, and current inventory
• Walk through production scheduling for each station, showing how timelines work and where the pressure points sit
• Explain your par level system and discuss the factors that cause adjustments — seasonal changes, events, weather, and local happenings
• Establish quality check procedures at key production points, from ingredient intake through to finished prep items

Customisation tips:

• High-volume operations need the sous chef to think about production in bulk terms — efficiency, batch cooking, and delegation
• Tasting menu restaurants need more focus on precision and timing, as each element may be produced in very small quantities

Mise en Place Standards and Organisation

Why this matters: Mise en place is the foundation of a well-run kitchen. Clear standards for station organisation, labelling, storage, and handover prevent food safety issues, reduce waste, and keep service running without interruption.

How to deliver this training:

• Walk through each station's organisation standards — what goes where, how containers are labelled, and how the station should look at service-ready
• Review labelling and dating protocols, making clear the standards for prepared items and how to handle anything that's borderline
• Discuss the storage hierarchy: what goes on which shelf, how allergens are separated, and how the walk-in is organised
• Run through shift handover procedures — what information needs to be communicated between departing and arriving teams

Customisation tips:

• Kitchens with limited cold storage need particularly strong rotation and organisation systems — emphasise these
• If your kitchen uses colour-coded container systems or digital labelling, demonstrate the specific tools in use

Assessment Questions

Check these at the end of Day 2. By now your sous chef should be able to talk confidently about the menu and demonstrate an understanding of production planning.

How to use these questions effectively:

• Ask the sous chef to describe three signature dishes in detail — ingredients, technique, plating, and common quality issues
• Have them create a prep list for tomorrow based on the current booking sheet
• Note any areas of hesitation for follow-up during Day 3

Success Indicators

By the end of Day 2, your sous chef should be showing growing confidence with the menu and production systems. If they're still uncertain about key dishes or struggling with planning tools, schedule extra time before moving to Day 3.

Day 2 Notes

Record how the sous chef handled the menu deep dive — their technical knowledge, attention to quality standards, and ability to plan production.

Day 3: Inventory Control and Cost Management

Day 3 focuses on the financial responsibilities of the role. Inventory control, food cost management, and vendor relationships directly affect profitability, and a sous chef who manages these well adds significant value to the business.

Inventory Management Systems

Why this matters: Accurate inventory is the foundation of cost control. A sous chef who can take precise stock, manage orders effectively, and receive deliveries properly prevents both over-ordering and shortages.

How to deliver this training:

• Walk through your inventory counting process together — demonstrate counting technique, weighing methods, and recording procedures
• Review the storage areas with a focus on FIFO rotation, proper labelling, and organisation systems that make counting easier
• Explain your order guide system: minimum par levels, delivery schedules, and how to adjust orders based on upcoming demand
• Demonstrate proper receiving procedures — quality checks, temperature verification, invoice matching, and what to do when a delivery doesn't meet standards

Customisation tips:

• If your kitchen uses digital inventory management software, allow extra time for system training
• Operations with frequent deliveries (daily fish, fresh produce) need the sous chef to understand the specific quality standards for each supplier

Cost Control and Analysis

Why this matters: Food cost is one of the biggest controllable expenses in any kitchen. A sous chef who understands cost calculation, waste tracking, and yield analysis can identify savings that go straight to the bottom line.

How to deliver this training:

• Walk through your food cost targets and show how theoretical versus actual food cost is calculated
• Demonstrate your waste tracking system and discuss the most common sources of waste in your kitchen
• Conduct a yield test together on a key ingredient — weigh the whole product, prep it, weigh the usable yield, and calculate the true cost per portion
• Review menu engineering data: which dishes sell well, which are profitable, and which are neither — then discuss what actions the sous chef can take

Customisation tips:

• Fine dining operations may have higher food costs but tighter controls on waste — adjust the targets and discussion accordingly
• If your kitchen uses a recipe costing system, demonstrate how to update costs when ingredient prices change

Ordering and Vendor Management

Why this matters: The sous chef is often the primary point of contact with suppliers for day-to-day orders. Good vendor relationships mean better pricing, more reliable quality, and faster resolution when problems arise.

How to deliver this training:

• Walk through your vendor communication protocols — who to call, how orders are placed, and what systems are used for tracking
• Discuss quality specifications for key products and how to hold suppliers accountable when standards aren't met
• Talk about price negotiation strategies and how to compare supplier offerings on a like-for-like basis
• Cover seasonal planning — how the menu adapts to ingredient availability and how to source alternatives when products are out of season

Customisation tips:

• Kitchens that source heavily from local producers need the sous chef to understand the relationship dynamics and flexibility required
• If your operation uses a centralised purchasing system (common in hotel groups), clarify the sous chef's authority within that structure

Assessment Questions

Day 3 covers analytical and financial skills. Use these questions to check that your sous chef is connecting operational actions to financial outcomes.

How to use these questions effectively:

• Have the sous chef complete a stock count of one section and compare their results against the system
• Ask them to calculate the food cost for a specific dish and explain where the biggest costs sit
• Present a scenario where a delivery arrives with quality issues and ask them to walk through their response

Success Indicators

By end of Day 3, your sous chef should be showing comfort with inventory systems and financial thinking. If they struggle with cost calculations or seem disengaged from the financial side, this needs addressing before moving on.

Day 3 Notes

Note how the sous chef handled the inventory and cost training. Record their accuracy in counting, their engagement with financial analysis, and their approach to vendor relationships.

Day 4: Staff Development and Service Excellence

Day 4 shifts focus to the people side of the role. Training the brigade, leading service, and managing team dynamics are what separate a talented cook from an effective sous chef.

Training and Staff Development

Why this matters: A sous chef who can teach effectively multiplies their own skills across the team. Strong training capability means better food, fewer mistakes, and a brigade that improves over time rather than stagnating.

How to deliver this training:

• Demonstrate effective teaching methods — breaking a complex technique into steps, demonstrating at the right pace, and checking understanding before moving on
• Walk through your performance evaluation approach and discuss what standards look like at different skill levels
• Have the sous chef create sample development plans for a junior cook and a more experienced CDP — this tests their ability to tailor training to individual needs
• Discuss cross-training strategy: which cooks should learn which stations, in what order, and why versatility across the brigade matters

Customisation tips:

• Kitchens with a mix of experienced and trainee cooks need the sous chef to switch between mentoring and directing — practise both approaches
• If your operation runs an apprenticeship programme, explain the sous chef's role in supporting those learners

Service Period Leadership

Why this matters: Service is where everything comes together — and where things fall apart if leadership is weak. A sous chef who can run a smooth service, manage the pass, and handle crises under pressure is worth their weight in gold.

How to deliver this training:

• Have the sous chef run a pre-service briefing, covering the day's specials, VIP tables, allergen notes, and areas of focus — then give feedback on their delivery
• During service, observe their expediting technique or have them shadow the executive chef on the pass, discussing the thinking behind each decision
• Role-play common service crises: a station goes down, a walk-in flood of covers arrives, an allergen mistake is caught mid-plating, a key ingredient runs out
• After service, run through a debrief together — what went well, what could improve, and how to communicate those points to the team

Customisation tips:

• High-volume kitchens need the sous chef to focus on speed and communication; fine dining needs focus on precision and timing
• If the sous chef will be running services independently (while the executive chef is off), spend extra time on decision-making authority and escalation points

Team Motivation and Conflict Resolution

Why this matters: Kitchen culture has a direct impact on retention, performance, and the quality of food that reaches the guest. A sous chef who can motivate the team and resolve conflicts constructively creates a kitchen people want to work in.

How to deliver this training:

• Discuss recognition techniques — how to praise effectively in the moment, and why specific feedback ("Your sauce work on that special was excellent") works better than vague praise
• Walk through real-time performance correction — how to address issues during service without causing embarrassment or disrupting the flow
• Role-play conflict scenarios between team members: schedule disputes, station territorial behaviour, attitude problems, and personality clashes
• Discuss the balance between maintaining high standards and keeping morale healthy — pushing the team hard while showing that you care about their wellbeing

Customisation tips:

• Kitchens with a younger workforce may need more emphasis on mentoring and patience; experienced brigades may need more focus on managing egos and established habits
• If your kitchen has experienced bullying or toxic culture issues in the past, discuss the sous chef's role in preventing recurrence

Assessment Questions

Day 4 covers leadership skills that are difficult to assess in a single conversation. Use these questions alongside your observations from the day's training.

How to use these questions effectively:

• Ask the sous chef to demonstrate teaching a technique to you as if you were a junior cook — assess their patience, clarity, and ability to check understanding
• Discuss a specific moment from service and ask what they would have done differently
• Present a conflict scenario and ask them to talk through their approach step by step

Success Indicators

By end of Day 4, your sous chef should be showing natural leadership presence and the ability to handle pressure. If they struggle with team interaction or avoid difficult moments during service, plan additional supported shifts before increasing their independence.

Day 4 Notes

Record how the sous chef performed during service, their training skills, and their approach to team dynamics. Note whether the brigade is responding positively to their leadership.

Day 5: Administrative Responsibilities and Executive Support

The final day covers the administrative and strategic elements of the sous chef role. Scheduling, compliance, and collaboration with the executive chef are responsibilities that round out a complete sous chef.

Scheduling and Labour Management

Why this matters: Labour is one of the biggest kitchen costs, and the sous chef is typically responsible for creating schedules that balance business needs, team preferences, and budget targets. Getting this right affects both the bottom line and team satisfaction.

How to deliver this training:

• Demonstrate your scheduling system and have the sous chef build a draft schedule for the coming week
• Walk through labour cost targets and show how to calculate whether a proposed schedule stays within budget
• Discuss station assignment strategy — how to deploy the team for maximum efficiency while also developing skills through rotation
• Review time-off request procedures and the approach to managing coverage when someone calls in sick or the rota needs last-minute changes

Customisation tips:

• Kitchens with split shifts have more complex scheduling requirements — spend extra time on these patterns
• If your operation uses agency chefs for busy periods, explain the booking process, costs, and quality expectations

Compliance and Documentation

Why this matters: Health and safety documentation, HR records, and compliance paperwork are unglamorous but non-negotiable parts of the sous chef's role. Getting them wrong can result in enforcement action, legal exposure, or failed inspections.

How to deliver this training:

• Walk through all required health and safety documentation: temperature logs, cleaning schedules, due diligence records, and HACCP documentation
• Cover HR-related paperwork: performance documentation, disciplinary records, and the privacy requirements around staff data
• Review accident and incident reporting procedures — what needs documenting, how quickly, and who needs to be informed
• Discuss inspection readiness: what environmental health officers look for, how to prepare the kitchen, and how to respond during a visit

Customisation tips:

• If your operation has specific compliance requirements (allergen documentation for pre-packed food, Natasha's Law obligations), cover these specifically
• Kitchens in hotel groups may have additional corporate compliance standards beyond standard EHO requirements

Executive Chef Collaboration

Why this matters: The sous chef and executive chef partnership is the most important working relationship in the kitchen. When it works well, the kitchen runs smoothly and the food improves continuously. When it doesn't, the whole brigade feels the tension.

How to deliver this training:

• Discuss the menu development process — how new dishes are created, tested, and added, and what role the sous chef plays in that cycle
• Walk through financial reporting responsibilities: which reports the sous chef contributes to, how often, and what the executive chef expects to see
• Clarify communication protocols between management levels — how feedback flows up and down, how to raise concerns, and how decisions get made
• Discuss project management for special events, large parties, and seasonal changes — the sous chef often coordinates the execution while the executive chef sets the direction

Customisation tips:

• In owner-chef operations, the sous chef may have a broader strategic role — discuss the expectations openly
• If the executive chef travels or works across multiple sites, the sous chef needs clear authority guidelines for periods of independent operation

Final Assessment and Planning

Why this matters: The final assessment brings together everything from the week and sets the direction for the months ahead. It's a chance to be honest about strengths and gaps, and to create a development plan with specific, measurable goals.

How to deliver this training:

• Run a comprehensive skills assessment covering technical abilities, management competencies, and operational knowledge
• Create a 30/60/90 day plan together with specific goals for each milestone — food cost targets, training objectives, service quality benchmarks, and team development aims
• Confirm that the sous chef has access to every system, resource, and contact they need to operate effectively
• Create space for honest feedback in both directions — the sous chef's impressions of the onboarding, the kitchen, and the team, as well as your assessment of their readiness

Customisation tips:

• If your kitchen has specific upcoming projects (menu change, refurbishment, new outlet opening), include these in the 90-day planning
• Adjust the assessment intensity to match the sous chef's experience level — a first-time sous chef needs more scaffolding than a seasoned professional moving to a new operation

Success Indicators

These are the markers of a sous chef who's ready to take on the full responsibilities of the role. If all are present, your onboarding has been successful. If any are missing, extend supported working and revisit the relevant training areas.

Day 5 Notes

Record your final assessment of the onboarding period. Note strengths, development areas, and any agreed next steps for continued training.

Making the most of this template

Five days is a guideline, not a rigid rule. If your new sous chef is starting during a particularly busy period, consider stretching the programme across more shifts so training doesn't compete with service demands. A sous chef who's thrown onto the pass on Day 2 because the kitchen is slammed won't absorb the menu training they need.

Use the notes sections at the end of each day to build a record of your sous chef's development. These notes are valuable for the first formal performance review, for identifying patterns across multiple sous chef hires, and for demonstrating due diligence in areas like food safety and compliance training.

The assessment questions and success indicators create accountability for both the trainer and the sous chef. If success indicators aren't being met by the end of each day, that's useful information — it might mean the training needs adjusting, the pace needs changing, or additional support is needed in specific areas.

The executive chef should stay closely involved throughout the first month, even after formal onboarding ends. Regular check-ins, joint service observations, and honest feedback conversations will help the sous chef settle into the role and develop the working partnership that drives a successful kitchen.