Onboarding Engine: Onboarding & Probation for F&B Chains
Your chain hires, AAU handles the rest: 7-day onboarding, role-based skills training, assessments at the 30 and 60 day milestones, and a competency profile handover when probation ends. Billed per person, collected by milestone: if a team member leaves midway, billing stops.
Demo version · pricing figures are proposals, not final
Five milestones, each one an acceptance checkpoint
The two scored milestones are the decision points: pass day 30 to continue, pass day 60 to be confirmed. These are also the two payment points.
| Milestone | Training content | What AAU does | What the store does | Acceptance |
|---|---|---|---|---|
| M0 Before day 1 |
Welcome video, house rules, shift rules, brand introduction | Issue LMS accounts, assign role-based learning paths, automated study reminders | Send the list of hired staff and their start dates | Account activation |
| M1 Day 1–7 |
Brand service standards, food safety, workplace safety, personal hygiene, shift procedures | Teach the shared onboarding session on a fixed weekly schedule; grade the onboarding test | Arrange shadow shifts, assign a buddy at the outlet | Onboarding test: pass to start official shifts |
| M2 Day 8–30 |
Role-based skills: service, bar, kitchen, cashier, with standard procedure checklists | Role-based curriculum, skills grading, individual progress reports | Coach at the counter, confirm procedures are met in real shifts | 30-day assessment Pass · Needs more coaching · Stop |
| M3 Day 31–60 |
Service mindset, handling complaints, upselling at the table, shift teamwork, working shifts independently | Teach mindset and scenarios; grade counter procedures | Assign supervised independent shifts, record real situations | Counter procedure grading |
| M4 Day 60 |
Full assessment, confirm strengths and areas for development | Score together with the store manager, issue the role standard certificate, hand over the competency profile | Decide whether to confirm employment or stop | 60-day assessment: competency profile handed over |
Three participation levels
They differ in who teaches and who scores. All use the same system, the same curriculum and the same assessment standard.
| Item | Self-run | Co-run · recommended | Full package |
|---|---|---|---|
| Fee per frontline staff member | 350,000 VNDcollected once at the start | 1,200,000 VNDsplit 40% – 30% – 30% by milestone | 2,500,000 VNDsplit 40% – 30% – 30% by milestone |
| Fee per shift manager / supervisor | 700,000 VND | 2,400,000 VND | 4,500,000 VND |
| Monthly platform fee | 2,000,000 VND | 2,000,000 VND, waived at 10 or more slots/month | Included |
| Day 1 onboarding session | The store presents the LMS materials itself | AAU teaches: shared class on a fixed weekly schedule | AAU teaches at the store on the chain's own schedule |
| Skills training, day 8–30 | Curriculum and tests on the LMS | LMS + 1 group coaching session per month | Trainer visits the store for hands-on coaching |
| Day 30 and day 60 scoring | Store manager scores using the form | AAU scores from procedure videos and the manager's submitted form | AAU scores at the counter |
| Competency profile at end of probation | Automatic version from the LMS | Includes instructor comments | Includes comments and a recommended development path |
| Early-departure guarantee | — | Free replacement onboarding if they leave before day 30 | Free replacement onboarding if they leave before day 45 |
| Minimum commitment | 6 months | 6 months · 10 slots/month | 12 months · 20 slots/month |
How payment is collected by milestone
40% at the start
Collected when the staff member activates their account and joins the onboarding session. This covers the cost of the account, curriculum and the day 1 session.
30% at day 30
Collected after the assessment result. If the staff member leaves before this milestone, nothing is collected, and on the Co-run package and above, AAU onboards a replacement for free.
30% at day 60
Collected when the competency profile and role standard certificate are handed over. The chain pays in full only on receiving the final result.
Why split by milestone
The chain does not pay in full for someone who may leave in week two. The risk is shared, and AAU is motivated to keep people on rather than just counting heads brought in.
What the chain receives after 60 days
Competency profile for each staff member
Onboarding test scores, checklist-based skills results, comments from the instructor and manager, and a keep-or-stop recommendation.
Role standard certificate
An internal training certificate issued by AAU, tied to a specific role, for use in HR records and later promotion reviews.
Tracking board by store
How many people are on probation, who is approaching a scoring milestone, and pass and attrition rates by outlet.
Metrics for decision-making
Average time from start date to working shifts independently, attrition rates within 30 and 60 days, and which stores retain people best.
Boundaries of responsibility
AAU certificates are internal training certificates; they do not replace food safety knowledge certificates or any licenses required by law. AAU is responsible for teaching and scoring to the agreed standard; the decision to keep or release staff belongs to the chain.
Volume forecast
Hiring batches above 20 slots need 7 working days' notice to schedule classes and trainers. In peak season, confirm the plan one month ahead.
Staff data
Competency profiles belong to the chain. AAU keeps an archive copy for assessment and hands over everything within 15 days of contract end.
Conditions on the chain's side
Each store assigns a buddy to new staff, and the manager confirms procedures are met in real shifts. Without this step, milestone assessments lose their value.