Our FamilyCook team are enjoying our third year of collaboration with the Restaurant Associates division of Compass US. We continue to expand the depth and efficacy of our workforce development program for youth 18-24 known as CHEF (Culinary, Health, Education, Force). Originating from a Petrie Foundation ‘Bold Solutions’ grant award, CHEF helps stabilize unemployed youth with permanent employment and/or further higher education opportunities. We use the hands-on, engaging lens of cooking to draw in youth who need support to find direction. In this way we help reverse the downward trend in college application rates.

Our team conceived of a pathway through the existing New York City Summer Youth Employment Program (SYEP). By piggybacking SYEP, we are able to place youth in a professional culinary work setting while offering the employer a chance to train new employees at no cost, while agreeing to offer part- or full-time employment if the youths achieve the competencies for their role. By combining SYEP with CHEF, youth receive culinary training and a chance for continued employment after the 6 weeks of SYEP.

As they experience financial security, often for the first time, the program celebrates new milestones and introduces youth to certifications and higher education. This is facilitated through additional partners within the CUNY/SUNY system such as Hostos and LaGuardia Community Colleges. Fully 71% of participating youth transition into a job or in college/training program or both!

We sat down with the Culinary Training Manager of the Compass Group, Alex Callons, who oversees our CHEF program at Restaurant Associates. He’s been part of this journey from the very beginning and is instrumental in its growth and success. We trust our youth to him and his organization and feel proud to call him a true youth development partner.

GT: Can you tell me a bit about your upbringing and the role of food that led to your career choice?

AC: I was raised by a single father who was also a police officer, so there were a lot of late evenings when my sister and I would prepare our own dinners. I just fell in love with food—cooking brought me happiness and closeness with my sister. I was enthralled by the Food Network and recipe creation.

One of the first things I ever bought for myself was a set of flavor injectors for grilled meats—you’d fill them with a marinade or dressing and inject it into the protein while it was on the grill. I remember thinking, this is what I want to do. From the time I was 12 or 13, I always knew I wanted to be a chef.

GT: What are the most rewarding aspects about working for Restaurant Associates and your job?

AC: I’ve been with Restaurant Associates for three years, and the best part is the investment in our people. Food and hospitality are important, but what makes us great is our team. We don’t own the buildings we operate in—what we do have is our people.

My role is really about being a resource: helping entry-level culinarians, sous chefs, and executive chefs; supporting new unit openings; testing recipes; training chefs on operations; and helping units that aren’t meeting our standards.

I’m also passionate about our community engagement, especially with FamilyCook Productions. Over the last three years, we’ve provided work experience for people interested in becoming chefs, and many have gone on to be hired—including at the U.S. Open, the most prestigious tennis tournament in the world. That’s something really special.

GT: What is the biggest benefit to Restaurant Associates from collaborating with FamilyCook Productions’ Chef Program?

AC: It’s twofold. First, it helps fill our pipeline with people who are hungry to become chefs—and they come trained. Through the six-week externship program, students arrive with basic knife skills, recipe knowledge, and an understanding of dietary needs thanks to FamilyCook’s preparation.

Second, it’s about making sure the students’ experience is special and memorable. Working closely with David and his team ensures that, and in turn, helps us fill open positions with people who’ve already trained with us.

GT: And what about your personal benefit from this collaboration?

AC: For me, it’s the personal satisfaction of giving someone an opportunity to create a career pathway. Mentoring these students and seeing them grow is so rewarding. I’ve stayed in touch with some of the externs—it’s really special to represent Restaurant Associates in this way.

GT: This is FamilyCook’s third year partnering with Compass for the Chef Workforce Development Program. What elements have you changed or improved to make the program more effective?

AC: The first year was a lot of trial and error—if someone liked to cook, we’d bring them into the program. By year three, we’ve narrowed in on folks who truly want to work after their externship.

David and I have improved communication and worked on creating pathways for externs—whether full-time or part-time roles, or opportunities like the U.S. Open. We also consider logistics, like where in the city someone can realistically work based on train lines. Each year, the program gets better, and I think this year was our best.

GT: What are the most important challenges you face in creating successful and sustainable employees?

AC: There are two things you can’t teach: showing up on time and having a good attitude. You can train someone to cook meat, make a soup, or follow a recipe—but those two qualities are harder to instill.

That’s why I value our partnership with FamilyCook. I know the students coming through will show up on time and have a good attitude, because they’ve been coached to be professionals.