Create a common foundation for your team with ORLA's online and in-person training suite.
& Lodging is published four times a year by Oregon Restaurant & Lodging Association (ORLA), 8565 SW Salish Lane, Suite 120, Wilsonville, Oregon, 97070 503.682.4422
To learn more about ORLA visit us online at OregonRLA.org
PUBLISHER
JASON BRANDT / PRESIDENT & CEO JBrandt@OregonRLA.org
LORI LITTLE / EDITOR LLittle@OregonRLA.org
HEIDI JANKE / DESIGN HJanke@OregonRLA.org
MEMBERSHIP
To become a member of the Oregon Restaurant & Lodging Association, please contact us at info@OregonRLA.org or 503.682.4422.
ADVERTISING
Please support the advertisers herein; they have made this publication possible. For information on advertising opportunities, please contact ORLA:
MARLA McCOLLY
Director of Business Development at 503.428.8694 or MMcColly@OregonRLA.org
SUBSCRIPTIONS
To update your digital and print subscriptions to this publication and all ORLA communications visit OregonRLA.org.
2024-25 ORLA BOARD OF DIRECTORS
Patrick Nofield, Chair, Escape Lodging
Komal (Tina) Patel, Vice Chair, ALKO Hotels
Katie Poppe, Treasurer, Blue Star Donuts
Liz Dahlager, Secretary, Mereté Hotel Management
Shannon McMenamin, Immediate Past Chair, McMenamins
Marin Arreola III, Advanced Economic Solutions (AES) Inc.
Jolee Bancroft, Mo's Restaurants
Terry Bichsel, Rivertide Suites Hotel
Joe Buck, Babica Hen / Lola's / Gubanc's
Gillian Duff, El Gaucho Portland
Gordon Feighner, Jam on Hawthorne
Justin Freeman, Bagel Sphere
Cheri Helt, Zydeco Kitchen & Cocktails
Kurt Huffman, ChefStable
Joe Lowry, Bandon Dunes Resort
Taran Patel, A-1 Hospitality Group
Alkesh Patel, Evergreen Hospitality Development Group
George Schweitzer, West Coast Hospitality LLC
Natalie Sheild, Togather Restaurant Consulting
Jim Smith, Mountain Mike's Pizza, Cascades Coffee House
Rick Takach, Vesta Hospitality
Jake Vanderveen, McDonald Wholesale Co.
Scott Youngblood, CASCADA
Dhruti Amin, Ex Officio Board Member, ALKO Hotels
In the hospitality industry, it’s all too easy to face “death by a thousand cuts” - expenses piling up from every direction. But you can take control over one of these line items. Your insurance.
That’s why ORLA offers a free annual insurance review to every member.
And it’s why we launched the Hospitality Insurance Program (HIP) in collaboration with the Risk Strategies Fournier Group. You gain the benefit of ORLA’s purchasing power, plus insurance tailored to your business.
FROM THE CEO
Industry Operators in Action – Leading by Example
The 2025 Oregon Legislative Session is well underway, and our government advocacy efforts continue to be critical in our work to protect, improve, and promote the hospitality industry. We have had our hands full protecting the industry from both increased taxes and proposed changes in how existing industry tax revenue can be spent.
Two bills in particular stand out. House Bill 2977 is a proposal to increase our statewide lodging tax from 1.5 percent to 2.5 percent with the additional 1percent in tax revenue going to the Oregon Department of Fish and Wildlife. And House Bill 3556 would change local lodging tax laws in place for the last 22 years and allow dollars currently invested in tourism promotion and tourism related facilities to be spent on public safety and local infrastructure projects.
Both bills represent direct attacks on an industry that still hasn’t recovered from the pandemic. According to 2024 research conducted by Travel Oregon, all seven tourism regions in our state remain below 2019 lodging occupancy levels. As we know, less heads in beds for overnight stays results in reduced sales for restaurants and other small business retailers.
We wanted to take a moment to recognize ORLA members and partners who have made their voices heard thus far through the legislative process. We hope these acknowledgments inspire you to join a growing chorus of tourism and hospitality leaders who are making a difference where it counts. Make sure to stay up to speed on ORLA’s government advocacy efforts by joining our weekly Friday morning calls and subscribing to ORLA Alerts. I personally find the most convenient way to make a difference is to sign up for our text alerts. We use this tool judiciously and only when we have a collective need to act on a specific bill being considered by one of the many legislative committees. Simply text ‘ORLA’ to ‘52886’ and you can join us in making a difference just like the individuals and organizations acknowledged here.
George Schweitzer (West Coast Hospitality LLC) and Scott Youngblood (Cascada), thank you both for testifying at the public hearing in opposition to House Bill 2977. Sharing the importance of protecting our statewide lodging tax for exclusive use by Travel Oregon is critical.
Mackenzie Ballard (Managing Director of the Oregon Destination Association), thank you for providing exceptional leadership on behalf of Destination Marketing Organizations (DMOs). Our local tourism voices are making a big difference in the current legislative session as they convey their passion for our industry and the importance of protecting industry tax dollars for industry investments.
Tina Patel (ALKO Hotels) and Jason Coleman (Coho Oceanfront Lodge, Lincoln City), thank you for joining other operators in providing written testimony in opposition to the statewide lodging tax increase.
Megan Conway (President & CEO, Travel Portland), two gold stars for joining your DMO counterparts in providing written testimony in opposition to the statewide lodging tax increase while also testifying in front of the House Agricultural Committee.
Tom O’Shea (Managing Director, Sunriver Resort), thank you for providing compelling written testimony about the importance of generating demand for our destinations yearround so we can provide full-time employment and new jobs for Oregonians.
It’s important to note assaults on tourism resources are well coordinated with significant efforts being undertaken by the Oregon Department of Fish and Wildlife to mobilize their stakeholders around House Bill 2977 and the League of Oregon Cities who remain very active in advocating for House Bill 3556 to access more local tourism tax revenue for general fund budget shortfalls.
ORLA is committed to fighting for our industry on multiple fronts as is the case with these two specific efforts. And we’re currently monitoring developments on over 150 legislative bills moving through the Capitol building.
It takes a village to mount effective, comprehensive arguments in the face of industry threats. Adding your voice to these discussions can make a meaningful difference as lawmakers consider new policies.
A special thanks to all of our members and partners (beyond those recognized above) who have taken action to date on industry priorities. We know your action inspires others to join the movement as our industry looks to the future in achieving a full recovery full of new opportunity for our businesses and teammates.
JASON BRANDT, PRESIDENT & CEO, ORLA
ADVOCACY UPDATE
Session Updates, Food Code, and Keeping A Pulse On The Industry
STATEWIDE
Active Legislative Session
As of this writing, the Oregon Legislative Session is about a third of the way through and the first important deadline has passed. March 21 marked the First Chamber work session posting deadline where a bill must have been placed on a committee agenda by this day, or it would be among the first to die. Bills referred to Revenue, Ways and Means or Rules Committees are not subject to this same requirement or deadlines.
Below is the status of just a few of ORLA’s priority bills this session. For a complete and up to date list, please visit our website at OregonRLA.org/legislativeframework.
HB 2977
Increases the state lodging tax from 1.5 to 2.5 percent with the additional 1 percent going to the Oregon Department of Fish and Wildlife to create a species conservation fund. ORLA opposes this bill. The bill had a work session on March 24 and was referred to Revenue on March 27.
HB 3556
Changes the definition of tourism-related expenses for a local transient lodging tax (TLT) to include public safety services and certain costs related to "community infrastructure.” ORLA opposes the bill and was able to generate testimony, both written and
verbal, for a public hearing on March 20. The bill is in the House Committee on Emergency Management, General Government, and Veterans and was scheduled for a work session on April 8 with a further referral to Revenue if it passes out of committee.
HB 3197
Directs the Legislative Revenue Office (LRO) to study the taxing of the sale of beer and wine. This bill is being used as a possible vehicle to implement a sales tax on beer and wine at the point of sale. Without a recommendation of passage, the bill was moved from one Committee to another with a subsequent referral to Revenue. It is currently in the House Committee on Addiction and Community Safety Response and had a public hearing on April 2.
SB 560
Exempts tips from personal income tax. Creates an Oregon personal income tax subtraction for tips received by the taxpayer during the tax year. This bill is modeled after proposals floated by both Presidential candidates last year. The bill has been referred to the Senate Finance and Revenue Committee but has not had a work session or public hearing.
Oregon Food Code Adoption Process
In 2025, the Oregon Health Authority’s (OHA) Food Service Advisory Committee (FSAC) will be discussing and adopting the 2022 U.S. FDA Food Code. Currently, Oregon is operating under the 2012 Food Code and adoption and implementation of
updated versions of the Food Code were delayed due to COVID and timing of updates.
As part of this process, the FSAC will be an active participant on Foodborne Illness Prevention Program workgroups to develop recommendations relating to adoption of the 2022 US Food and Drug Administration Food Code or any other food service-related rule changes.
The FSAC will also advise the Foodborne Illness Prevention Program on guidance to industry and counties on best practices to reduce bare-hand contact with ready-to-eat foods as well as the implementation of Food Manager Certification.
If you are interested in commenting on the rulemaking process or being part of the rulemaking committee, please reach out to Greg Astley, ORLA’s Director of Government Affairs and current Chair of the FSAC.
OLCC Two-Year License
ORLA continues to actively work with OLCC staff on offering an optional two-year license for operators. Post-legislative session, we expect to finalize work on the language and process for operators who would like to apply and obtain a two-year license.
Preliminary discussions have included topics such as restrictions for first-year licensees and those who have violations, software
THE TOP MATTRESS BRANDS IN AMERICA
AVAILABLE FOR YOUR HOTEL ROOMS.
Your guests are more likely to have our mattresses in their homes than any other brands. That familiar preferred feel is also engineered into our more durable hospitality line to earn the reviews that drive business success.
Want your property to be featured? Ask Jenna about Hotel Highlights on her LinkedIn!
challenges within the OLCC system, and the opportunity for licensees to pay overtime.
More information on this issue will be forthcoming this summer.
Taste Oregon & Capitol Day Recap
Oregon’s hospitality industry showed up in force for ORLA’s Taste Oregon Legislative Reception and Capitol Day this past February in Salem.
Several hundred ORLA members joined Legislators, Agency Directors, State and Local Elected Officials and their staff for an enjoyable evening of wonderful food, drinks and conversation at the reception. Attendees dined on small bites from member restaurants while engaging legislators and agency directors in casual conversation about the important issues for our industry. Strengthening the relationships between ORLA members and legislators is one of the key reasons we continue to host this event. The opportunity
to speak with elected officials outside formal offices or in the Capitol helps to develop a shared understanding of the challenges we face every day in our businesses and the impacts decisions made by legislators impact us.
Our Capitol Day Assembly the following day was a huge success as well. Before the roundtable discussions with agency officials from Travel Oregon, the Oregon Employment Department, Oregon Health Authority, and OLCC, members heard from the Oregon Speaker of the House Julie Fahey and Senate President Rob Wagner. Both talked about the important issues facing the Legislature this session including homelessness, housing, mental health and addiction services and education.
ORLA members had the chance to ask questions and share important perspectives on issues as diverse as the price of eggs and transportation. Following the roundtables, we heard from Senate Republican Leader Daniel Bonham and House Republican Leader Christine Drazan on the issues they are trying to highlight during the session.
After a quick lunch, several members journeyed to the Capitol to meet with their Senators and Representatives to talk more about the issues of the day including threats to the TLT, licensed commissaries or kitchens for all mobile food units, and changes to the Corporate Activity Tax.
Greg Astley introduces Oregon Speaker of the House Julie Fahey and Senate President Rob Wagner to Capitol Day attendees.
Oregon Hill Runner
The Oregon Hill Runner program is fully underway, and we have been working with our Hill Runners to get in touch with their legislators and introduce themselves.
As a reminder, the Hill Runner program’s objective is to identify members who currently have or would like to have working relationships with elected officials at the legislative level of government. A key marker for us is an active member who communicates with an elected official regularly via cell phone and/or text messages. We define an active working relationship as cell phone communication at least every 2-3 months to provide updates to elected officials on the performance of your hospitality business.
If you are interested in being an Oregon Hill Runner, please read the one-pager on the program (https://bit.ly/ORhillrunner) and fill out a short survey (www.surveymonkey.com/r/ORhillrunners) to share your current connections and learn how to develop new ones. We currently have 45 Hill Runners with an overall goal of 90 to be in touch with every single legislator. Your engagement in this program will make a difference for us as we build momentum and bring value to ORLA’s ongoing advocacy efforts for the hospitality industry.
REGIONAL
Proposed Health Inspection Fee Increase in Multnomah County
Multnomah County Health Department is proposing a 33 percent fee increase on health inspections due to budget shortfalls. In 2023, ORLA fought the proposed increase and was successful. Multnomah County Board of Commissioners are being briefed on the Health Inspections Program, the history of the program’s cost recovery model, and an overview of the County’s efforts to support pandemic-impacted businesses over the past five years. ORLA met with county staff in March to start a conversation about the harm a 33 percent potential fee increase all at once would be to the restaurant industry. The industry in the Portland area is still seeing far less business than in 2019, while prices of goods and fees continue to rise. The County said they would continue to seek feedback as they sort through budgetary needs of the Health Department.
North Coast Lodging Tax Increases
ORLA has mobilized members along the coast to encourage county commissioners in Tillamook and Clatsop counties to oppose TLT tax increases. Clatsop County has put off voting on any increases, while the Tillamook Board of County Commissioners unanimously approved amending a county ordinance to increase the transient lodging tax from 10 to 14 percent countywide and modifying the use of revenue. The amended ordinance will be referred to voter approval on the May ballot. ORLA will be involved in the coordination of a local opposition campaign to encourage voting “no” on the ordinance.
Industry Pulse: Regional Roundtables
ORLA is planning another round of regional roundtables for members and those considering membership, during the spring of 2025. Sponsored by Sysco, these roundtables provide an opportunity for operators in and around the area to interact directly with ORLA staff on state and local issues impacting their business. Interactive discussions will be followed by a hosted reception to encourage networking. For a complete list of dates, times and locations, please visit our website at OregonRLA.org/meet.
As always, we encourage industry members to engage on industry issues at the state and local level. If you’re interested in getting more involved, please reach out to us at info@oregonrla.org.
GREG ASTLEY & MACKENZIE MARINEAU, ORLA
TAP IN TO THE INDUSTRY PULSE: JOIN ORLA AT REGIONAL ROUNDTABLES AROUND THE STATE
Twice a year, Oregon restaurant and lodging operators across the state have a unique opportunity to gather in person with our association team for hosted roundtable events. These engaging sessions are your chance to hear the latest industry insights straight from our staff—covering key topics like advocacy efforts, workforce development –as well as share what’s going on with your business and in your region.
It’s a great way to stay informed, share your perspective, and connect with fellow operators in your region.
Regional Roundtable Schedule for Spring 2025
• Astoria - April 29
• Bend - May 1
• Brookings - May 6
• Ontario - May 14
• Portland - May 22
• Klamath Falls - May 29
Interested in hosting a roundtable? Reach out to your Regional Representative—we’d love to work with you!
Keep an eye out for more details and registration links by visiting OregonRLA.org/meet
PROUDLY SERVING CLIENTS IN THE HOSPITALITY AND RESTAURANT INDUSTRIES FOR OVER 40 YEARS!
Our a�orneys advise owners, purchasers, sellers, investors, lenders, and operators on the legal day-to-day issues and in a wide range of transac�ons involving hotels, resorts, and restaurants of all sizes and ownership structures. We partner with our hospitality clients and assist them with en�ty forma�on, employment, opera�ons, nancing transac�ons, real estate lending, intellectual property, workouts, debt restructuring, and ownership transi�on. This breadth of experience gives our a�orneys a unique perspec�ve into all aspects of opera�ons, transac�ons, and trends affec�ng the hospitality and leisure industry. 121 SW Morrison Street, Suite 600, Portland, Oregon 97204 • 503.228.6044 • www.fwwlaw.com
In high school culinary classrooms across Oregon, there are unsung heroes quietly shaping the future of the hospitality industry — passionate educators and dedicated mentors working to inspire future chefs, managers, entrepreneurs, and leaders. Through the ProStart® career technical education program, educators are preparing students with essential life skills and helping them build confidence. Industry members also have a positive impact on the classroom, showing students that a rewarding career in hospitality isn’t just a dream — it’s within reach.
Oregon now has 48 schools around the state who’ve adopted the ProStart curriculum. Culinary instructors for these programs are essential advocates for championing the hospitality industry for having a multitude of career opportunities. Paired with the unique insights and real-life restaurant sector experiences of industry mentors, these students can explore restaurant career opportunities while pursuing their passions.
This past March, the Oregon Hospitality Foundation (OHF) held its annual Oregon ProStart Championships, bringing together culinary and management teams from nine high schools to compete at the state level. Crook County High School, Salem-Keizer CTEC, and Dayton High School took first, second and third place, respectively, in the culinary competition. CTEC’s management team presented the winning restaurant concept and will join Crook County in Baltimore, Maryland to compete in the National ProStart Invitational in May. Both Salem-Keizer CTEC and Dayton High School brought home additional credentials from the championships – awards recognizing the top mentor and culinary instructor.
We had the opportunity to ask the Oregon ProStart Mentor of the Year and Teacher of the Year how they support students in this program and what motivates them to help inspire our future workforce.
PROSTART MENTOR OF THE YEAR:
Wendy Bennett, mentor for SalemKeizer CTEC
As a highly skilled chef, Wendy brings a wealth of experience from both front- and heart-of-house operations, as well as years of teaching at both post-secondary and high school levels. She generously volunteers countless hours each week to mentor students at CTEC, fostering creativity and collaboration while providing invaluable industry insights. With a deep passion for mentorship, Wendy helps inspire students to reach their full potential, serving as a guiding force in their culinary and professional journeys.
Tell us about your background in the culinary industry.
Growing up in the food service industry watching and working with my father, I knew by age 12 that I wanted to be a chef. At 14, I landed my first fine dining kitchen job. After high school, I attended Johnson & Wales University, where I captained a culinary team and was mentored by Certified Master Chef Noel Cullen for the 1988 IKA Hoga (Culinary Olympics) in Germany. We won a gold medal—it was truly an unforgettable experience! While earning my bachelor’s degree, I became a student teacher, igniting my passion for education. With decades of experience in both front- and back-of-house roles, teaching remains my true calling.
What do you try to impart to students when you interact with them?
My goal is to meet each student where they are and help them grow while fostering their selfconfidence. Some arrive with prior experience, while others start from scratch—but every new skill builds their confidence. Beyond culinary techniques, they develop professional skills like teamwork, time management, problemsolving, communication, and accountability— foundations for success in any career.
What prompted your transition from a high school culinary instructor to mentor?
I taught high school culinary arts for nine years before stepping away to focus on my family and farm. This year, I mentored CTEC’s team to support my longtime friend, Chef Austin Stinson. The experience was incredibly rewarding, and I’m proud of the students’ dedication.
What does your involvement with the classroom look like?
My involvement with the CTEC team evolved over time. I started out as an inspirational coach, then became a technical demonstrator, and eventually a supportive cheerleader. As the students’ confidence grew, they learned to self-evaluate and make their own corrections to improve performance.
CTEC students practicing in the classroom.
WHO SHOULD BE HONORED?
Oregon’s hospitality industry is brimming with outstanding individuals who go above and beyond, raising the bar for excellence in performance, service and commitment to the industry. The ORLA Hospitality Industry Awards seek to recognize these outstanding individuals and organizations who truly exemplify Oregon hospitality.
As an annual highlight of the ORLA Hospitality Conference, the Hospitality Industry Awards help us celebrate those who raise the bar for excellence in performance, service and commitment to the industry.
Who should be recognized this year?
• Restaurateur of the Year
• Lodging Operator of the Year
• Allied Member of the Yea
• Employee of the Year
• Team Leader of the Year MAKE A NOMINATION TODAY: OregonRLA.org/Nominate Nominations must be received by June 30, 2025.
2024 Lodging Operator of the Year: Eli Ramirez, The Ocean Lodge
What’s been the most rewarding part of this mentorship for you?
The greatest reward is watching students who don’t all know each other grow into a cohesive team. Each student contributes a piece of themselves to create something greater as a whole—it’s truly fascinating!
Why do you think it’s important for industry professionals to connect with schools?
The future of our industry depends on these young people! Connecting with industry professionals expands their vision while grounding them in reality. Hospitality is vast and ever evolving, and these interactions reveal career paths far beyond the obvious.
What advice would you give to other industry professionals considering mentorship?
A couple important things come to mind. First, the commitment CAN fit your schedule! With today’s technology, you can support students in person for a few hours a week and follow up with pictures, videos, or emails to support forward progress and improvement. Second, the reward goes both ways! Young people are incredibly capable, and their creativity and ingenuity constantly inspire me. It fills my bucket—I bet it will fill yours too!
PROSTART TEACHER OF THE YEAR:
Krista Carpino, Dayton High School
As a passionate educator, Krista inspires students to discover their career paths while fostering leadership and personal growth.
For over two decades, she has played an instrumental role in strengthening high school culinary and management programs. Most recently, she successfully created a new culinary program for Dayton High School while simultaneously coaching firsttime competitors to excel at the statewide championship event.
When were you introduced to ProStart and what inspired you to become a culinary teacher?
I originally got started while in high school, participating in our local competition events before competing in ProStart my junior and senior years of high school. My inspiration (to become an instructor) was my FACS teacher that dove in and became one of the first schools to offer ProStart here in the state back in 2001.
What is your approach to preparing students for the real world?
My philosophy is to offer as many real world opportunities as possible for all of my students regardless of what career path they choose. With ProStart, and being a culinary teacher, there are endless opportunities presented for students to practice and gain real world tools that are transferrable to whatever career path they choose.
What impact does participating in the statewide competition have on your students?
With this being a new program in Dayton, one of the biggest impacts I saw on my students was
their perseverance and believing in their talents and abilities. At the start, we all felt a little unprepared but with leaning into all of the benefits and opportunities that the competition provides, it really showed my students they were ready to take on this challenge.
How valuable are real-world connections in influencing student motivation toward careers?
Priceless. It only creates a small bubble if the students only hear from the instructor’s perspective. Opening these students up to the plethora of financially viable opportunities here in our region is paramount. Field trips, guest speakers, mentors… the more opportunities, the more enriched my students learning becomes, therefore strengthening the program for underclassmen.
How do you prepare students for postgraduation?
I often get told that I am more like a counselor than a teacher. I help them navigate what their options are. Realistically, not all students go on to culinary school or the trades, and I truly believe that is ok! We need a future workforce equipped with the skills I teach within my program.
What are your goals for the program in the next year or two?
Overall, continuing growth and opportunities for this small community by showcasing my students’ talents and skills. We have had a very busy year, so continuing to add new opportunities is key to sustaining my vision for Dayton High School.
Interested in helping students make a real-world connection to the hospitality industry? Consider volunteering as a mentor for your local high school. Support from local hospitality leaders results in educated, motivated and professional hospitality industry employees. Contact the Courtney Smith, ProStart Manager for the Oregon Hospitality Foundation at 503.682.4422 to learn more about this exciting opportunity.
LORI LITTLE, ORLA
Carpino at the 2013 ProStart competition.
FINANCE CENTER
INVESTING IN THE FUTURE OF OREGON’S WORKFORCE
Building Stronger Teams Through Engagement and Training
Over the past 12 months, the Oregon Coast Hospitality Industry Sector Partnership* (OCHISP) has been leading a workforce development initiative to better understand what drives employee retention in the hospitality industry along the Oregon Coast. Supported by the Department of Labor (DOL) Critical Sector Job Quality Grant, this project focused on gathering insights from hospitality employees and business owners to identify challenges and solutions in workforce engagement, training, and long-term career development through the lens of the Department of Labor’s Good Jobs Principles.
Oregon’s hospitality industry is built on people. From bustling coastal restaurants to family-owned inns, success depends on having a skilled, engaged, and dedicated workforce.
What we found was clear: Employees who feel valued, engaged, and given opportunities to grow are significantly more likely to stay. Unlike in major metropolitan areas, where frequent job changes are common, rural hospitality businesses—like those along the Oregon Coast—experience far lower turnover. According to our research, the average turnover rate in Oregon’s hospitality industry is 62 percent, while coastal hospitality businesses report a turnover rate of just 16 percent. The majority of coastal hospitality employees stay in their jobs for at least two years, with about a third remaining for five or more years. This creates a unique opportunity for coastal businesses to build stable, long-term teams by investing in training, mentorship, and leadership development.
However, coastal workforce trends are distinct. Many hospitality workers spend a few years moving between competing businesses, seeking the right fit. It’s common for employees to work at multiple restaurants, hotels, or attractions before settling into a long-term role where they
feel valued and supported. Employers who proactively create workplaces that foster engagement, professional development, and a sense of belonging will be the ones who benefit the most from this long-term retention potential.
The challenge, then, isn’t just about filling open positions—it’s about creating workplaces where employees choose to stay and grow.
*OCHISP is a collaborative effort led by Lane Workforce Partnership (LWP) and carried out by the Oregon Hospitality Foundation (OHF) in partnership with Northwest Oregon Works (NOW), Southern Oregon Workforce Investment Board (SOWIB), Collaborative Economic Development of Oregon (CEDO), and the Oregon Coast Visitor Association (OCVA).
WHAT WE LEARNED FROM THE DOL GRANT
Through extensive surveys and focus groups with hospitality employers and employees along the Oregon Coast, we uncovered key insights into what drives workforce stability in rural hospitality businesses.
Key Takeaways:
• Employees stay when they see a future in hospitality. Workers who had access to career pathways, leadership training, and professional development were significantly more likely to remain in their roles. However, in small, independent businesses where traditional leadership positions may not exist, employees still valued clear communication about their future within the company. Many small business owners are already grooming employees to take over key roles—like tour guides being trained to eventually run the operation—but without formal titles or promotions. Simply sharing that vision with employees can help them feel integral to the business and committed to staying long-term.
• Workplace culture plays a major role in retention. Employees who felt respected,
DOL’S GOOD JOBS PRINCIPLES
1. Recruitment & Hiring – Jobs should have transparent, fair hiring practices that provide equal opportunities for all.
2. Benefits – Jobs should offer comprehensive benefits, including health insurance, retirement plans, and paid leave.
3. Diversity, Equity, Inclusion & Accessibility (DEIA) –Workplaces should be inclusive, ensuring all employees have access to growth and opportunity.
4. Empowerment & Representation – Workers should have a voice in decision-making
5. Job Security & Working Conditions – Jobs should provide stability, predictable schedules, and a safe and healthy work environment.
6. Organizational Culture
– Employers should foster respectful, inclusive, and supportive work cultures.
7. Pay – Jobs should offer fair and livable wages that reflect the value of the work.
8. Skills & Career Advancement
– Workers should have access to training and career development opportunities.
valued, and included in decision-making reported higher job satisfaction and were more likely to stay long-term. One common hesitation among employers is that investing in training might create an expectation for higher wages. While compensation remains an important factor in job satisfaction, businesses that embrace transparency around financial realities—as Local Ocean Seafoods in Newport has done by sharing financial reports with employees—can foster mutual understanding. When employees are included in discussions about business performance, they gain a clearer picture of what’s possible in terms of wages and growth opportunities.
• Training and mentorship are essential. Businesses that invested in structured training, mentorship, and skill development saw greater employee confidence, engagement, and retention. Employers who involve employees in long-term planning—whether through leadership training, succession planning, or simply acknowledging their contributions–see stronger workforce stability.
These findings only scratch the surface. We are developing a comprehensive white paper that will present the full scope of our research, including employer and employee perspectives, retention trends, and best practices for strengthening the hospitality workforce.
TURNING INSIGHTS INTO ACTION
The good news is that businesses don’t have to tackle these challenges alone. The Oregon Restaurant & Lodging Association (ORLA) and the Oregon Hospitality Foundation offer a variety of programs to help hospitality employers retain employees, create career pathways, and strengthen workplace culture. By investing in workforce development, businesses can reduce turnover, improve job satisfaction, and build stronger, more engaged teams.
Investing in Current Employees
Retention improves when employees feel like they have room to grow and a meaningful role within the business. Businesses that prioritize mentorship, skill development, and leadership training see stronger engagement and longer employee tenure. ORLA provides resources and training to help businesses create these opportunities:
• ServSuccess® Training – Equips employees with industry-recognized credentials and leadership development opportunities.
• RestaurantOwner.com – Builds team members' skills in areas such as food cost, menu costing, team building, and marketing.
• Oregon Tourism Leadership Academy (OTLA) – Prepares the next generation of hospitality and tourism leaders.
Recruiting & Developing Emerging Talent
Finding skilled and motivated employees is a top concern for many hospitality businesses. ORLA’s Workforce Development Coordinator, Ella Sturdevant, helps connect employers with new talent through career fairs, collaborating with community colleges, and facilitating direct engagement between businesses and job seekers. These efforts ensure that hospitality employers have access to a steady pipeline of trained employees, helping businesses fill critical roles and plan for long-term workforce stability.
Building a Stronger Future Workforce
The best way to strengthen the industry’s workforce long-term is to invest in future talent today. ORLA’s ProStart program, led by ProStart Manager Courtney Smith, introduces high school students to hospitality careers, providing hands-
on training in culinary arts, restaurant management, and customer service. By supporting ProStart and similar programs, businesses can engage with young professionals early on, shaping a more skilled and passionate workforce.
These programs all reinforce a simple truth: when businesses invest in their workforce, their workforce invests in them in return.
HOW BUSINESS OWNERS CAN GET INVOLVED
The workforce challenges and solutions we’ve outlined are only effective when businesses take action. ORLA and the Oregon Hospitality Foundation provide a variety of training programs, career development tools, and industry resources to help employers strengthen their teams. Here’s how you can get involved:
Support & Train Your Current and Future Workforce
ORLA offers a wide range of training programs designed to help hospitality businesses develop, engage, and retain their employees:
• ProStart – Partner with high schools to mentor students and develop the next generation of hospitality professionals.
• Career Fairs – Participate in hiring events to connect with emerging talent.
• ServSafe® Manager Training – Provide essential food safety training for restaurant leadership.
• Oregon Alcohol Server Training –ORLA’s industry-developed, OLCCapproved online course for responsible beverage service.
• Oregon Food Handler Certification –ORLA’s online course that satisfies the required training for all food handlers in Oregon.
• Guest Service Gold® Training – A program designed to elevate customer service skills.
• ServSuccess Training – Professional development courses for career advancement.
• Human Trafficking Prevention Training
– Helps hospitality businesses recognize and prevent trafficking.
• De-escalation & Active Threat Response
– Teaches employees how to manage difficult situations.
• Sexual Harassment Prevention Training
– Ensures a safe and respectful work environment.
• Oregon Tourism Leadership Academy (OTLA) – Develops the next generation of hospitality and tourism leaders.
For details on these programs, businesses can contact ORLA at 503.682.4422 or visit OregonRLA.org.
Your Role in Shaping the Future of Hospitality
Whether you run a small independent café or manage a multi-property hotel, there are steps you can take today to strengthen your workforce. By engaging with training programs, career development initiatives, and industry resources, you can build a team that is skilled, committed, and invested in your business.
ORLA and the Oregon Hospitality Foundation are here to help. Reach out, get involved, and let’s build a stronger industry together. REBECCA DONLEY, OREGON HOSPITALITY FOUNDATION
MEMBER SPOTLIGHT
“ORLA keeps us up to date on any changes that could or would affect our business, usually via email. The greatest asset is they are only a phone call away to answer any questions we may have. Yes, there is a membership fee, and it is worth every penny. They also let us know about special offers from other programs that partner with them, giving us a chance to support ORLA products.”
Hunter Briggs COMPetIng As A PrOstArt student FOr nOrtH eugene HIgH sCHOOL
The Power of Hospitality Career Education in Oregon
In hospitality, the heartbeat of every successful operation is its people. Yet as workforce shortages persist, wage expectations shift, and generational career priorities evolve, the industry faces an increasingly urgent question: How are we preparing the next generation to lead, thrive, and stay?
Across Oregon, the answer is being written daily in classrooms, kitchens, hotels, and community spaces where workforce development initiatives are transforming lives—one student, one mentor, one partnership at a time.
WHY THIS MATTERS TO YOU: INDUSTRY’S ROLE IN WORKFORCE DEVELOPMENT
For hospitality leaders, workforce development isn’t just a long-term strategy—it’s a daily reality. Recruiting, training, and retaining talent is harder than ever, and the costs of high turnover or unprepared new hires ripple through every operation. That’s why programs like ProStart are more than education initiatives—they’re direct investments in the future of your business.
When employers engage early—through mentorship, internships, classroom visits, or resource sharing—they help build a pipeline of talent that arrives job-ready, motivated, and already connected to the culture of hospitality. These students are tomorrow’s line cooks, managers, concierges, GMs, and entrepreneurs. They’re also part of a deeper solution to one of our industry’s most
pressing challenges: developing purposedriven talent that stays.
Early employer involvement does more than prepare students—it creates a workforce that is already inspired by the values of service, leadership, and community. If we want a stronger workforce tomorrow, we need to start building it today—and the most effective way to do that is by partnering with the educators and programs already doing the work.
And while the business case is clear, the heart of this work lies in the people it impacts—students whose lives are transformed by mentorship, hands-on training, and meaningful career pathways. Their stories illustrate just how powerful that investment can be.
FROM HIGH SCHOOL KITCHENS TO COMMUNITY LEADERSHIP
At North Eugene High School, educator Chef MiHo has spent over two decades transforming a small culinary elective into a robust, college-articulated ProStart program that serves as both a career pathway and a personal lifeline for many students.
"When I first started, there were probably eight students in the culinary thing," she said. "Now we’re a full career pathway program. That’s amazing. College articulated. And it’s all built from the ProStart curriculum as my foundation."
Her former students echo that impact.
“ProStart gave me more than culinary skills—it taught me teamwork, critical thinking, and gave me mentors who changed my trajectory,”
-
Hunter Briggs, of the Oregon Department of Justice Appellate Division, current law school student, and Fulbright scholar, remembers the program as nothing short of transformative. “ProStart gave me more than culinary skills—it taught me teamwork, critical thinking, and gave me mentors who changed my trajectory,” he said. Raised in a home marked by instability, Hunter credits the program and Chef MiHo’s mentorship with providing a sense of structure and community. "I wouldn’t have gone to college without it. I wouldn’t have met my wife. I wouldn’t be who I am."
Hunter Briggs, OregOn Department Of Justice appellate DivisiOn, & fOrmer prOstart stuDent
Gelacio Cruz Alvarado, another former student, is now Executive Chef at Claim 52 in Eugene. He described the intensity of competition: "The competitions were incredibly intense, which has only made me a better chef and a better leader of people…You only have one ProStart competition a year…and so that just means so much more when you only have one chance at it.” He continues, “That pressure taught me how to lead, delegate, and value every plate like it’s someone’s only meal out that week. That intensity shaped how I show up for people now."
These programs are not just about career readiness. They are about identity, dignity, and opportunity.
"Cooking is a labor of love," Gelacio added. "You can taste the difference between a confident cook and one who’s unsure. That’s something ProStart teaches you—it’s a superpower."
HOSPITALITY CTE: A LAUNCHPAD FOR ANY CAREER
One of the most powerful aspects of ProStart and hospitality CTE is the way they build highly transferable skills. The lessons extend far beyond the kitchen or hotel lobby. They shape leaders, professionals, and innovators in every sector.
Hunter’s path is a perfect example. He started in ProStart, then pursued food science, then shifted to ethnic studies and criminology—and now he’s in law school. Along the way, he fell back on his culinary skills to stay employed and grounded.
"It’s like a weird, really cool creative toolkit that you can use to connect with people," Hunter said. "Even in law school, I see the connections—hospitality is about empathy, about community, about humanity. That’s what I carry with me."
“A chef can teach you how to make a mirepoix. But they can’t teach work ethic overnight. That’s what ProStart gave me. That’s what I now look for when I hire.”
And Gelacio? He’s building the next generation. As a kitchen leader, he’s focused not just on the food, but on creating a healthy workplace culture. "A chef can teach you how to make a mirepoix. But they can’t teach work ethic overnight. That’s what ProStart gave me. That’s what I now look for when I hire."
It’s a common thread in hospitality— almost everyone has a story about how their first job, their mentor, their high school culinary teacher set them on a path. Sometimes that path leads to a Michelinstarred kitchen. Sometimes to a nonprofit boardroom. Sometimes to a thriving local café. But always, the foundation is the same: teamwork, leadership, communication, professionalism, resilience.
THE FOUNDATION OF PROSTART
ProStart—administered through the Oregon Hospitality Foundation (OHF)—is more than a culinary program. It’s a workforce pipeline. It’s a leadership incubator. It’s a space where students can discover not just
what they’re capable of, but who they want to become.
Under the stewardship of ProStart Manager, Courtney Smith, ProStart has grown from 25 participating high schools in Oregon in 2021 to over 40 by early 2025, representing a 60 percent increase in just four years. With expanded internship opportunities, greater curriculum integration, and a broader geographic footprint, the momentum demonstrates that this is more than a class— it’s a movement. Thanks to Courtney’s herculean efforts, Oregon has seen a significant rise in ProStart participation, with schools re-engaging across rural and urban districts alike.
"I think there's multiple reasons," Smith said, when asked about ProStart’s growth. "One of the factors includes the growing trust and security around how the Oregon Hospitality Foundation offers support when it comes to both industry and monetary connections—really just filling a need that had gone unmet for too long."
Smith’s vision is ambitious—and urgent. "I’d like to see it recognized as a statewide program and have it in every single district in every single school.”
Beyond culinary skills, the impact is broader. "It’s not just a typical cooking class where you’re learning how to fry an egg and make a burger," Smith emphasized. "It’s so much more. You’re learning how to create business plans, how to address issues, and be a really good employee—and eventually, if they choose to, an employer."
Smith also highlighted how ProStart prepares students in ways the industry cannot easily replicate on the job. "Customer service, professionalism in hard situations, and menu costing. A lot of people don’t understand menu costing, and all of our students learn about costing and how to build a business plan overall."
MEMBER SPOTLIGHT
“ORLA has been a great partner in governmental advocacy, professional education, and industry communication programs on behalf of my hotels and its membership. By building on the goals and objectives, ORLA has currently helped Oregon’s tourism industry tackle HB 3556, urging lawmakers to reject this bill and ensure that lodging tax revenues remain dedicated for their original purpose. I am thankful that we have such a great organization to protect the rights and interests of the owners and operators in Oregon, which represents all facets of today’s lodging industry.”
- KATEN PATEL, President, K10 Hospitality Inc.
“One of the most valuable things about ProStart was the way it connected us to real kitchens and real people. I wound up working at the same kitchen that mentored us in high school. It’s been a touch point all throughout my educational experience.”
- Hunter Briggs, OregOn Department Of Justice appellate DivisiOn, & fOrmer prOstart stuDent
INVESTING BEYOND THE CLASSROOM
Workforce development doesn’t stop at curriculum. The industry’s most meaningful investments are those that create real-world experiences. Whether it’s internships with hotel partners, catering events coordinated by high school students, or hands-on training with local chefs, these moments bridge the gap between theory and practice.
"One of the most valuable things about ProStart," said Hunter, "was the way it connected us to real kitchens and real people. I wound up working at the same kitchen that mentored us in high school. It’s been a touch point all throughout my educational experience."
Chef MiHo’s program included an embedded internship with Sweetwater Restaurant at the Valley River Inn, where students worked brunch service in a professional brigade kitchen. Many were offered jobs afterward. She mentions how one student “moved up where she gained all the skills, where she learned bartending, front of the house, back of the house, all that. Now she owns our very first champagne and dessert bar in Eugene, a food truck, a bakery, and more."
These hands-on experiences do more than develop technical skills—they offer insight into workplace culture, operational systems, and the kinds of communication and decision-making skills that aren’t taught in textbooks. They also instill confidence, a sense of belonging, and the practical readiness that employers often say is missing in early-career workers.
ProStart’s success also relies on partnerships with Oregon’s workforce boards, who are playing a key role in aligning training programs with the real-time needs of industry. This intentional workforce alignment ensures that career and technical education is not operating in a vacuum— but is directly responsive to regional labor demands, economic trends, and opportunities for student advancement.
Through initiatives like the Department of Labor Critical Jobs Grant, this collaboration is being expanded. These kinds of programs connect education, employers, and workforce strategy in meaningful ways—creating talent pipelines that are informed by both employer feedback and student ambition. When schools, employers, and workforce boards collaborate, communities benefit.
HTMP: ANOTHER APPROACH TO HOSPITALITY EDUCATION
While ProStart plays a central role in career readiness for culinary students, it is not the only initiative supporting Oregon’s future workforce.
In Tillamook County, a new pilot program, led by Jeremy Strober of Heartfelt Hospitality Management, is helping students connect classroom learning with immersive industry experiences across multiple sectors. The High School Hospitality and Tourism Management Program (HTMP) provides complementary training that highlights the varied facets of the hospitality industry and takes an innovative, holistic approach that connects
students directly with industry professionals for both classroom instruction and realworld, on-site learning.
The pilot class, which launched at Nestucca High School on Monday, March 17, was intentionally designed to meet both student interests and regional workforce needs. “Nestucca is committed to providing experiential learning to its students and understands the value of teaching employability and other ’real-life’ skills,” said Strober. “They’re also fortunate to be surrounded by many interested and engaged industry partners.”
Fifteen students signed up for the pilot class, which pairs traditional in-class instruction with guest speakers and hands-on learning at local businesses including hotels and tourism-related operations. "You can only teach so much in a classroom," Strober said. "Most kids learn more when engaged in activities that reinforce classroom learning. On-site experiences will teach employability and other ‘real-life’ skills that are impossible to teach in the classroom by immersing students directly into workplace locations and situations guided by experienced professionals."
Dan Haag, Trail & Outdoor Recreation Coordinator for Visit Tillamook County
added, "We kicked off with 14 students, and the response from both the kids and the industry partners has been overwhelming. Our partners have embraced this opportunity to help young people explore meaningful career paths."
“We really want to dispel the myths about what hospitality and tourism are. It’s not just espresso and t-shirts. It’s also environmental stewardship, journalism, management, and more.”
- dAn HAAg, trail & OutDOOr recreatiOn cOOrDinatOr, tillamOOk cOunty visitOrs assOciatiOn
"We really want to dispel the myths about what hospitality and tourism are," Haag said. "It’s not just espresso and t-shirts. It’s also environmental stewardship, journalism, management, and more."
Industry Partners include The Schooner Restaurant, Noble House Hotels, travel
journalist Adam Sawyer, the Tillamook Estuaries Partnership, and the Tillamook Air Museum—offering students a wide view of what hospitality and tourism encompasses. “Tillamook County is fortunate to have a thriving and diverse tourism economy,” said Strober, emphasizing the critical role of Dan Haag and his work with the Tillamook Coast Visitors Association in recruiting and organizing business partners. “The businesses were selected based on their interest and commitment to our industry and schools, with the goal of representing the breadth of the sector.”
Strober’s goal is clear: “We want students to walk away with strong employability skills— how to show up on time, how to follow instructions, how to behave responsibly. But just as important, we want them to understand how deep and far-reaching the hospitality industry really is. Some may fall in love with it and choose summer jobs or even future careers.”
He envisions the program growing over time to include up to ten immersive industry experiences per trimester, with participation expanding to all high schools in Tillamook County. “Eventually, we see a combined cohort model,” Strober said, “and this could become a pilot for other ‘intro to’ pathways like Health Occupations or Criminal Justice.”
tHe sCHOOner restAurAnt engAgIng students At nestuCCA HigH sCHOOL
“When industry partners step in—whether through Adopta-School donations, product contributions, mentorship, or hosting interns—it makes a tangible difference for both students and educators.”
-
For Strober, the most rewarding part of launching the program is simple but powerful: “Seeing kids’ faces light up when they hear where different starting jobs can take them if they work hard, learn, and advance. We’re showing both students and educators the possibilities within this industry—and building lasting connections between schools and professionals who care about our kids.”
THE CASE FOR INDUSTRY INVOLVEMENT
Why should employers invest in these programs? Because they work—plain and simple. Because they nurture the future workforce before the first job application ever lands on a hiring manager’s desk. And because they offer one of the most sustainable solutions to the staffing and retention challenges the industry faces today.
“Teachers are doing so much with limited resources,” shared Courtney – a sentiment echoed by Chef MiHo, “when industry partners step in—whether through Adopta-School donations, product contributions, mentorship, or hosting interns—it makes a tangible difference for both students and educators.”
And it’s not just about funding. Industry involvement creates belonging. It makes learning relevant. It opens doors that students may not have known existed. When local professionals take time to visit classrooms, host students in their businesses, or offer advice and mentorship, they’re not only shaping career pathways—they’re modeling what leadership looks like.
Courtney also emphasized that the most impactful partnerships aren’t always monetary. “Time is just as valuable as funding. When a local restaurateur donates ingredients, mentors a class, or shares their story—it helps students see a future they might not have imagined for themselves. And when a teacher knows they have someone in their corner, they can keep doing the hard work.”
Mentorship helps bridge a gap that teachers often can't close alone. “At Cascade High School,” Courtney shared, “a retired teacher stepped in to support after-school ProStart competition practice. Without him, that team wouldn’t have competed. Most instructors don’t have the bandwidth to do everything—teaching, coaching, shopping, mentoring. That’s where community partners can truly change outcomes.”
It’s not just about what students receive—it’s also about what the industry gains in return: stronger recruitment pipelines, earlier exposure to hospitality career pathways, and young workers who arrive equipped with practical skills and a deep understanding of service culture. According to recent data from the National Restaurant Association, the industry is expected to add roughly 200K jobs, bringing total restaurant and foodservice employment to 15.9M by year end. Although the workforce continued to grow in 2024, it was at a much slower pace than recent “rebuilding” years.
Similarly, the American Hotel & Lodging Association reports continued shortages in key roles such as front desk agents, cooks, and maintenance technicians—positions that require both technical knowledge and customer service acumen. As wages rise and workers increasingly seek value--driven workplaces, forward-thinking employers must invest in long-term workforce strategies. Programs like ProStart and HTMP help build a pipeline of purposedriven, pre-trained talent—and send a clear signal that the community values and supports the next generation.
“We need to see these programs not just as education, but as community infrastructure,” said Hunter. “If employers invest, the program becomes more than a class—it becomes a community asset. Mentorship and industry exposure are what make the difference. That’s what transforms students.”
Whether it’s showing up for a career day, hosting an intern, donating ingredients, sponsoring a field trip, or mentoring a classroom—there is a place for everyone to get involved.
AdOPt A sCHOOL sPOnsOrs: ecOlab
mcDOnalD WhOlesale
nOrthWest mechanical grOup nW hOtel InvestOr
placiDO’s pasta shOp
seven feathers casinO resOrt travel lane cOunty
treva's family restaurants visit benD
COurtneY sMItH, OregOn hOspItalIty fOunDatIOn
EQUITY, ACCESS, AND THE REAL BARRIERS
Despite these successes, challenges persist. MiHo shared how her program was once serving over 200 students per year—now it’s capped due to facility constraints and a lack of infrastructure support. "The fire marshal said I can only have ten students in this room. They didn’t give me a classroom to teach in. So, my classes are in a commercial kitchen."
And it’s not just space—it’s labor. "We’re running a business while trying to teach," she said. "If I had an assistant to go take care of groceries, I could focus on lessons. That would change everything."
Mentorship is another key. Smith noted, "Having industry involvement and mentorship is really important and impactful to the teachers. It allows them to know their students have the opportunity to compete and succeed without being drained."
ProStart is also working to create equitable access. "We partner with industry members that sponsor the foundation and allow us to create different types of assistance, and the opportunity to send money to different schools and their students," Smith explained. "We also do our best to cover travel and accommodations so that distance or income doesn’t prevent students from participating in competitions."
A CALL TO ACTION: BUILDING TOGETHER
The throughline in every success story is this: someone showed up. A mentor. A teacher. An industry partner. Someone who believed it was worth investing in young people.
"You might be a chef or a manager," Galacio said, "but to a young kid, you could be the person who changes their life. You could be their escape, their support, their confidence-builder. That’s the power of programs like this."
"Your employment matters," said Courtney Smith. "If you care about your employees, you’ll care about ProStart and our future workforce."
It’s time to care. It’s time to invest. It’s time to grow—because as Chef MiHo put it, "We are the garden. If we’re not supported, there won’t be a harvest."
“Time is just as valuable as funding. When a local restaurateur donates ingredients, mentors a class, or shares their story—it helps students see a future they might not have imagined for themselves. And when a teacher knows they have someone in their corner, they can keep doing the hard work.”
- COurtneY sMItH, OregOn
hOspItalIty fOunDatIOn
When we nourish this garden—through mentorship, resources, partnerships, and time—we don’t just help students grow. We grow leaders. We grow businesses. And we grow the future of hospitality together.
REBECCA DONLEY, OREGON HOSPITALITY FOUNDATION
Exclusive Deals for Our Members
FROM CLASSROOM TO KITCHEN
Work-Based Learning Prepares the Next Generation of Culinary Professionals
For high school culinary students, developing employability skills, practicing knife skills, and understanding mother sauces are just the beginning. The real test comes when they step into a professional kitchen—a crucial milestone that, for many, begins with Work-Based Learning (WBL). Career and Technical Education (CTE) teachers in Oregon know WBL is the bridge that connects classroom learning with realworld industry expectations, helping students sharpen not just their culinary techniques, but also their career readiness.
A Taste of the Industry
In 80+ high school Hospitality & Tourism CTE programs across the state, students start with the fundamentals: knife safety, precision cuts, and the foundations of classic sauces. But their learning extends beyond the classroom, whether through industry professionals coming in to provide guidance on real-world projects or students visiting worksites as interns. One teacher, for example, designed a workplace simulation, requiring her students to perform a stage where aspiring chefs demonstrate their skills under the watchful eye of industry professionals—just as they would in an actual working interview. For her, the bright spot was seeing her students’ “amazement in themselves after cooking their mornay sauce in a stressful atmosphere, without any recipe or assistance.” These professional engagements not only offer critiques but also provide invaluable career advice, giving students a taste of the high expectations and realworld challenges of the culinary industry. Through these experiences, students gain hands-on, practical experience that directly aligns with industry needs, equipping them with the skills and confidence to thrive in a workplace setting.
Forging Professional Connections
One of the greatest challenges in offering these impactful WBL experiences is securing industry professionals willing to
engage. Both educators and hospitality leaders are stretched thin, which often means the building of these critical connections falls down the priority list. A strong network of industry professionals is essential—people who recognize the value of Work-Based Learning and are ready to volunteer their time, whether by offering guidance on a School-Based Enterprise or providing feedback on authentic workplace tasks or challenges. But the payoff for businesses is immense. By stepping into these partnerships, industry professionals can help shape the future workforce while also benefiting from fresh, enthusiastic talent eager to learn and contribute.
Lessons Beyond the Kitchen
The impact of WBL goes far beyond mastering a perfect mornay sauce. Students gain exposure to industry expectations, receive direct feedback from professionals, and develop the confidence to pursue their next steps—whether that’s continuing education, further specialized training, or stepping into an entry-level role.
For businesses, engaging in WBL offers more than just mentorship; it's an investment in the future of the industry. By partnering with schools, businesses not only gain access to eager and promising talent but also receive fresh perspectives on customer preferences and workplace values. Most importantly, these partnerships help
make workplaces attractive destinations for future professionals—ensuring businesses have a pipeline of skilled workers ready to join their teams. Working with youth not only helps shape future employees, it also empowers current employees by providing mentorship opportunities and supporting leadership development. Additionally, businesses are able to strengthen their diversity, equity, and inclusion efforts by engaging with a diverse pool of youth, ensuring that the workforce better reflects the community it serves.
Strengthening Communities, Shaping Futures
As Oregon continues to strengthen its commitment to Career and Technical Education, Work-Based Learning demonstrates the power of bridging education and industry. It’s a win-win for students, educators, businesses, and the broader community.
The question is: What role will you play in preparing the workforce of tomorrow? Learn more and get involved at bit.ly/ORLA-flyer
BRANDIE CLARK, ODE
ABOUT
Brandie Clark is a Work-Based Learning Specialist for Secondary/Post-Secondary Transitions in the Office of Education, Innovation & Improvement at the Oregon Department of Education.
ORLA OPEN • MONDAY,
JULY 21, 2025
Langdon Farms Golf Club, Aurora
PRESENTED BY:
GATHER YOUR FOURSOME OR COME AS A SINGLE
Link up for the annual scramble golf tournament and barbecue luncheon for fresh air, fun and prizes.
PRESENTING SPONSOR:
EAGLE SPONSOR:
CART SPONSOR:
LUNCH SPONSOR:
HOLE-IN-ONE SPONSOR:
ORLAPAC NEEDS YOU
Strengthen our political action committee while enjoying a morning on the course with your peers. All proceeds directly support ORLAPAC’s mission to advocate for legislation favorable to Oregon's hospitality industry.
LONG DRIVE SPONSOR:
• JORDAN RAMIS PC
HOLE SPONSORS TO DATE:
• BARGREEN ELLINGSON
• CLA (CliftonLarsonAllen LLP)
• CURTIS FOODSERVICE EQUIPMENT
• GARTH T. ROUSE & ASSOCIATES
• HOSPITALITY INSURANCE PROGRAM (HIP)
CONTACT: Lauri Byerly, LByerly@OregonRLA.org for event and registration
• INDEPENDENT MERCHANT BROKERS
• KCREATIVE
• NORTHWEST MECHANICAL GROUP
• OREGON BEVERAGE ASSOCIATION
• IMA
• PACIFIC EXTERIORS NW
• SALEM CONVENTION CENTER
• SERVICEMASTER OF SALEM, CORVALLIS, LINCOLN CITY AND EUGENE
• WILSCOT/MOBILE MINI
IT’S YOUR BUSINESS:
Building Safety Awareness and Knowledge
Workplace injuries are preventable. Unfortunately, discussions about prevention typically occur after an incident has taken place or during the analysis of the accident. How can we move beyond the mindset of "if only?"
Injury prevention can be achieved through awareness, knowledge, education, and communication. To optimize results, employers should provide a list of required learning opportunities for all levels, from the owner/operator to leaders and employees. It is important to develop a plan that incorporates learning objectives into ongoing workplace discussions.
Training is essential for all organizations, yet it is frequently conducted through passive learning methods such as watching videos, reading documents, attending classes, listening to presentations, or browsing content on electronic devices. It remains challenging to ascertain if the material has been retained unless there is active engagement and discussion with employees.
For instance, if the training covered slips, trips, and falls, consider including some discussion questions on this topic in your next pre-shift meeting, lineup, or huddle.
• Which areas might have potential risks for slips, trips, and falls, and what are the reasons?
• Why are slips, trips, and falls still happening?
• How do you handle slip, trip, and fall hazards outside of work?
Encouraging employees to share how they manage hazards in the workplace and their personal lives promotes relationship building, improves communication, and supports effective safety behaviors. Communication fosters trust, which contributes to a culture where safety discussions occur regularly throughout the shift.
SAIF.com offers free training resources for owners, operators, leaders, and employees. Options include live webinars, regional
sessions, on-demand webinars, e-learning modules, micro-learning modules, and virtual (individual or group). Schedule time for everyone to attend and complete the training and discuss what you learned frequently.
SAIF training topics include:
• Claims Basics
• Hazard Identification
• Kitchen Safety
• Safety Committees and Safety Meetings
• Slips, Trips, and Falls
• Emergency Plans
• Accountability
• Premium Audit
• Proper Body Mechanics
• Safety Leadership
• Heat Illness
For more resources, go to saif.com/safety-and-health.html. SAIF CORPORATION
ALCOHOL SERVER PERMITS NOW IN NEW ONLINE SYSTEM
Next Step for the OLCC’s Cannabis and Alcohol Management Program (CAMP)
The Cannabis and Alcohol Management Program (CAMP) has modernized alcohol licensing with a fully digital, streamlined platform. Launched by the Oregon Liquor and Cannabis Commission (OLCC) in August 2024 and in use by alcohol and marijuana licensees, this online system replaced many traditional paper-based processes with a more efficient, user-friendly experience. Designed to be a fully digital system, CAMP introduced a paperless process, centralized information, online applications and renewals and flexible payment options. The shift to an online platform has improved service delivery for licensees, allowing nearly all required actions to be completed online.
With a third phase that launched on March 31, CAMP has now expanded to Alcohol Service and Marijuana Worker Permittees, introducing progress tracking, improved public safety measures, and greater transparency in the permitting process as well.
The Next Evolution of Licensing Under CAMP
The fundamental application process remains the same for permittees - they can still apply, take their test, and pay fees entirely online as they do today. There are some key things to be aware of, however:
• Service Permits in CAMP: Service and Worker permits are now fully integrated into the CAMP system, offering a centralized location for application, testing, and permit management.
• Third-Party Education Providers: While applications and payments are managed through CAMP, the actual server education courses are still conducted by third-party providers. A listing of these providers can be found in CAMP or on the OLCC website.
• Digital Permits: Once applicants complete all required steps (application, payment, class, and test), they will receive a digital permit that can be downloaded and printed, much like they have been able to do before.
• Temporary Permits: Previously, applicants who submitted an application and payment were automatically issued a temporary permit, allowing them to serve alcohol for up to 45 days while completing the class and test. Within CAMP, an Alcohol Service Permit will now only be issued once all four requirements are completed: application, payment, class, and test. This ensures that individuals entrusted and permitted to serve alcohol have received proper training before beginning work, further helping to ensure responsible alcohol service.
What This Means for You as a Licensee
Again, with obtaining a server permit remaining an online process, permittees will notice just minimal changes. But the introduction of service permits in CAMP brings several changes and benefits for licensees:
• Designated Service Permit Managers Listed in CAMP: Licensees will now have their Service Permit Designee listed. This is the licensee or employee designated and recorded in CAMP ensuring that employees maintain valid permits.
• Permit Validation Tool: A new tool will allow employers to validate permits using an individual’s name and birthdate. Notably, new permits will no longer display the permit holder’s date of birth or address, enhancing privacy and security.
Active and Unexpired Permits: As of April 1, active and unexpired permits transferred into the new system. Any in-process applications as of this date must be continued in CAMP. To access their issued permit in CAMP or continue with their ongoing application, the permittee or applicant must first link their CAMP user account to their Permit profile. If they have not applied for a service permit before, or if they had a service permit expire prior to March 31, 2025, they will need to apply for a new permit and will not need to link any information.
Access Code Request Tool: This tool can help with getting access to CAMP for permittees and applicants. A guide for using the Tool is available on the CAMP Guides & Resources page on the OLCC website.
Ensuring a Smooth Transition
The new digital platform ensures a streamlined, transparent, and secure process for managing Alcohol Service and Marijuana Worker permits, ultimately benefiting your businesses, your employees and public safety alike.
As CAMP enters this new phase, both licensees and permittees are encouraged to familiarize themselves with the updated system. To assist with the transition, CAMP has educational videos and guides available on the CAMP Guides and Resources page at www.oregon.gov/olcc/Pages/Alcohol-Service-Permits. A dedicated CAMP Help Desk is available Monday through Friday, from 8 a.m. to 8 p.m. at 855.907.0836. For help with access codes or other CAMP-specific information, please contact OLCC.CAMP@olcc.oregon.gov.
OREGON LIQUOR AND CANNABIS COMMISSION
WINNING PARTNERSHIP
Oregon Lottery Celebrates 40th Anniversary
In April, Oregon Lottery celebrates its 40th anniversary and some of the retail partners who have been there from the start. Among those is Greek Village, a restaurant that was started by current owner Irene Pavlatos’ father. The Beaverton area business first opened in 1971.
Pavlatos said Lottery sales have allowed her family business to not only weather ups and downs but thrive in a competitive space.
“Since the business first started offering Video Lottery (she took it over in 2018), it was a game changer because we made a lot of money,” she said. “We could upgrade, get more TVs, and it gave the business more stability. That’s changed over time, but it’s still a necessity. It’s essential.”
Reduce energy costs and boost guest comfort by upgrading to energy-efficient equipment, with help from Energy Trust of Oregon. Whether you’re looking to upgrade HVAC, insulation or needing a custom solution, we have cash incentives that make upgrading easier and more affordable than ever. Learn more by visiting www.energytrust.org/lodging.
In 1989, an illegal industry of video poker machines proliferated in Oregon's bars and restaurants. Approximately 6,000 "gray" machines were thought to be generating annual wagers of $100 million.
In 1992, Oregon Lottery began installing legal Video Lottery Terminals (VLTs) after approval from the Oregon Legislature and became the fourth state in the country to offer the state-run games. Today, more than 2,000 retailers have VLTs, and annual sales make up the majority of Lottery’s revenue. The funding benefits state programs such as public education, state parks, economic development, and more.
“Unlike many states, Oregon carved its own path with Video Lottery, opting for
a limited, state-run system that reflects broader values of oversight and public benefit,” said Spencer Haley, Oregon Lottery’s manager of operational excellence.
Pavlatos says offering Lottery games brings the excitement and fun of a potential win to both her as the owner and their customers.
“We have a lot of customers that have won fairly large prizes,” she said. “For some, it came at a time when they really needed it.” She recalls one of the memorable wins happened when another business she owned needed it, too.
“The biggest winner I had was when I owned the Grapevine,” Pavlatos said. “A customer won $100,000 and our bonus was $2,000. It was such a big help for me,
because I was a new business. When you’re new, you have to start fresh and try to drive traffic to the place.”
Today, Pavlatos said she’s able to pay her cooks more than many competitors because of the boost they receive from offering Lottery games. In one recent instance, she was able to help an employee who suffered a personal hardship with extra funds.
“We have that room to give her a bonus,” she said. “It allows us to do a lot of good that we wouldn’t be able to do without it.”.
OREGON LOTTERY
HISTORICAL FACTS:
· In 2004, the legislature raised the maximum number of VLTs per establishment from five to six.
· In 2005, the Oregon Lottery expanded its VLT offerings to include traditional slot machine games, diversifying the gaming options for its players.
Today’s most popular VLT games include Big City 5’s, Pharaoh's Fortune, and Fu Dai Lian Lian Panda.
The total number of Lottery retailers is approximately 3,800; of that number, around 2,000 retailers have VLTs.
NEWS BRIEFS
Happenings From Around the Industry
Workforce Technology Report
The National Restaurant Association’s new paper, Workforce Technology: Transforming Restaurant Recruitment and Retention, explores how AI, automation, and data analytics are reshaping hiring, training, and employee engagement. To stay competitive, operators are using technology to streamline recruitment, improve retention, and enhance training, all while maintaining the human touch at the heart of hospitality. With the industry poised to employ 15.9 million people in 2025, embracing workforce technology is the key to building a stable, highperforming team. To download the report, visit https://bit.ly/NRA-WTreport25
Insights, Tools, and Training for Restaurants
Running a restaurant takes more than hard work and great recipes. You need resources specifically designed to help your business succeed. RestaurantOwner.com offers insights, tools, and training proven to help independent restaurant owners and their teams find lasting success. RestaurantOwner.com members gain access to exclusive templates, staffing systems, training manuals, live training programs, expert insights, and more. ORLA members receive 15% off all monthly plans and 30% off all annual plans – visit https://bit.ly/ORRestaurantOwner to access the member discounts.
Celebrating a Longtime Partnership
ORLA is proud to recognize the longstanding and valuable membership of NW Natural, celebrating 55+ years as an allied member. Over the years, this company has supported ORLA restaurant and lodging members through exceptional service and support of numerous ORLA events. NW Natural joins 25 other vendors, restaurants, and lodging properties who have remained an important part of the association. To see our list of “Perennial Partners” visit page 33 of the Summer issue online at https://bit.ly/pp_july2024.
New Member Benefit: Updated Hotel Legal Manual
ORLA is excited to announce a valuable new resource for our lodging members: an updated Oregon Lodging Manual, reviewed by Jordan Ramis PC to ensure compliance with the latest laws and regulations. This manual offers quick answers to frequently asked questions and provides detailed guidance on key topics such as theft, collections, liability, ADA compliance, swimming pools, required signage, and more. Employment law is also covered extensively—from hiring procedures to terminations. ORLA members have exclusive access to this essential guide at no charge by logging into the Member Portal on our website at OregonRLA.org.
Jason Brandt and Greg Astley (ORLA) present NW Natural team members Darrell Nelson, Kathryn Williams and Nina Carlson with recognition of the longtime partnership.
HOW CAN WE SERVE YOU?
Membership in ORLA means being a part of the only organization in the state devoted to protecting and promoting the interests of the entire hospitality industry. Contact us for questions; let us know what issues are affecting your business and how we can help. We have your back!
MEMBERSHIP CONTACTS:
STEVEN SCARDINA
Senior Regional Representative 503.718.1495
SScardina@OregonRLA.org
DARIAN HARPOLD
Regional Representative 971.224.1503
DHarpold@OregonRLA.org
MARLA McCOLLY
Director of Business Development
503.428.8694
MMcColly@OregonRLA.org
GOVERNMENT AFFAIRS CONTACTS:
MEMBER SOLUTIONS
Save Time and Money with ORLA’s Cost-Saving Member Programs | OregonRLA.org
PREFERRED PARTNERS
JASON BRANDT
President & CEO 503.302.5060 JBrandt@OregonRLA.org
GREG ASTLEY
Director of Government Affairs 503.851.1330 Astley@OregonRLA.org
MAKENZIE MARINEAU
GA and Regional Leadership Teams Coordinator 541.404.0033
MMarineau@OregonRLA.org
AIDAN EARLS
Executive Coordinator Government Affairs 971.224.1508 AidanE@OregonRLA.org
OREGON RESTAURANT & LODGING ASSOCIATION MAIN OFFICE: 503.682.4422 • info@OregonRLA.org
HOSPITALITY BUSINESS INSURANCE: HIP
ORLA Members receive a free audit of insurance and risk management programs and can save an average of 10-15%.
ORLA FINANCE CENTER
ORLA Members access huge savings with various tax credit programs and small business lending.
CREDIT CARD PROCESSING
ORLA Members get a discounted flat swiped rate of 2.3% + .05 a transaction, plus additional fees waived and tools to run your business more efficiently.
WORKERS’ COMP INSURANCE
ORLA’s group program with SAIF affords members an additional discount if they meet the eligibility requirements.
HOSPITALITY PARTNERS
Find additional member-to-member exclusive cost-saving offers and benefits aimed at improving your bottom line online at OregonRLA.org/hospitality-partners
• ASCAP - ORLA members can save up to 20% off their first-year music license fees.
• BMI - ORLA members can save up to 20% off their music licensing fees.
• Garth T. Rouse & Associates - Comprehensive health insurance services for ORLA members
• GigSmart - Savings on temporary and permanent staffing solutions
• Nubi - ORLA members can save 10% on custom website creation and hosting
• Oregonian Media Group - Deep savings on high impact marketing strategies
• PenridgeGlobal - Progressive discounts on orders of select custom window treatments for ORLA Members
• RestaurantOwner.com - ORLA members receive 15% off all monthly plans and 30% off all annual plans
• RX Music - ORLA members save up to 50% for curated music or music video programs
NEW MEMBERS
ORLA Would Like To Welcome The Following New Members From November 2024 – February 2025
• Alaska Airlines, SeaTac WA
• Black Bear Diner, Gresham
• Blue Heron Bistro, Coos Bay
• Cafe Murray Hill, Beaverton
• Camille's Bistro, Albany
• Captain John's Motel, Charleston
• CLA (CliftonLarsonAllen LLP), Lake Oswego
• Culligan Quench, Vancouver WA
• Five Spice, Lake Oswego
• Henley McKinnon Group, Puyallup WA
• Monarch Hotel, Clackamas
• Moss Adams LLP, Portland
• Northwest Biofuel, Portland
• Nubi, Los Angeles CA
• Oregon Restaurant Realty, West Linn
• Pacific Exteriors NW, Portland
• RAY Studios, Portland
• RestaurantOwner.com, Chicago IL
• The Rocky Tonk Saloon, Medford
• Stayntouch, Bethesda MD
LODGING PERFORMANCE
Hotel Performance Post-Covid Recovery
• Sysco - Portland, Wilsonville
• Tecos Fresh Mexican Restaurants, Portland
• Two Capes Lookout, Cloverdale
• U.S. Bank, Portland
• VIP Hospitality Group, Portland
• Vulin Wilkinson LLC, Portland
• Wilson Ranches Retreat, Fossil
• Zucchetti North America, Hillsboro
Oregon continues to recover post-COVID, exceeding 2019 levels for Revenue, RevPAR, ADR, Supply and Demand. However, statewide occupancy was down 7.6%. None of the 7 regions have recovered to 2019 occupancy levels. This information was made available by Travel Portland and sourced from CoStar Group.
RESTAURANT INDUSTRY
Executive-Level
CREATE A CULTURE OF FOOD SAFETY
Get In-person Training for Your Team with ORLA’s ServSafe® Manager Certification Course
• Training to protect against foodborne illness
• Covers FDA Food Code / Oregon Food Code
• Meets the “Demonstration of Knowledge” requirement
• Meets “Person in Charge” requirement
• Meets “Food Handler” requirement
• Certification is valid for 5 years
PRIVATE COURSES FOR GROUPS
If you have 20 or more employees for the ServSafe course, and you have a classroom setting, we can provide the trainer at no additional cost. Companies may also combine employee groups to meet the 20-person minimum. Contact Paul Folkestad at ORLA for details at 503.753.3696.
IN-PERSON COURSES
FOR INDIVIDUALS OR GROUPS
Join other industry professionals for in-person instruction and testing. Classes are usually held throughout the state on Mondays. Find dates at OregonRLA.org/ServSafe.
UPCOMING IN-PERSON CLASSES:
• Monday May 5, Wilsonville
• Monday May 19, Wilsonville
• Monday, June 9, Wilsonville
• Tuesday, June 23, Wilsonville
• Or schedule your own private class!
REGISTER TODAY: OregonRLA.org/ServSafe
LOOKING AHEAD
BRING YOUR TEAM TO THE COAST THIS FALL
Mark your calendars for a fun-filled event packed with inspiring talks, networking, and plenty of ocean breeze. Connect with hundreds of other hospitality professionals for thought leadership, workshops and celebration!
