Food and Beverage Supervisor

Description

JOB OVERVIEW: Direct and organize the activities of the Food and Beverage Department at each hotel to maintain high standards of food and beverage quality, service, guest satisfaction and merchandising to maximize hotel profitability.

ESSENTIAL JOB FUNCTIONS:

This is a hands-on supervisory position working with staff in kitchens/ outlets and actively assisting our guests.

1. Responsible for impeccable cleanliness and organization of all kitchens and storage areas to standards.
2. Monitor additional staff (servers/host/hostesses) and adherence to all service standards.
3. Supervise service of guests and establish anticipation of guests in need of service.
4. Assist management to establish and monitor side work duty completion.
5. Maintain bank to Crescent standards.
6. Read daily communication sheets from previous shifts and prepare one for the following shift. Check hotels’ occupancies for appropriate coverage.
7. Check restaurant for cleanliness and set up. Check service stands and aisle areas. Check tables for cleanliness and proper set up.
8. Abide by all State, Federal and Corporate liquor requirements pertaining to serving alcoholic beverages.
9. Communicate daily with Front Office Manager and Sales managers with regard to special events, house counts, etc.
10. Communicate both verbally and in writing to provide clear direction to staff.
11. Comply with attendance rules and be available to work on a regular basis.
12. Assist management with completing inventories, maintaining proper par levels, tracking and monitoring waste and adjusting as needed.
13. Implement effective control of food, beverage and labor costs among all sub-departments to Crescent standards.
14. Regularly review and evaluate the degree of guest satisfaction of the individual restaurants and banquet service, to recommend new operating and marketing policies whenever declining or constant sales imply dissatisfaction by the customers, a material change in the make-up or the customer market, or a change in the competitive environment.
15. Continuously evaluate the performance and encourage improvement of the associates in the food and beverage department. Plan and administer a training and development program within the department which will provide well trained associate at all levels.
16. Assist managers in establishing and achieving predetermined profit objectives and desired standards of quality food, service, cleanliness, merchandising and promotion.
17. Prepare schedules if needed as well as act as Manager on Duty as needed.
18. Perform any other job-related duties as assigned.

Must be able to work a flexible schedule including weekends and holidays, most shifts will be evenings and nights. Prior F&B experience required, preferably in a leadership role.

REQUIRED SKILLS AND ABILITIES:

Must have the ability to communicate in English. Self-starting personality with an even disposition. Maintain a professional appearance and manner at all times. Can communicate well with guests. Must be willing to “pitch-in” and help co-workers with their job duties and be a team player. Considerable skill in complex mathematical calculations without error. Ability to effectively deal with internal and external customers, some of whom will require high levels of patience, tact and diplomacy to defuse anger, collect accurate information and resolve conflicts. Ability to move throughout all food and beverage areas and hospitality suites and continuously perform essential job functions. Ability to access and accurately input information using a moderately complex computer system. Ability to observe and distinguish product quality by smell, taste, and appearance.

PERFORMANCE STANDARDS

Customer Satisfaction:

Our customers are what we are about. One of the keys to a positive guest experience is positive interaction with Crescent staff. It is essential that you remain professional at all times, and that you treat all guests and associates with courtesy and respect, under all circumstances. Every Crescent associate is a guest relations ambassador, every working minute of every day.

Work Habits:

In order to maintain a positive guest and associate experience, your work habits should always meet and strive to exceed hotel standards for work procedures, dress, grooming, punctuality and attendance. You should be adaptable to change in your work area and in hotel procedures with a willingness to learn new skills and/or improve existing ones, have the ability to solve routine problems that occur on the job and ask for help whenever you are not sure how to do something.

Safety & Security:

The safety and security of our guests and associates is of utmost importance to Crescent. Every Crescent associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns.

NOTE:

This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties. Furthermore, the specific examples in each section are not intended to be all-inclusive. Rather, they represent the typical elements and criteria considered necessary to perform the job successfully. Other job-related duties may be assigned by the associate’s supervisor.

Furthermore, this description is subject to change, in the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an “at will” associate.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)