Chef and Beverage

Description

JOB OVERVIEW: Responsible for all aspects of managing the Food & Beverage department ensuring food quality and that food & beverage service meets brand/Crescent standards. Coordinates the purchasing of food & beverage items working within the established budget and maintains merchandising to maximize hotel profitability.

REPORTS TO: General Manager

ESSENTIAL JOB FUNCTIONS:

Interview, hire, train, recommend performance evaluations, resolve problems, provide open communication and recommend discipline and/or termination when appropriate.

Plan and direct the functions of the Food and Beverage Department to meet the daily needs of the operation.

Assign and delegate responsibility and authority for the operation of the various food and beverage sub-departments, e.g. room service, restaurants, banquets, kitchens, steward, etc.

Review daily menu specials and banquet event orders with Kitchen Supervisor or Lead Cook. Ensure that excess items are utilized efficiently.

Participate in the creation of menus designed to attract a predetermined customer market. Develop new menu items, test and write recipes. Ensure that all kitchen staff prepare menu items following recipes and yield guides and all service staff comply with established food quality standards.

Implement effective control of food, beverage and labor costs among all sub-departments to Crescent standards.

Abide by all State, Federal and Corporate requirements pertaining to serving alcoholic beverages.

Establish and achieve predetermined profit objectives and desired standards of quality food, service, cleanliness, merchandising and promotion.

Regularly review and evaluate the degree of guest satisfaction of the restaurants and banquet service. Recommend new operating and marketing policies whenever declining or constant sales imply dissatisfaction by the customers, customer market, or change in the competitive environment.

Take physical inventory of specified food items for food order. Ensure the quality of products received. Ensure storeroom area is stocked correctly.

Ensure that each food & beverage sub-department work areas are stocked with specified tools, supplies and equipment to meet the business demand.

Monitor performance of staff and ensure all procedures are completed to the department standards; rectify deficiencies with respective personnel. Ensure that quality and details are being maintained.

Assist Catering department with developing special menus for functions; meet with clients as requested.

Review sales and food cost daily; resolve any discrepancies with the Controller.

Develop, implement and monitor schedules for all food and beverage sub-departments. Adjust schedules throughout the week to meet business demands. Prepare daily/weekly payroll reports.

Comply with attendance rules and be available to work on a regular basis.

Perform any other job related duties as assigned.

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. Ability to transport cases of received goods to the work stations; pots and pans of food from storage/prep areas to the serving line. Ability to work with all products and food ingredients involved. Ability to operate, clean and maintain all equipment required in job functions. Ability to plan and develop menus and recipes. Ability to apply basic supervisory skills to plan, organize, direct, coach, train and discipline, as necessary. Ability to ensure security of food & beverage area access, products and hotel property. Ability to operate with stress, time constraints, physical activity and continuous walking. Finger/hand dexterity in order to operate food machinery. Ability to grasp, lift and/or carry, or otherwise, move goods weighing a maximum of 100 lbs. on a continuous schedule.

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.

Qualifications

Front of House Experience

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)