Food & Beverage Supervisor - FOH

Full-Time

Description

The Food & Beverage Supervisor-Front of the House will assist in all phases of restaurant operations. Responsible for complete the Outlets Operation in absence of manager.

1. Monitor Food Servers, Busperson, Bartenders, Banquet Captain, Banquet Servers, Banquet Houseperson adherence to all service standards.
2. Supervise service of guests, being watchful of signals from guests in need of service.
3. Assist manager to establish and monitor sidework duty completion.
4. Maintain bank to Crescent standards.
5. Read daily communication sheets from previous shift and prepare one for the following shift. Check floor plan for appropriate coverage.
6. Check all Outlets for cleanliness and set up. Check service stands and aisle areas. Check tables for cleanliness and proper set up.
7. Abide by all State, Federal and Corporate liquor requirements pertaining to serving alcoholic beverages.
8. Communicate daily with restaurant manager with regard to special events, house counts, etc.
9. Assist restaurant manager in conducting menu classes and taste panels.
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. 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 use point of sale. Ability to lift/carry weight up to 50 pounds. Ability to push/and pull carts of products weighing up to 150 pounds.

PERFORMANCE STANDARDS 

Member and Guests 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)