Kitchen Supervisor
3 weeks ago
ESSENTIAL JOB FUNCTIONS:
Assign and direct the work and train kitchen associates to maximize productivity and minimize waste. Inspect daily use records with the Executive Chef or Sous Chef so as to make sure that estimates are filled in correctly and associates are following these estimates as closely as possible. Pull all food needed for daily production from walk-in box and utilize all leftovers. Communicate both verbally and in writing to provide clear direction to staff. Attend all associates meetings, come up with sound suggestions on solving associates problems and promote and maintain effective communication between all of the food production areas within the kitchen. Maintain and supervise good housekeeping practices in all areas in the kitchen. Turn in the daily cleaning checklist and practice and strictly enforce the "clean as you go" policy. Inspect all work stations including the associates’ cafeteria. Ensure proper set-up for breakfast, lunch and/or dinner. Prepare daily production charts. 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:
Preferred 1-2 years kitchen supervisory experience. 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 apply basic supervisory skills to plan, organize, direct, coach, train and discipline employees, as necessary. Ability to operate all types of kitchen equipment. 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.
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)
Source: Hospitality Online
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