Job Advertisement

chef/head cook

Category: Restaurant
Reports To:      

Job Description/Responsibilities
This job requires you to direct and participate in the preparation, seasoning, and cooking of salads, soups, fish, meats, vegetables, desserts, or other foods.  You will also have to plan and price menu items, order supplies, and keep records and accounts.  You should feel confident in providing guidance and direction to subordinates, including setting performance standards and monitoring performance.

Qualifications/Skills
The successful applicant for this position must meet with other dining personnel to plan and develop recipes and menus; review the quality of food products; demonstrate new cooking techniques and equipment to staff; recommend how food should be presented; determine production schedules and staff requirements; and schedule events, programs, and activities.

Education/Background
A minimum of two to four years of work-related skill, knowledge, or experience is needed.  Vocational training at an accredited institute is a must.  Experience in obtaining and overseeing the appropriate use of equipment, facilities, and materials needed for food preparation is essential; as is knowledge of applicable regulations that affect food-dispensing establishments.

Please send [résumé and salary history/requirements] to:      

Job Description

chef/head cook

Category: Restaurant
Reports To:      

Job Description
Directs the preparation, seasoning, and cooking of salads, soups, fish, meats, vegetables, desserts, or other foods.  May plan and price menu items, order supplies, and keep records and accounts.  Participates in cooking.

Qualifications
•	A minimum of two to four years of work-related skill, knowledge, or experience is needed.  Vocational training at accredited institute a must.

•	Must have knowledge of business and management principles involved in resource allocation and coordination of people and resources.

•	Must be able to manage one’s own time and the time of others.

•	Experience needed in obtaining and overseeing the appropriate use of equipment, facilities, and materials needed for food preparation.

•	Must possess knowledge of applicable regulations that affect food-dispensing establishments.

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Duties
Percentage
of Job	Exemption
Classification	Duty	Essential Function	
     %	Non-Exempt	Helps to prepare and/or cook foods of all types, either on a regular basis or for special guests or functions.	Y / N	
     %	Exempt	Supervises and coordinates activities of cooks and workers engaged in food preparation.	Y / N	
     %	Exempt	Meets with other dining personnel to plan and develop recipes and menus, taking into account such factors as seasonal availability of ingredients and the likely number of customers.	Y / N	
     %	Non-Exempt	Reviews the quality of raw and cooked food products to ensure that standards are met and checks the quantity and quality of received products.	Y / N	
     %	Exempt	Demonstrates new cooking techniques and equipment to staff.	Y / N	
     %	Non-Exempt	Recommends how food should be presented, and creates decorative food displays.	Y / N	
     %	Exempt	Determines production schedules and staff requirements necessary to ensure timely delivery of services.	Y / N	
     %	Exempt	Estimates amounts and costs of required supplies, such as food and ingredients.	Y / N	
     %	Exempt	Continually oversees supplies, equipment, and work areas to ensure conformance to established organization and regulatory standards.	Y / N	
     %	Non-Exempt	Schedules events, programs, and activities.	Y / N	
     %	Exempt	Schedules work of subordinates.	Y / N	
     %	Exempt	Provides guidance and direction to subordinates, including setting performance standards and monitoring performance.	Y / N	
     %			Y / N	
     %			Y / N	

Exemption Analysis
The described occupation is likely to be exempt under Executive (541.100) in a large restaurant if the employee’s primary duty is management of the kitchen and if other Executive requirements have been met.  In a small facility, this occupation is usually not exempt under 541.100.  If exemption appears to be plausible, a careful analysis is needed to determine “primary duty” (541.700).  Also see 541.102, 541.103, 541.104, 541.105, and 541.106.

Learned Professional (541.301) exemption may be considered if the chef possesses a four-year specialized academic degree in a culinary arts program and otherwise qualifies under 541.300 and 541.301.  See 541.301(e)(6).  If this is the case, a combination exemption is possible (Executive and Professional); see 541.708.

Category Decision
The duties and responsibilities for this position have been analyzed.	
Manager:	Date:	
On that basis, this position has been judged to be        Exempt          Non-Exempt.	

Interview Questions

chef/head cook

Category: Restaurant
Reports To:      

	Describe a typical workday.
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	Describe a typical workweek.  How do you plan the week’s activities?  How well does the schedule usually work?
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	How do you motivate employees to provide exemplary service?
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	What is your favorite source for new food preparation ideas?
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	Do you have a personal system for tracking inventory?
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	You’ve probably had a situation in which you delegated a food preparation responsibility, but the work wasn’t done as you expected.  Why do you think this happened?  What would you do differently next time?
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	Tell me what you see as the greatest strength in your management makeup.
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	When your own duties get tedious, how do you put the pizzazz back in your own work life?
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Additional Questions
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Overall Impression
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Average Rating
1	2	3	4	5

Your Recommendation
	Hire
	Do Not Hire
	Second Interview
	Need More Information

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Print Name

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Signature

________________________________________________
Date

APPLICANT COMPARISON FORM 

Date:      
	Evaluator:      	
Position:      		

Once you have completed the interview process, transfer the notes and rating tallies you completed to the chart below.

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
1.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
2.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
3.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
4.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
5.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
6.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
7.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Candidates’ Names	Average Rating	Recommendation	Overall Impression	
8.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
9.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		
10.      	1	2	3	4	5		Hire
	Do Not Hire
	Second Interview
	Need More Information		

Comments:      

Evaluator’s Signature: