Job Advertisement

Restaurant Manager

Category: Restaurant
Reports To:      

Job Description/Responsibilities
It is the restaurant manager’s responsibility to plan, organize, and coordinate workers and resources for the efficient, well-prepared, and profitable service of food and beverages.  He/she directs hiring, training, and scheduling of food service personnel; investigates and resolves complaints concerning food quality and service; and enforces sanitary practices for food handling, general cleanliness, and maintenance of kitchen and dining areas so as to comply with all health and safety regulations.

Qualifications/Skills
To succeed as a restaurant manager, you must have good organizational skills and possess a pleasant, polite manner.  You must also be skilled in working with chefs and other personnel to plan menus; supervising portion control and quantities of preparation to minimize waste; supervising operation of the bar; and working with other management personnel to plan marketing, advertising, and any special restaurant functions.

Education/Background
A Bachelor’s degree in Hotel/Restaurant Management is desirable.  A combination of practical experience and education will be considered as an alternative.  At least two years of managerial experience is required.

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

Job Description

Restaurant Manager

Category: Restaurant
Reports To:      

Job Description
Plans, organizes, and coordinates workers and resources for efficient, well-prepared, and profitable service of food and beverages.

Qualifications
•	A Bachelor’s degree in Hotel/Restaurant Management is desirable.  A combination of practical experience and education will be considered as an alternative.

•	Must have good organizational skills and possess a pleasant, polite manner.

•	At least two years of managerial experience is required.

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Duties
Percentage
of Job	Exemption
Classification	Duty	Essential Function	
     %	Non-Exempt	Works with chefs and other personnel to plan menus.	Y / N	
     %	Exempt	Estimates food and beverage costs.	Y / N	
     %	Exempt	Supervises portion control and quantities of preparation to minimize waste.	Y / N	
     %	Exempt	Supervises operation of bar.	Y / N	
     %	Exempt	Works with other management personnel to plan marketing, advertising, and any special restaurant functions.	Y / N	
     %	Exempt	Directs hiring, training, and scheduling of food service personnel.	Y / N	
     %	Non-Exempt	Investigates and resolves complaints concerning food quality and service.	Y / N	
     %	Exempt	Enforces sanitary practices for food handling, general cleanliness, and maintenance of kitchen and dining areas.	Y / N	
     %	Exempt	Complies with all health and safety regulations.	Y / N	
     %			Y / N	
     %			Y / N	

Exemption Analysis
While there are lots of hands-on tasks here that could be handled by non-exempts, a close look at the Executive exemption (541.100) points to that white-collar exemption for this position.  Specifically, the job demands direction of and authority over employees (541.101(a)(3,4)); plus in 541.102, one of the activities mentioned is “determining the types of materials, supplies, machinery, equipment or tools to be used or merchandise to be bought stocked, and sold,” many of which are duties in this job description.

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

Restaurant Manager

Category: Restaurant
Reports To:      

	What is the largest inventory you have controlled?
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	Tell me about any creative merchandising ideas you have implemented.
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	Tell me how you stay updated on food handling regulations that affect your business.
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	1	2	3	4	5

	Describe a work-related problem you had to face recently.  What procedures did you use to deal with it?
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	You’ve probably had a situation in which you delegated a 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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	1	2	3	4	5

	You’ve probably had an occasion when you realized your initial approach wasn’t working and you had to try a different method.  What did you do?
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	How do you keep your staff aware of company information and policies?
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	1	2	3	4	5

	What’s your best tactic for dealing with an irate customer?
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	1	2	3	4	5

Additional Questions
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	1	2	3	4	5

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

________________________________________________
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: