1. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved CHAPTER 6 Job Descriptions and Job Specifications

2. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved INTRODUCTION “No restaurant can keep its doors open without the services and devotion of the first role in the list: the dishwasher.” “No restaurant can keep its doors open without the services and devotion of the first role in the list: the dishwasher.” - Running a Restaurant for Dummies - Running a Restaurant for Dummies

3. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved TALES FROM THE FIELD That’s not in my job description…  Creating a job description is the first step in the employee selection process  Properly written job descriptions allow managers to make good hiring decisions  Job descriptions are useful during the training process

4. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved CHAPTER OVERVIEW  The employee selection process  Job descriptions  Job specifications  Used as recruiting and training tools  Important legal matters

5. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved MATCHING THE RIGHT APPLICANT WITH THE RIGHT JOB The employee selection process consists of locating, recruiting, and hiring the best candidates to fill any open positions that the hospitality business may have. The employee selection process consists of locating, recruiting, and hiring the best candidates to fill any open positions that the hospitality business may have.

6. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved EMPLOYEE SELECTION PROCESS STEP 1: Create a well- written job description STEP 1: Create a well- written job description Before management can think about the type of individual needed to perform certain tasks, management must first think about the tasks that a successful applicant must be able to perform Before management can think about the type of individual needed to perform certain tasks, management must first think about the tasks that a successful applicant must be able to perform

7. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved THE JOB DESCRIPTION  Useful in matching the right applicant with the right position  Detail the position’s essential duties  Can be used as a training checklist

8. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved Job duties listed detail the tasks that this position must perform…

9. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved ELEMENTS OF A JOB DESCRIPTION  Descriptive position title (what the job is)  Title of immediate supervisor  Position summary (synopsis of the job)  Job duties (a list of the position’s essential tasks) Some organizations will further break each task into a performance standard, which details the what, how to, and to what standard each task is to be performed… Some organizations will further break each task into a performance standard, which details the what, how to, and to what standard each task is to be performed…

10. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved PERFORMANCE STANDARDS EXAMPLE Job Title: Bartender Department: Beverage Reports to: Beverage Manager Wage Status: Non-Exempt Job Summary: Mix and serve drinks to patrons, directly or through waitstaff. PERFORMANCE STANDARDS Mix ingredients, such as liquor, soda, water, sugar, and bitters, in order to prepare cocktails and other drinks according to standardized recipes with 100 percent accuracy. Serve wine, and bottled or draft beer correctly as specified in Bartender Procedures Manual.

11. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved BENEFITS OF CREATING PERFORMANCE STANDARDS Developing performance standards for each task on the job description lays the foundation for a management system for the employees and the work that they do Developing performance standards for each task on the job description lays the foundation for a management system for the employees and the work that they do  Training  Appraisal  Feedback  Rewards  Promotions

12. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved THE JOB SPECIFICATION  Common in large hospitality organizations  Detail the personal qualities, skills, or characteristics that a successful applicant should possess  They must NOT discriminate with regard to age, race, sex, religion, or national origin unless BFOQ

13. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved Skill factors include education, experience, and other personal qualities…

14. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved KNOWLEDGE IS A SKILL FACTOR THAT MAY APPEAR ON A JOB SPECIFICATION Required Knowledge for: Bartenders Customer and Personal Service -- Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. Sales and Marketing -- Knowledge of principles and methods for showing, promoting, and selling beverage products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems. Law and Government -- Knowledge of state and local alcohol laws. Mathematics -- Knowledge of arithmetic and the ability to add, subtract, multiply and divide quickly and with accuracy.

15. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved LEGAL ISSUES  A job’s essential duties should be included on the Job Description so as to satisfy ADA requirements  Personal qualities and characteristics that are listed on the Job Specification must not illegally discriminate based upon age, race, sex, religion, or national origin unless BFOQ

16. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved DESCRIPTIONS SATISFY THE ADA SERVER - BANQUETS (FULL TIME) Must be available to work a flexible schedule including nights, weekends, and holidays. Shifts will vary and are based on business. Must be able to lift, push and pull up to 50 lbs and stand for long periods of time. Prior serving experience preferred. COOK III – LEAD LINE Ideal candidate will have minimum two years kitchen experience. Must be able to lift, push and pull up to 50 lbs. Candidate must be available to work various shifts based on business levels, primarily 2nd shift. Essential duties and descriptions such as those listed here must be job-related and must not illegally discriminate based upon age, race, sex, religion, or national origin unless BFOQ.

17. Copyright © 2008 by John Wiley & Sons, Inc. All rights reserved SUMMARY  The employee selection process  Job descriptions  Job specifications  Used as recruiting and training tools  Important legal matters