Concessions Manager

Description

The City of Roanoke is seeking a Concessions Manager (CM) to be responsible for the effective management and running of venue concessions operations including event planning support, scheduling, food preparation and production, inventory, cash control, compliance with alcohol service polices, cleaning, safety, guest service, employee/volunteer training and supervision, troubleshooting, closing duties, and any other tasks assigned by the director.

The Concessions Manager will provide oversight and resolution responsibility for employee performance issues. The Concessions Manager must provide a high level of event oversight, technical proficiency and operational/personnel support to ensure the smooth running of any assigned event. A critical function of the CM will be to actively mentor, train and help employees and volunteers meet company quality standards, and to promote a positive, enthusiastic and cooperative work environment. The CM will ensure that the part-time staff receives training, as well as coordinating and presenting the skills training module to NPO volunteers.

Examples of Duties

• Ensure proper set-up of all concessions locations prior to doors. Set-up duties may include (but are not limited to): verifying opening inventory, assigning duties to concession workers (employee/volunteer), ensuring sanitation standards are met, verifying that each location is fully operational, ascertaining levels of food production based upon projected guest attendance has been met; assuring that Spectra employees /NFP Stand Leaders have followed proper procedures for distribution and handling of cash.
• Provide a high level of oversight and operational expertise resulting in the smooth, efficient and profitable execution of events.
• Manage and run all venue concessions operations before, during and after the event. Duties include staff scheduling, employee check-in, equipment inspection, POS monitoring and troubleshooting, vault duties, guest complaint resolution, training, food production, clean-up, post-event reconciliation and reporting, and any other duties as assigned by the director.
• Willing to cover any open position to assure location is fully operational and company standards pertaining to speed of service and guest satisfaction are met; assist with Premium Services operations and event needs, as directed by the director.
• Provide direction and oversight to Floor Supervisors, LMs, Concession Cooks, and CMRs. Ensure that all Spectra and venue policies, procedures and practices are adhered to including compliance with alcohol service and food handling / sanitation guidelines, general safety policies and procedures. Report any alcohol service or other compliance issues to director immediately.
• Complete post-event evaluations, data compilation, tracking of monetary and product shortages, generating reports; serves as a resource for POS applications, training, and hardware problems.
• Ensure work environment is safe and free from harassment or discrimination; immediately address all safety concerns, potential hazards, accidents or incidents. Relays safety/health issues to management immediately.
• Ensure event staff and volunteers are aware of work place expectations; provide on-going assistance, training and mentoring to event staff and volunteers; promote a positive, enthusiastic and cooperative workplace environment by working side-by-side with staff and volunteers; reinforce procedures and practices through repetition; lead by example and provide on-going constructive feedback.

Typical Qualifications

• Education and Experience: Associate's degree (A.A.) or equivalent from two-year college or technical school; or one year to two years related experience and/or training; or equivalent combination of education and experience.
• Concessions Manager Certificate from the National Association of Concessionaires.
• Nationally recognized, advanced food service sanitation training course certification.

Overview of Benefits for Full-Time Employees

Paid leave is time off from work available for use by an employee upon approval by supervisor. The first 24 consecutive leave hours for any illness must be charged to paid leave with additional time charged to extended illness leave. Paid leave for employees of the city shall accrue as follows:

• Years of Service Hours Per Month Fire 24-hr shift Employees
• 0 - 4 12 19.75
• 5 - 9 14 22.75
• 10- 14 16 25.50
• 15 - 19 17 26.75
• 20 - 24 18 28.75
• 25 + 20 32

Extended Illness Leave: shall accrue at the rate of six (6) hours per month. Fire suppression employees shall accrue extended illness leave at nine (9) hours per month.

Funeral Leave: for family, up to three consecutive days.

Military Leave: Twenty-one work days per Federal fiscal year.

Holidays: The City provides 96 hours of annual paid holiday time.

Mental Health & Well-Being Leave: Employees receive 24 hours (Fire Suppression receives 34 hours) of Mental Health & Well-Being Leave upon hire. Certification of mental health diagnosis is not required and leave will not be paid out upon separation.

Shared Leave Bank (effective 1/1/2023): Voluntary membership for full-time Employees who will be out for an extended period of time and has exhausted all other forms of leave. Members are required to provide 8 hours of their Extended Illness per fiscal year and at least 8 hours per assessment. Assessments will be limimted to 4 times per fiscal year (max of 40 hours per fiscal year).

Health Insurance: Four coverage types are available: Employee only, Employee + 1 Child, Employee + Spouse and Family. Coverage is available through payroll deduction.

Additionally, the city offers the following three Aetna Health Plan Options:

• PPO 750 – Provides 100% coverage for preventive care; lower deductible and out-of-pocket maximums than other medical plans; and has higher employee premiums. This is comparable to the current insurance program.
• PPO/HRA 1500 – Provides 100% coverage for preventive care; has higher deductible and-out-of-pocket maximum than the PPO 300 plan; has lower employee premiums than the PPO 300 plan; and the employer makes contributions to an account through a Health Reimbursement Arrangement (HRA). The City of Roanoke contributes $500 for employee only coverage and $1,000 for all other tiers. Contributions are pro-rated dependent upon enrollment date.
• PPO/HDHP-HSA – Provides 100% coverage for preventive care; has higher deductible and-out-of-pocket maximum than other medical plans; has lower employee premiums; and both the employer and the employee make contributions to a Health Savings Account (HSA) to pay for medical expenses which apply to the deductible. The City of Roanoke contributes towards the Health Savings Account (HSA), $1,600 for employee only coverage and $3,100 for all other tiers. Contributions are pro-rated dependent upon enrollment date.

Optum RX (Pharmaceutical Benefits Manager) - Manages pharmacy benefits, processes employee pharmacy claims and answers employee pharmacy benefit questions.

Aetna Health Plan 2026 Monthly Rates

• PPO 750
• Employee Only: $81.94
• Employee + Child: $306.26
• Employee + Spouse: $718.38
• Family: $785.44

• PPO/HRA 1500
• Employee Only: $53.06
• Employee + Child: $260.06
• Employee + Spouse: $660.64
• Family: $669.94

• PPO/HDHP-HSA
• Employee Only: $25.10
• Employee + Child: $195.72
• Employee + Spouse $547.88
• Family: $550.56

Dental Insurance: Four coverage types are available: Family, Employee and Spouse, Employee and Child, and Employee only. Coverage is available through payroll deduction.

Delta Dental 2026 Monthly Rates

• Employee: $2.80
• Employee/Child: $18.88
• Employee/Spouse: $18.88
• Family: $49.36

Life Insurance: Paid by the City at no cost to employees. Coverage is equal to the annual salary rounded to the next highest thousand and then doubled. For an accidental death, the coverage would be twice this amount.

Optional Life Insurance: Paid by the employee. Various amounts of coverage, including family members, available through payroll deduction.

Long Term Disability Insurance: Designed to provide a monthly benefit to assist employees with bills and maintaining a standard of living when disabled as a result of a covered sickness or injury. Coverage is available through payroll deduction. Annual cost is your annual salary multiplied by .00255. This amount is half of the total premium and the City pays the other half.

Retirement: Employees contribute 5% of salary and choose between participating in a traditional defined benefit plan or a hybrid program. Employees vest in the employer component of either plan upon completing five (5) years of service.

Defined Benefit Pension Plan: Normal retirement after 55th birthday, and when combination of age and creditable service equals 85; or, 65th birthday if completed at least five years of creditable service. For sworn officers in Police and Fire/EMS, normal retirement after 50th birthday, and when combination of age and service equals 75; or, 65th birthday or older with 5 years of creditable service. An annual retirement benefit equals 2.0% of salary (based on an average of the highest five years) times the number of creditable years with a maximum of 63%. Early retirement options are available and reductions may apply based on age and service.

Hybrid Program: Provides the characteristics of the traditional pension plan with that of a deferred compensation plan. The pension plan provides an annual benefit equaling 1% of salary (based on an average of the highest five years) times the number of creditable years with a maximum of 63%. The deferred compensation component provides for the employee contribution to be deposited in an account directed by the member. The combination of the two components is structured to provide approximately the same actuarial benefit as the Defined Benefit Pension Plan. International City Management Association - Retirement Corporation (ICMA-RC) provides the third party administration of this deferred compensation plan for participating employees.

Sheriff's Department Employees are covered b the Virginia Retirement System (VRS). Previous service covered by VRS may be portable to the Roanoke Retirement System.

Retirement Health Savings Plan: All employees contribute 1% of salary to a 401(h) health savings account. Employees vest in the City match of 1% upon completing five (5) years of service. International City Management Association - Retirement Corporation (ICMA-RC) provides the third party administration of this plan for participating employees.

Deferred Compensation: Embrace the future with the power of deferred compensation. Employees can choose to defer a portion of their salary into a tax-advantaged account, which grows tax-free until withdrawn in retirement. This allows you to save for retirement while enjoying the flexibility of using funds during your working years.