Food Service Assistant Project Manager

Salary

$45,000 annually.

Work Schedule

Schedule may vary and will include weekends, holidays, and other peak business periods as needed.

Job Summary

The Assistant Manager is assigned to manage all aspects of the Dining Facilities on Base to include supervision, scheduling, staffing, coordination and quality control to ensure fulfillment of contractual requirements. Under the direction of the Project/Division Manager, may select equipment, and be responsible for purchases of food and supplies.

Primary Duties

• Perform a variety of managerial tasks related to the direct supervision of ServiceSource employees, including direction, counseling, and scheduling.
• Conduct safety, food service, food safety, and any other training required and ensure records are properly maintained.
• Supervise the ServiceSource cashiers in collecting and accounting for cash collected for meals served.
• Ensure ServiceSource employees meet Sodexo and Marine Corps requirements concerning appearance, personal conduct, and professionalism.
• Review and approve menus.
• Recruit replacements.
• Maintain the overall cleanliness of the assigned dining facility to include facility and personnel inspections and forward reports of deficiencies to the Project/Division Manager.
• Perform inventories on all supplies and equipment as required.
• Perform Quality Control inspections in all areas of the contract.
• Supervise completion of time sheets and forward them for entry into the payroll system.
• Ensure allotted hours are properly utilized and reported.
• Train all ServiceSource employees in the jobs assigned; maintain training records for ServiceSource employees; improve the welfare and morale of all employees assigned to the dining facility.
• Perform maintenance inspections and report results to the Building's General Manager and/or Project/Division Manager.
• Supervise the production and serving of each meal and ensure the Master Menu is followed by the cooks.

Additional Duties And Responsibilities

Perform other responsibilities as assigned.

Qualifications

• A high school diploma or General Education Development (GED) required.
• Three years’ experience in managing a cafeteria or multi-food service facility preferred.
• ServSafe Manager certificate or ability to obtain within six (6) months required.

Knowledge, Skills And Abilities

• Thoroughly knowledgeable in food safety and sanitation, conducting training, security, customer relations, safety and accident prevention.
• Ability to operate a computer using Microsoft Office software required.

Physical Demands

• Regularly stand; reach with hands and arms; talk or hear.
• Occasionally walk and sit.
• Occasionally lift or move products and supplies, up to 50 pounds.
• Close vision, distance vision, depth perception, and ability to adjust focus required.

Work Environment

• The noise level in the work environment is usually loud.

What We Offer – for Benefit Eligible Employees

• Health coverage for you and your family through Medical, Dental, and Vision plans.
• Financial protection with 100% company paid Disability, Life, Accidental Death & Dismemberment insurance.
• A 403(b)-Retirement plan in which the company matches dollar for dollar on a generous percentage matching up to 3% of your contribution.
• Tax advantages through Flexible Spending and Health Savings accounts that allow you to pay for specific healthcare and dependent care expenses with pre-tax dollars.
• An Employee Assistance Program, Wellness Program, and Tuition Assistance.
• A generous paid time-off program in which the benefits increase based on your tenure with the company.

We Are An Equal Employment Opportunity Employer

Making employment decisions without regard to a person’s race, color, religion, sex (including pregnancy, sexual orientation, gender identity and transgender status), national origin, age (40 or older), veteran status, disability, or any other protected class.

PAY TRANSPARENCY POLICY STATEMENT

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.