Night Audit (PT)

We need to output HTML fragment with headings

for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title. Must not include Job ID etc. Must preserve all substantive info, not invent or summarize away detail. Remove boilerplate: EEO, legal, etc. Also remove duplicated lines. Must not include sections with filler like "commensurate with experience". No Pay/Schedule/Benefits unless posting actually states them. The posting does not mention pay, schedule, benefits. So we should not include those sections. We need to parse the posting for content. Job Overview: "Balance room, restaurant and bar work daily. Post and balance charges and settlements in a timely and efficient manner. Maintain files and reset the systems for next day operations." REPORTS TO: Night Audit Supervisor (metadata, maybe fold into short p) Essential Job Functions: list of duties. Required Skills And Abilities: list. PERFORMANCE STANDARDS: includes Customer Satisfaction, Work Habits, Safety & Security. These could be considered part of Requirements or maybe separate sections? The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we need to map content to these headings. "About the role" could be job overview + reports to. "Responsibilities" could be essential job functions. "Requirements" could be performance standards? Or maybe "Qualifications" could be required skills and abilities. "Skills" could be required skills and abilities as well. But we must avoid duplication. We need to decide which sections to include based on content. We have: - Job Overview (About the role) - Reports to (metadata) - Essential Job Functions (Responsibilities) - Required Skills And Abilities (Skills/Qualifications) - PERFORMANCE STANDARDS (maybe Requirements or Qualifications) - Behaviors Preferred (maybe not a standard heading; could be omitted or included under Skills? But not in list.) - Motivations Preferred (similar) - EEO etc (remove) We should not create sections for Behaviors Preferred or Motivations Preferred unless they map to a standard heading. They are not in the list, so we should omit them (they are not required headings). However we must preserve ALL substantive information; we cannot discard them unless they are considered boilerplate? They are substantive but not matching allowed headings. The instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It says e.g., implying those are examples, but we should use those headings when appropriate. It doesn't forbid other headings, but likely they want us to stick to those. The instruction: "Use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we should use those headings for sections. If there is content that doesn't fit, maybe we can still include under a relevant heading like "Skills" or "Requirements". The behaviors and motivations could be considered part of "Skills" or "Qualifications". But they are more about preferred traits. Could be placed under "Skills" as bullet points. We need to preserve all substantive information, so we need to include those behaviors and motivations somewhere. We could include them under "Skills" as bullet points. We also have "Note: This description excludes non-essential..." etc. That's boilerplate legal; we should remove. Thus sections: - About the role: job overview + reports to (maybe short p) - Responsibilities: essential job functions (list) - Requirements: performance standards? Or maybe we treat performance standards as Requirements. Could also include "Required Skills And Abilities" under Skills. But we need both Requirements and Skills sections? The instruction says prefer a few substantive sections over many thin ones. So we could combine Required Skills And Abilities and Performance Standards into one "Requirements" section, or split into Skills and Requirements. Let's see: Performance Standards includes Customer Satisfaction, Work Habits, Safety & Security. Those are more like expectations, could be considered Requirements. Required Skills And Abilities is more about skills. So we could have two sections: Requirements (performance standards) and Skills (required skills and abilities). That seems reasonable. Thus:

About the role

Balance room, restaurant and bar work daily. Post and balance charges and settlements in a timely and efficient manner. Maintain files and reset the systems for next day operations. Reports to Night Audit Supervisor.

Responsibilities

• Prepare daily Restaurant Revenue Report data by auditing Point of Service tapes/journals to breakdown revenue, covers, waiters' fees, tips paid out and settlements by type and cashier.
• Run audit reports/journals from the front office system, Point of Service and the computer.
• Make corrections and adjustments and handle all computer problems that might occur throughout the shift.
• Input into the front office system revenue/expenses/allowances to generate the daily reports such as the Guest Ledger Summary and the Daily Restaurant Summary.
• Balance all revenue and settlement accounts nightly, maintain files and reset the system for next day operations.
• Comply with attendance rules and be available to work on a regular basis.
• Perform any other job related duties as assigned.

Requirements

• Customer Satisfaction: Remain professional at all times, treat all guests and associates with courtesy and respect; act as a guest relations ambassador.
• Work Habits: Meet and strive to exceed hotel standards for work procedures, dress, grooming, punctuality and attendance; be adaptable to change, willing to learn new skills, solve routine problems, ask for help when needed.
• Safety & Security: Adhere to hotel security policies and procedures regarding key controls, lifting heavy objects, using chemicals, and reporting safety hazards and concerns.

Skills

• Ability to communicate in English.
• Self‑starting personality with an even disposition.
• Maintain a professional appearance and manner at all times.
• Ability to communicate well with guests.
• Willingness to “pitch‑in” and help co‑workers; be a team player.
• Basic mathematical skills and ability to make accurate calculations using a 10‑key.
• Ability to effectively deal with guest and employee concerns in a friendly and positive manner.
• Ability to access and accurately input information using a moderately complex computer system.
• Preferred behaviors: Loyal, Detail Oriented, Dedicated.
• Preferred motivations: Peer Recognition, Goal Completion, Flexibility, Ability to Make an Impact.

We must not include Benefits, Pay, Schedule sections as they are not present. Check for any duplicated lines: we have not repeated. Check for boilerplate removed: EEO, legal, note about description excludes non-essential, etc. Removed. Check for any placeholders like "commensurate with experience": none. Check for preserving all substantive information: Did we miss anything? Let's review original text: JOB OVERVIEW: Balance room, restaurant and bar work daily. Post and balance charges and settlements in a timely and efficient manner. Maintain files and reset the systems for next day operations. REPORTS TO: Night Audit Supervisor Essential Job Functions: Prepare daily Restaurant Revenue Report data by auditing Point of Service tapes/journals to breakdown revenue, covers, waiters' fees, tips paid out and settlements by type and cashier. Run audit reports/journals from the front office system, Point of Service and the computer. Make corrections and adjustments and handle all computer problems that might occur throughout the shift. Input into the front office system revenue/expenses/allowances to generate the daily reports such as the Guest Ledger Summary and the Daily Restaurant Summary. Balance all revenue and settlement accounts nightly, maintain files and reset the system for next day operations. Comply with attendance rules and be available to work on a regular basis. Perform any other job related duties as assigned. Required Skills And Abilities: Must have the ability to communicate in English. Self-starting personality with an even disposition. Maintain a professional appearance and manner at all times. Can communicate well with guests. Must be willing to “pitch-in” and help co- workers with their job duties and be a team player. Basic mathematical skills and ability to make accurate mathematical calculations using a 10-key. Ability to effectively deal with guest and employee concerns in a friendly and positive manner. Ability to access and accurately input information using a moderately complex computer system. PERFORMANCE STANDARDS Customer Satisfaction: Our customers are what we are about. One of the keys to a positive guest experience is positive interaction with Crescent staff. It is essential that you remain professional at all times, and that you treat all guests and associates with courtesy and respect, under all circumstances. Every Crescent associate is a guest relations ambassador, every working minute of every day. Work Habits: In order to maintain a positive guest and associate experience, your work habits should always meet and strive to exceed hotel standards for work procedures, dress, grooming, punctuality and attendance. You should be adaptable to change in your work area and in hotel procedures with a willingness to learn new skills and/or improve existing ones, have the ability to solve routine problems that occur on the job and ask for help whenever you are not sure how to do something. Safety & Security: The safety and security of our guests and associates is of utmost importance to Crescent. Every Crescent associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns. Note: This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties. Furthermore, the specific examples in each section are not intended to be all-inclusive. Rather, they represent the typical elements and criteria considered necessary to perform the job successfully. Other job-related duties may be assigned by the associate’s supervisor. Furthermore, this description is subject to change, in the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an “at will” associate. Behaviors Preferred Loyal: Shows firm and constant support to a causeDetail Oriented: Capable of carrying out a given task with all details necessary to get the task done wellDedicated: Devoted to a task or purpose with loyalty or integrity Motivations Preferred Peer Recognition: Inspired to perform well by the praise of coworkersGoal Completion: Inspired to perform well by the completion of tasksFlexibility: Inspired to perform well when granted the ability to set your own schedule and goalsAbility to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor. We captured: - Job overview + reports to. - Essential job functions (list). - Required skills and abilities (list). - Performance standards (customer satisfaction, work habits, safety & security). - Behaviors preferred (Loyal, Detail Oriented, Dedicated). - Motivations preferred (Peer Recognition, Goal Completion, Flexibility, Ability to Make an Impact). We omitted the note about description excludes non-essential etc (boilerplate). Also omitted the "Other job-related duties may be assigned..." (that's covered by "Perform any other job related duties as assigned.") Actually we have that line in essential job functions. The note about other job-related duties may be assigned is redundant; we can omit. We omitted the "this description is subject to change..." boilerplate. We