Job Information
The Salvation Army Summer - Dining Hall Manager in Scotts Valley, California
Description
OVERVIEW: The objective of the Dining Hall Manager is to supervise the Wait Staff through the daily tasks and assignments and to keep the Dining Room clean and running efficiently before, during, and after all meals. Ensure that the Dining Hall is clean, the Wait Staff are completing daily tasks, and all campers and staff are taken care of during the meals and snack times. DUTIES INCLUDE BUT ARE NOT LIMITED TO:
Supervision and participation in procedures during mealtimes, providing guidance for Wait Staff, campers, and other staff to ensure efficient mealtime operation.
Supervision of the Wait Staff in and out of the Dining Hall.
Assist and follow up with any problem-solving for the Wait Staff alongside the Assistant Camp Director.
Scheduling daily tasks for Wait Staff alongside Food Service Manager.
Participate with the meal count for USDA at the start of each mealtime as directed by the Assistant Camp Director.
Ensure that the Staff Kitchen is kept clean and well managed (i.e. cleaning out the fridge, putting dishes away, maintaining a clean counter, minimal clutter, etc.).
Create and upkeep all summer decorations that may be in the dining hall.
Actively participate in all evening programs.
Assist with leading camp songs and participate in all evening campfires as directed.
Maintain good organization of dining room supplies and ensure that materials are not wasted or misused and returned when borrowed.
Evaluate the current summer program area and make suggestions for the following summer.
Assist with the opening and closing day procedures as requested by Assistant Camp Director.
Report general property maintenance issues to the Facilities Manager or Maintenance Crew Chief.
Spend time with, befriend, and interact with all Cabin Leaders and campers to foster a quality camping experience in accordance with the stated goals of The Salvation Army’s camping program.
Actively participate in the spiritual formation of campers and staff.
Be an appropriate and effective example for both campers and staff members, exhibiting Christ-like conduct, concern, and service.
Report any suspected child abuse issues to the Assistant Camp Director immediately and take necessary actions to report it properly.
Any other duties as assigned by your supervisor.
All staff may be called upon at any time to assist in the total operation of the camp. You are expected to join in all evening programs; absences are excused only through the Assistant Camp Director. QUALIFICATIONS:
Must be at least 18 years of age.
Must possess leadership capabilities for working with campers, teens, and other staff members.
Ability to creatively motivate and encourage the dining room crew.
Ability to work independently and with minimal supervision.
Ability to organize, lead, and deliver devotionals in front of a group of people.
Ability to maintain good rapport and communication with other staff members effectively.
Must have current CPR/First Aid/AED certification.
Must be of good moral character.
Must have a personal and growing relationship with the Lord.
Preferred previous camping experience either as a camper or as a staff member.
PHYSICAL REQUIREMENTS: Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis. Ability to grasp, push and pull objects and tools. Ability to lift up to 25 lbs. Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment to meet the physical requirements of the position. The Salvation Army would attempt to satisfy requests if the accommodation needed is reasonable and no undue hardship would result. ESSENTIAL FUNCTIONS: This job description should also identify the essential functions of the job, including any physical, cognitive, visual, auditory, and other abilities essential to fulfilling the job.
ADA Statement:
Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests if the accommodation needed is reasonable and no undue hardship would result.
Acknowledgment of Religious Purposes of The Salvation Army:
Please note that The Salvation Army has a religious purpose and status as a church. We ask our employees that they do nothing to their relationship with The Salvation Army to undermine its religious mission. Employees must agree and understand that their services are a necessary part of The Army’s religious purposes and their work-related conduct must not conflict with, interfere with, or undermine such religious programs or The Army’s religious purposes.
At-Will:
Any employment relationship with this organization is of an “at-will” nature, which means that an Employee may resign at any time and the Employer may discharge an Employee at any time with or without cause. It is further understood that this “at will” employment relationship may not be changed by any written document or by conduct unless such change is specifically acknowledged in writing by an authorized executive of this organization.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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. 41 CFR 60-1.35(c)