410 S. College, Rensselaer, IN ID#P1-2212709-1

Title: Salaried Restaurant General Manager (Salaried RGM)

Purpose of the Position: The person holding this supervisory position is responsible and accountable for planning work, the daily operation of the restaurant, hiring and training team members, directing the activities of team members, and rewarding or disciplining team members; and performing these functions in ways that assure compliance with all Company policies and procedures, customer satisfaction, a high level of team member morale and the attainment of sales and profit objectives. The RGM holds the highest position in the restaurant and reports directly to the District Manager.

Essential Functions: The following accountabilities are essential to this position and a high degree of performance must be achieved in each in order for the incumbent to be successful. These accountabilities are organized according to our six Key Result Areas.

Profitability:

• Participates with the District Manager (OM) in developing input for the yearly sales budget.
• Executes plans to achieve consistent sales growth and profit growth.
• Achieves planned/budgeted profits. This involves:
• a. Using established control systems and procedures to measure actual results and to identify deviations from planned results.
• b. Developing and implementing corrective action plans to assure actual results conform to plan.
• Complies with all Company policies and procedures, including but not limited to, those relating to inventory, cash, payroll, food handling, interactions with guests, team members, and vendors, and legal compliance.
• Manages and Controls Cash: Ensures that all cash and checks, minus the change fund is correctly deposited, credit card transactions are correctly settled, and cash over or short is minimized.
• Controls cash drawers and team member "banks", following all established manual and computer procedures.
• Manages and Controls Cost of Sales: The actual cost per the P&L must be equal to or between Ideal Cost and Allowable Cost as calculated in the Product Cost Analysis report and Bonus Calculation Sheet.
• Manages and Controls Cost of Labor: Ensures that "Flow-thru" targets/goals are achieved; actual hours used do not exceed the established labor model/matrix; and, team member productivity is maximized.
• Manages advertising expenses by assuring all such expenses are approved as part of the Quarterly Marketing Plan.
• Manages other operating expenses and semi-variable expenses to budget or less.

Customer Satisfaction:

• Assuring personal behaviors and team member behaviors toward all customers are courteous, attentive, respectful, and enthusiastic.
• Assuring a comfortable environment for customers.
• Executing "Floor Management" by directing activities and greeting and interacting with customers on each shift worked.
• Immediately resolving customer complaints by apologizing first and then assuring the satisfaction of the customer.
• B.L.A.S.T. is the acronym we use for our complaint resolution process: Believe the customer, Listen to the customer, Apologize to the customer, Satisfy the customer, Thank the customer.
• Immediately contacting the OM regarding any incidents in which customers are injured or in which customers claim some harm done to them.
• Ensuring customers receive prompt, quality service.
• Ensuring quality ingredients are used to prepare all products.
• Ensuring that all standards for cleanliness and sanitation are met or exceeded, with particular attention to restrooms, table tops; booth backs and seats; and chair seats, silverware, plateware, and glassware, dining room floors, salad bar.
• Implements new or approved changes in policies, procedures and/or operation standards.

People:

• Building relationships with team members based on mutual trust and respect.
• Communicating and following the Daland "5 Star" Vision and Core Beliefs.
• Promoting teamwork.
• Informing team members of Daland-managed restaurants about benefits available to them and properly administering these benefits.
• Managing team member grievances and using the grievance procedure as appropriate.
• Performing correct and consistent administration of team member disciplinary procedures.
• Performing proper administration of team member recognition programs.
• Assuring compliance with various governmental regulations, such as ensuring that all team members are clocked in while working, complying with overtime laws, child labor laws, alcoholic beverage laws, anti-discrimination and anti-harassment laws, FLSA, EEO, etc.
• Performing consistent administration of and compliance with Company policies and procedures.
• Communicating effectively with the crew and management team.
• Assuring team member understanding of the Daland Corporation organization structure and career opportunities within the Company.
• Planning, recruiting, and hiring to assure a full staff at all times and to assure adequate time for processing MVR's (motor vehicle reports), background checks, etc.
• Continuously recruiting and taking applications from job candidates.
• Utilizing staffing tools, such as the Pizza Hut Hiring Zone and the team member Assessment; interviewing job candidates; and, checking their references.
• Selecting the best qualified candidates.
• Complying with Company employment practices and governmental regulations, including EEO, ADA Title I, etc.
• Following Company training policies and meeting Pizza Hut Training Standards.
• Utilizing on-line training, trainer's guides, checklists, job aids, tests and other training resources to assure a thorough job of training.
• Using the four step training process of: (1) Preparation (2) Show & Tell; (3) Guided Practice; and (4) Follow-up to assure the trainee can perform all tasks up to required 8 standards prior to being allowed to perform the tasks "solo."
• Activating team member behavior.
• Providing guidance, direction, and reassurance to all team members.
• Communicating non-negotiable standards of performance to team members.
• Conducting team member meetings, group training sessions and Jump Start meetings.
• Assigning team members tasks from the Opening, Closing and Maintenance checklist.
• Communicating job assignments for each shift to team members and assuring each team member works their assignment.
• Giving instructions to team members that are clear and assure understanding.
• Assigning team members to breaks.
• Sending team members home early if not needed due to business conditions.
• Calling team members in early, or calling extra team members to work to cover unanticipated surges in business volume.
• Assuring all opening, shift, and closing job duties are completed and performed correctly.
• Observing team member performance each shift.
• Working alongside team members and assisting in the performance of their tasks, as needed.
• Monitoring team member meals and signing team member meal guest checks.
• Ensuring adherence to alcoholic beverage laws of the local community.
• Conducting regular, written performance appraisals on all subordinates, using the procedure and forms provided by the Company and within the time specified in compensation plans.
• Taking action (corrective or positive reinforcement) to assure team member performance meets or exceeds standards.
• Providing ongoing counseling that gives praise and recognition to team members for jobs well done; identifies areas of performance needing improvement and methods for improving; and, if required, gives reprimands that are job focused.
• Handling non-routine occurrences/emergencies and informing the District Manager of such occurrences/emergencies.
• Developing Shift Leaders, Shift Managers and Assistant Managers to use Coaching for Results to achieve satisfactory team member performance.
• Using Company training programs and resources to prepare candidates for promotions and to assure that the management team is 100% certified in management processes, systems, policies, and procedures.
• Deciding which team members are eligible for promotion to Shift Manager, Shift Leader and/or Assistant Manager.
• Participating in and assisting with Company reviews of team members being considered for Restaurant General Manager or other positions.
• Delegating functions to Assistant Managers, Shift Managers, and Shift Leaders to balance workloads and to develop required management skills.
• Assuring team members complete all required personnel documents such as W-4's, l9's, Team Member Acknowledgment, Arbitration Agreement, Delivery Driver Statement, New Driver Checklist, etc.; and, that these required documents are transmitted to the Home Office.