Supervisor Food Serv | Great Falls MT Air National Guard at TRDI in Great Falls, Montana

Job Description:

Hourly Rate:$19.20

Schedule: TBD

Must be able to work a flexible schedule to include weekends, evenings and holidays as needed.
Benefits include Medical, Vision, Dental, Health & Welfare, Paid Time Off, and Paid Holidays.

POSITION SUMMARY:
The Supervisor provides oversight at the direction of management on site to coordinate routine work activities of workers and/or service employees engaged in food operations or services at military dining facilities. This individual will provide support to management in the daily oversight of key functions and employees during the normal course of business. The general responsibilities of the position include those listed below, but the organization may identify other responsibilities of the position. These responsibilities may differ among accounts, depending on business necessities and client requirements.

PRIMARY DUTIES AND RESPONSIBILITIES:

• Supervises the day to day operations effectively and efficiently to ensure the work is performed in accordance with the contract.

• Responsible and will ensure TRDI employees, subcontractors, and vendors comply with all contractual requirements and all government regulations.

• Is point of contact with the Government and shall have the authority to act or make decisions for the organization on all matters pertaining to the contract; except for amending or modifying material aspects (i.e. price, scope of work, etc.).

• Supervises and maintain Quality Control and Safety Program in accordance with contract requirements and Federal, State, and Local regulations.

• Accountable for managing and maintaining a contract budget and reviewing processes for efficiency.

• Responsible for scheduling of personnel, reviewing and approving time cards, inventory management of supplies, equipment, and vehicles.

• Sets and guides employee expectations, reviews and counsels, and establish and implement process improvement plans, and ensures adherence of the company policies and procedures.

• Execute Employee Performance Evaluations through the payroll system within appropriate time frames.

• Ensures standard work practices are followed for safety and provides training for operating equipment and vehicles, use of supplies, and the requirements of the performance work statement.

• Responsible for analyzing and maintaining the contract AbilityOne Ratio requirements through the proper work scheduling of direct disabled employee hours vs non-disabled employee hours.

• Responsible for completion of Limitation & Accommodation Quarterly Reports for each AbilityOne employee.

• Serve as facilitator for the AbilityOne interview process and obtain medical documentation in coordination with the AbilityOne department.

• Execute reports, inspections and logs as required by the contract.

• Provide field information and specifications to prepare estimates for new work added or deleted to the contract.

• Pass and maintain any required security clearance requirement and comply with Drug Free Workplace policy.

• Maintain Operations Security (OPSEC) standard operations procedure.

• Maintain Property Control Plan for management of Government Furnished Property (GFP).

• Maintain a safety and health program that complies with EM 385-1-1 and applicable OSHA, DOD, Armed Forces Branch(s), Federal, state, and local safety, environmental and health requirements.

• Maintain a site-specific Accident Prevention Plan (APP) in accordance with Appendix A, EM 385-1-1.

• Other tasks a maybe directed by the Project Manager.

QUALIFICATIONS AND REQUIREMENTS:

Skills/Abilities and Knowledge Required
• OSHA 30 hour General Industry course or ability to acquire certification within 30 days of employment.

• Ability to communicate orally and in writing in a clear and concise manner.

• Strong interpersonal skills.

• Ability to effectively delegate and develop team members.

• Ability to maintain confidentiality of information.

• Ability to make decisions and solve problems while working under pressure.

• Detail oriented and strong organizational skills.

• Strong Business Acumen.

• Basic knowledge of local, state and federal employment laws and procedures.

• Basic knowledge of wage and hour laws.

• Must have ServSafe Food Manager Certification.

• Must be able to Work a Flexible Work Schedule.

• Extensive working knowledge of Microsoft Office Package (i.e. Excel, PowerPoint, Word, etc.).

EDUCATION, SKILLS AND EXPERIENCE:
• High school education or GED.

• 3 years relevant work and leadership experience in a multi-location environment.

Additional Eligibility Qualifications
• Experience with Labor Unions and regulatory laws

• Ability to organize effectively, delegate responsibility, solve problems quickly and communicate clearly

• Experience with leading high performing teams

• Ambitious and target focused with a drive to succeed

• Ability to manage time effectively and handle both internal and external conflicts

• Experience with Affirmative Action Plans and AbilityOne Program preferred

• Experience in working with Community Agencies and/or individuals with disabilities preferred

 

TRDI hires many individuals with and without disabilities, especially those that are transitioning out of the Armed Services:

If you are self-identifying a disability, please submit supportive documentation (i.e. the official medical/psychological diagnosis signed by the appropriate healthcare provider, along with functional limitations + extent) with the application package for full employment consideration. If you have a Vocational Rehabilitation Counselor (VRC) assigned, you can request a 1-page letter on their official letterhead with the same requested information, to be signed by the VRC.  Please fax to 210-572-0408. 

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)

Supervisory

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