APPRAISAL MANAGER leads a team of appraisers conducting assessments, valuations, and appraisal reviews of real estate, land, and other personal property to establish the market value generally used for lending, insurance, or other purposes. Establishes processes for conducting on-site inspections of property and data collection required to perform valuations. Being an APPRAISAL MANAGER follows generally accepted appraisal practice concepts and practices to perform data analysis, develop valuation estimates, and write comprehensive reports and exhibits. Ensures appraisal documentation and appraiser certification comply with all regulations. Additionally, APPRAISAL MANAGER performs appraisal quality reviews to ensure appropriate valuation and minimize risk. Creates process efficiencies with appraisal software tools and databases. May require a bachelor's degree. Has the Member of the Appraisal Institute (SRPA) or similar designation. Requires a State Appraiser License. Typically reports to a director. The APPRAISAL MANAGER manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. To be an APPRAISAL MANAGER typically requires 5 years experience in the related area as an individual contributor. 1 - 3 years supervisory experience may be required. Extensive knowledge of the function and department processes. (Copyright 2024 Salary.com)
Summary Description: The Manager is a business partner accountable for leading the Restaurant Associate team to deliver Steak 'n Shake operational and financial standards on each scheduled shift as well as building a well cross trained staff within the Restaurant. The Manager is responsible for assessing Associates performance to identify opportunities and coach for improvement. This position has accountability on his/her shift for the correct delivery of Steak 'n Shake procedures, policies and specification which deliver the Steak 'n Shake Vision and Mission. The Manager will partner directly with his/her Restaurant and General Manager and will receive market level support from his/her Human Resource Manager and Field Training Manager / Coordinator to meet the business and strategic objectives of the organization. | |
Department: Operations - Restaurant | Reports to: General Manager |
FLSA: Exempt | Direct reports: Trainers and all Restaurant Associates |
1. RESPONSIBILITIES: Major functions/tasks performed in the job and the deliverable (report, product, output, etc.) produced. | |
Primary and On-Going Accountabilities | |
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Specific Duties and Responsibilities | |
Customer Satisfaction: Build the business by relentlessly pursuing excellence and growing customer traffic over prior year: | |
Effectively interact with Guests to ensure we exceed their expectations with the highest quality food and great service | Sales Growth, TCT |
Immediately address Guest concerns and complaints utilizing the Steak 'n Shake Guest Recovery Model - L.E.A.R.N. | Sales Growth, TCT |
Ensure Guests are immediately recognized upon entering and as they are leaving | Sales Growth, TCT |
Motivate all Associates to deliver great hospitality toward all guests and other associates | Documentation, Coaching form, Sales Growth, TCT |
Create a positive team environment with knowledgeable associates working together through shift huddles and ongoing coaching | Documentation, Sales Growth, TCT |
Brand Protection: Operate in accordance with our Quality, Service and Cleanliness Standards(QSC) and other food safety practices, delighting our Guest with outstanding fresh food and training our valuable people: | |
Execute the 14 point walk using the “Three in One” tool– ensuring the facility is radiant, the associates are motivated, the stations are appropriately set up / re- stocked for meal periods, and constantly moving through the restaurant coaching and directing associates to ensure quality adherence and speed standards are achieved | Documentation, QSC, TCT, Food Safety, Sales Growth |
Interview candidates using the Select the Best 1st interview guide and recommend | Select the Best |
Ensure associates are effectively trained using the Steak 'n Shake training program, Earning your Wings | Documentation, Training Scorecard |
Monitor food quality, portioning and speed from the EXPO window and resolve any issues immediately | Documentation, Food Safety Audits, QSC |
Assign and verify all side work is accurately and efficiently completed | QSC |
Verify accurate adherence to the Prep and Pull and cooling charts as well as complete HACCP and line checks on assigned shift ensuring food quality and quantity | Documentation, Food Safety Audits, QSC |
Ensure all Safety procedures and policies are strictly adhered to | Documentation, QSC, Accident Claims |
Financial Growth: Manage profitable shifts focused on delighting our guests, increasing quality and reducing prices: | |
Deploy associates appropriately as planned on the Schedule and Line up sheets | Labor Control, Sales Growth, TCT, FRR |
Ensure appropriate staffing levels of well-trained associates on assigned shifts | Sales Growth, TCT, Comps. |
Complete shift and daily inventory and accurately post into the back office POS System | Food Cost, FRR |
Check in food delivery, ensure proper storage and post-delivery into the POS. | Food Cost, FRR |
Complete food order based on commissary order guide and enter into ordering system | Food Cost, Inventory levels, FRR |
Maintain strict adherence to cash handling and banking policies and procedures | COC, FRR |
Complete shift tools and administration duties as assigned by General Manager | Documentation |
2. SCOPE: Impact this job has in terms of decisions made, direction given, number of employees supervised, size of organization managed or supported, impact of errors, dollars, etc.e
3. KEY RELATIONSHIPS: Position’s key contacts and relationships.
Primary:
Secondary:
4. REQUIREMENTS: Typical minimum requirements to perform the job.
5. KEY PERFORMANCE INDICATORS: Key indicators to be used to measure job performance.
6. CAREER PATH: Logical positions along the career path, vertical and/or lateral.
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