Associate Food Services Director - Higher Ed. jobs in Utah

Duties and Responsibilities:

• Give great customer service.
• Be professional at all times.
• Must ensure that food items are prepared according to recipes and with an emphasis on minimizing waste.
• Delivers prepared food to the respective serving areas and retrieves the remaining food items after meal service has ended.
• Patient meals must be delivered on time
• Review menu and production sheets to determine items needed for each day.
• Responsible for maintaining supplies at a proper level, dating, labeling and rotating stored food.
• Sanitize food preparation area and equipment according to health department standards.
• Must abide by health department standards for freshness, proper handling, serving, and storage temperatures.
• Must be self motivated with an emphasis on organization and timeliness.

• Must be computer literate and have the ability to become proficient using Blue Mountain Hospital Dietary programs.

Physical Demands:

• Standing on feet for long periods at a time
• Lift boxes up to 40 pounds
• Work with sharp knives

• Work with cleaning solvents that may be caustic, personal protective equipment provided. Safety training provided.

In addition to the specific duties listed above, the Employee is required to do the following:

• Keep current on all Blue Mountain Hospital Policies/Procedures/Protocols.
• Take personal responsibility for retaining knowledge/information critical for job performance and patient and employee safety.
• Take personal/professional responsibility for requesting remedial education or additional training when necessary.
• Participate in all safety programs which may include assignment to an emergency response team.
• Any tasks, projects, or actions that are reasonably within the scope of the Employee’s position or employment, which the Employee’s supervisor, or any member of BMH’s management, or administration team asks of the Employee. Tasks, projects, or actions are “reasonably within the scope” of the Employee’s employment or position unless the same are so far removed therefrom that no legitimate argument can be made that such tasks, projects, or actions are in any way related to BMH or the Employee’s employment or position within BMH.
• Act as professionally as should normally be required in a medical organization. This shall include giving all appropriate respect and deference to licensed medical providers. Providers include, but may not be limited to physician assistants and nurse practitioners (or similar).
• Keep all BMH business and patient information strictly confidential and to adhere to all other BMH confidentiality policies and procedures, as well as all laws affecting confidentiality.
• Refrain –whatsoever—from intentionally, purposely, knowingly, or negligently engaging in conduct, actions, or speech that may cause concern, apprehension, confusion, or annoyance on the part of any BMH patient toward BMH as an organization or any BMH employee.
• Work congenially and cooperatively at all times with all other BMH employees. This includes maintaining a pleasant demeanor and attitude and executing positions duties and administration’s/management’s other requests in a timely manner, diligently, and with a positive attitude. This requirement further includes refraining from personally degrading any other person or BMH employee. As part of this requirement, the Employee must refrain from engaging in gossip about any BMH employees and/or patients.
• Communicate complaints about BMH, its policies, procedures, managers, administrators, and/or other employees only to and through the appropriate BMH channels, which are limited to BMH’s management chain of command. No complaints, judgments, or degrading comments about BMH, its policies, procedures, managers, administrators, and/or other employees should be shared with anyone other than the appropriate persons within BMH’s management chain of command who have the ability to work to remedy any related problems. Unless the Employee’s direct supervisor is part of the problem or complaint, problems and complaints should first be voiced to the Employee’s direct supervisor and upward therefrom through BMH’s internal management chain of command as appropriate and necessary. It is an absolute dereliction of this duty by the Employee if the Employee ever, directly or indirectly (in conjunction or planning with others) makes complaints or problems publicly known to anyone other than BMH’s management team or administrative team.

• Absolutely refrain from communicating or releasing any “Private BMH Information” to the media and/or non-BMH persons or entities, without formal approval to do the same by BMH’s CEO. “Private BMH Information”, for purposes of this requirement, includes: 1) all information that requires confidentiality pursuant to any BMH policies or procedures; 2) all information that is protected by HIPAA or other applicable laws; 3) all information relating to BMH’s internal business workings, strategies, or plans; and 4) all information relating to any BMH employee or contractor. This requirement remains applicable and shall stand regardless of whether the information being requested is of a private or public nature, if the information sought fits any of the above listed types. Finally, this requirement remains applicable at all times, including when the Employee is off duty or away from BMH’s premises.