Cook Supervisor - Casino oversees the daily activities of the line cooks. May cover stations as needed. Being a Cook Supervisor - Casino ensures recipe integrity, meal quality, and customer satisfaction. May require a bachelor's degree in area of specialty. Additionally, Cook Supervisor - Casino typically reports to a manager. The Cook Supervisor - Casino supervises a small group of para-professional staff in an organization characterized by highly transactional or repetitive processes. Contributes to the development of processes and procedures. Thorough knowledge of functional area under supervision. To be a Cook Supervisor - Casino typically requires 3 years experience in the related area as an individual contributor. (Copyright 2024 Salary.com)
Job Summary: Supervises, guides, and/or instructs the work assignments of subordinate staff. Supervises at least one function, such as job development and analysis, compensation, recruitment, benefits analysis, exam development, employee relations, and/or policy development. Supervises all activities related to area of expertise.
Job Specific Duties: As the Department’s Classification and Compensation Supervisor, this position is responsible for leading, inspiring, and developing Human Resources professionals, specifically by managing and directing the work of the HR Analyst team. Provides strategic direction and technical guidance to staff, offices and districts on HR best practices, policies, and methods; and effectively works with multiple HR teams to ensure goals and staffing metrics are accomplished. Effectively builds professional relationships with managers and leadership to fully understand and support the workforce needs of the department; including multiple labor market studies/research with justified recommendations to assist with setting competitive compensation specifically and/or across the board; successfully implement relevant internal and external partnerships. Supervises compensation and staffing functions to ensure utilization of state resources in the most effective cost manner. Oversees the development, revision, and maintenance of comprehensive job descriptions. Provides recommendations and implements innovative solutions related to compensation, classification, competency assessment, and strategic staffing. Ensures GDOT’s classification and compensation programs comply with State of Georgia Personnel Board Rules.
MINIMUM QUALIFICATIONS
The selected candidate must meet the advertised minimum qualifications to include State Entry Qualifications as well as Agency Specific Minimum Qualifications.
STATE ENTRY QUALIFICATIONS:
Note: An equivalent combination of education and job specific experience that provided the knowledge, experience and competencies required to successfully perform the job at the level listed may be substituted on a year-over-year basis.
AGENCY SPECIFIC QUALIFICATIONS:
AGENCY PREFERRED QUALIFICATIONS:
IMPORTANT INFORMATION FOR ALL GDOT JOBS
The interview is just one part of the overall selection process and is not the only criteria used to make the final selection. In addition to the interview, the final selection is based on the applicant’s work history and performance (documented in HR and/or Office files), PeopleSoft/employee status (i.e. rehire code), employee performance reviews, personnel file review (HR & Office Files), criminal background check, employment reference checks (including references and commendations from Managers and other relevant documentation) and, for supervisory positions, demonstrated leadership skills based on past and current work history will be considered.
Good Employment Standing:
In accordance with the Interview and Selection Process (ISP), an applicant must have no active disciplinary actions to be in good employment standing. Actions that may disqualify an applicant include letters of reprimand (active for 12 months after issuance date); suspension without pay or disciplinary demotion (active for 12 months from the effective date); Performance Improvement Plans (PIP) and Leave Restriction Plans (active until 12 months after the date of conclusion). In addition, an employee must have an overall performance rating score of three (3) or higher on their most current evaluation. Please note that Memorandums of Concern are not considered disqualifying factors. Human Resources may remove any employee from consideration for selection who is pending a disciplinary action; however, if the action is resolved in the employee’s favor, he or she will be allowed to compete.
THIS IS AN INTERNAL AND EXTERNAL JOB ANNOUNCEMENT
THIS IS AN UNCLASSIFIED POSITION.
THE SELECTED APPLICANT FOR THE POSITION WILL BE SUBJECT TO A REFERENCE CHECK AND CRIMINAL BACKGROUND CHECK, WHERE APPLICABLE.
PLEASE INCLUDE ALL RELEVANT JOB INFORMATION ON THE APPLICATION FOR
CONSIDERATION. ALL APPLICATIONS WILL BE PRESCREENED.
UPON PROMOTION, THE SELECTED CANDIDATE WILL RECEIVE 10% or THE GDOT JOB SPECIFIC MINIMUM SALARY, WHICHEVER IS GREATER.
GDOT IS AN EQUAL OPPORTUNITY EMPLOYER
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