Leadership Development/Co-Op Program

Reports to:

• General Manager

Starting Pay: 

• $16/hour

Travel Requirements: 

• 10% local driving

Status/Classification: 

• Full Time Temporary: 
• 40+ hours/week

Leadership Development/Co-Op Description

The Leadership Development/Co-Op Program is a 2 year investment into your future with Chick-fil-A Conyers and Chick-fil-A Salem Bridge. During the contractual work time in the program, participants will have the opportunity to grow personally and professionally. Participants will be provided with a strong foundation of Chick-fil-A’s daily restaurant operations and training from our restaurant’s leaders. LDP participants will have 3-6 months rotations in the areas of the business outlined below. The ultimate goal of a participant should be to prepare themselves towards ownership of a Chick-fil-A Franchise and/or towards the pursuit of a Chick-fil-A Corporate Career. This program does not guarantee an Operator/CFA Support Center Staff job opportunity. Each participant is responsible at the end of our LDP to interview and be selected for their future on their own. This program does guarantee that each participant will attain valuable skills, resources, and experiences, needed to operate a restaurant or to support those that do. 

Requirements

• Bachelor’s Degree (any major)
• Leadership Experience preferred 
• Relationship builder
• Minimum of 18+ years old or Senior in college or completed degree
• Complete a DISC Assessment (provided by Chick-fil-A Conyers/Chick-fil-A Salem Bridge, during interview process)
• Adapts quick to the changing restaurant’s needs
• Self-starter
• Detailed and observant
• Be able to lift up to 30 pounds
• Be able to stand, walk/move around, for at least 8 hours per shift
• Ability to work outside, inside, rain, snow, sun, all weather 
• Strong Public Speaking skills or willing to learn via Toastmasters

Please note that the following responsibilities are an overview of restaurant area responsibilities. Not all of the responsibilities are included. 

Back of House Responsibilities (Overview)

• All Team Members (TM) should maintain a clean and food safe work environment
• Assist other areas of the BOH when your responsibilities are taken care of
• If you drop something, pick it up or sweep it up (clean as you go)
• Cook less more often (only cook what will be used during the holding time)
• All TMs should use hold timers all day everyday
• During down times, deep clean tasks and proactive stocking should be performed
• Only hold the amount of food that can be held for 20 min.
• Do not drop food on the floor
• Clean sinks, drains, mops/buckets, and dust pans daily
• Adhere to quality requirements: recipes, portioning, cooking and holding
• Average a service time of less than 2 min. (keep it in the green)
• TMs are required to wear cut resistant gloves when cutting lemons
• Deep cleaning lists should be used every day
• All items should receive a properly dated and labeled sticker
• All stock should be pulled and rotated properly (FIFO)
• If you wouldn't buy it, don't serve it
• Track waste at the end of the shift

Front of House Responsibilities (Overview)

• Team members are the sales representatives responsible for describing, selling, and ensuring guests return in the future
• Greet all guests (Example: “Welcome to CFA, how may I serve you today?”)
• Core 4 should be exhibited in every interaction
• Every order should be confirmed by repeating the order before tendering the sale
• Beverages should be made during the order taking process
• All guests should be asked for the quantity of sauces (1 or 2?) and communicate where additional condiments can be found and where the meal delivery area is located
• Team members should use approved elevated language: “refresh, my pleasure, absolutely, certainly, definitely, clear your table”, etc.
• Beverages should meet the proper ice fill line and not above the beverage fill line. All beverage dimples should be pressed and labeled accordingly.
• If guests are not waiting to be served, help expedite the meal delivery process when possible by bagging or running orders to the dining room.
• Keep the area cleaned and tidy.
• All team members  should know the menu (pass menu test 100%) and make at least 1 suggestion (add on/upsize/upgrade) per interaction.
• Guests should receive their food in less than 2 minutes average
• All Team members should adhere to uniform standards (this includes, but is not limited to: tattoos, piercings, outerwear, etc.)
• Never leave boxes or stock out where guests can see them
• As soon as guests leave the table, it should be cleaned as fast as possible to prepare for the next guest
• All necessary items should be stocked and cleaned before peak meal times

Sales and Brand Growth Responsibilities (Overview)

• Deliver care to our guests by prioritizing catering needs, advance preparation, and organization required
• Assist with daily catering
• Confirm orders, provide notes for the team, take catering deliveries or delegate to the leader on shift.
• Prepare all catering pickups and deliveries.
• Review and plan for catering for the following day every day before leaving.
• Communicate with the Kitchen leadership about any additional product ordering and special prep needed.
• Collect payment for all orders and check for outstanding invoices monthly.
• Keep all catering equipment inventory clean and organized.
• Keep track of all TMS bags and make them available for the kitchen.
• Be able to deliver catering meals: set up, guest interaction, and help build relationships within the community.
• Be able to attend outside community events to sell on-site.
• Know the restaurant menu and direct guests to order online or with mobile ordering.
• Assist with event preparations: decorations, crafts, activities, and creative planning
• Execute local activations building sales with partners in the community
• Plan and execute sales building initiatives

Financial Return Responsibilities (Overview)

• Designs and implements systems for managing cost controls (food/labor)
• Oversees the incremental profit opportunity for Hardy Foods, LLC
• Leverages data analytics to provide the Operator and Executive team the needed

information to make business decisions.

• Budgets and oversees restaurant purchases. Ensures that monthly purchases align with the budget for each department and each restaurant.
• Follow-ups with vendors on missing, broken, returned, and warranty items.
• Manages relationships with vendors/ suppliers.
• Holds vendors/suppliers accountable.
• Responsible for ensuring completion of repairs/maintenance/facilities projects.
• Inputs all invoices into Supplier Payment
• Follow-up with suppliers for credits.
• Manages account details and settings.
• Keeps track of all pending uniform purchase requests and places orders
• Completes renewal paperwork for permits (food service and business license)

Talent/Human Resources Responsibilities (Overview)

• Attain E-verify certification
• Complete Harassment Prevention training
• Learn Workstream, our onboarding platform
• Reviewing candidates, their availability and resumes
• Invite candidates to Group Interviews
• Onboarding new hires
• Publishing open job opportunities
• Creating hiring processes   
• Learn and lead in-restaurant Group Interviews
• Learn and lead 1-1 interviews with candidates (2nd and 3rd rounds)
• Staying up-to-date on all interview templates
• Conducting reference checks
• Learn and lead New Hire Orientation
• Learn the Uniform Inventory system
• Putting together uniform items for new and current team members
• Ordering on TeamStyle, The Mill, Supply Central
• Send out Separation Notices to team members that resign or are terminated
• Learn and operate HR Payroll on CFA Home
• Updating team members’ personal information (phone number, address, emails, direct deposits, tax forms, pay, etc.)
• Removing a team member from HR Payroll
• View and adjusting Paid Time Off (PTO) for team members
• Learn and operate TMUA (finding new hire clock-in pins)
• Learn and operate Time Punches
• Adding time punches for team members
• Viewing summary and detailed reports of hours worked by team members (used mostly for information requested on Separation Notices)
• Learn and operate Jolt
• Inputting new hire information
• Removing team members
• Learn and operate HotSchedules
• Adding new hire’s availability
• Reviewing availability changes for current team members (important factor in pay updates and adjustments)
• Inputting team member’s PTO requests, uniform deductions, leaders’ reimbursements, referral bonuses, etc. into payroll document  
• Downloading and submitting bi-weekly 401k Contribution report
• Organizing Team Member Tuesday, birthday and anniversary gifts
• Organizing Promotion days (agenda, gifts and uniform, pay and benefit updates)
• Learn and participate in Career Fairs (local high schools and colleges/universities)
• Learn about our healthcare (BenefitFocus) and how team members can apply

Business Ownership Training Provided (Overview)

• In a LDP participants’ 2nd year in contract, they will begin meeting directly with Executive Leadership Team and will begin Operator interview coaching preparation
• Weekly Training with Business Partner/Operator