Banquet Captain

Description

JOB OVERVIEW:

The Banquet Captain oversees banquet functions; maps out all events with banquet staff and helps to develop a proper plan of execution with Banquet Manager. It is imperative that the Banquet Captain keeps informed and becomes involved in the entire banquet execution process.

ESSENTIAL JOB FUNCTIONS:

• Supervise and train banquet servers, bartenders and assists on all daily banquet operations.
• Correct staff for proper service techniques.
• Thoroughly communicate function information with your team of servers.
• Development of Lead Banquet Servers and Banquet Servers.
• Must have understanding on how to read and execute a BEO form
• Make sure all meeting rooms are set accordingly to BEO’s and are clean and organized at all times.
• Daily recap of all banquet information regarding revenue, staffing, issues/concerns, weather, and amount of covers must be submitted at the end of a shift to executive office and Director of Food & Beverage.
• Communicate effectively with Event Management, Member, Guest, Banquet Chef, Front of House Management/Supervisor team on all Banquet needs. Interactions are very important and communication is vital between all areas affected.
• Daily inspection of banquet hallways, meeting rooms, store rooms and public areas, for organization and cleanliness.
• Attend BEO meetings.

MINIMUM REQUIREMENTS:

• Two years experience in a supervisory/bartending banquet role, preferably in a resort setting is valued.
• Food handlers certificate and TABC certified and Tips Trained required.
• Basic computer skills to include email, data entry and Microsoft office.
• Requires a working knowledge of ala carte, fine dining as well as white glove practices.
• Working knowledge of A/V, Weddings, liquor/wine and Banquets.

ADDITIONAL REQUIREMENTS:

• Requires excellent oral and written communications skills.
• Must be able to work a flexible schedule including holidays .
• Comprehend reading materials, speak, read and write English.
• Neat in appearance and well groomed.
• Maintain proper associate uniform standards and footwear which is slip resistant and polished.

PERFORMANCE STANDARDS

Customer Satisfaction:

Our customers are what we are about. One of the keys to a positive guest experience is positive interaction with Crescent staff. It is essential that you remain professional at all times, and that you treat all guests and associates with courtesy and respect, under all circumstances. Every Crescent associate is a guest relations ambassador, every working minute of every day.

Work Habits:

In order to maintain a positive guest and associate experience, your work habits should always meet and strive to exceed hotel standards for work procedures, dress, grooming, punctuality and attendance. You should be adaptable to change in your work area and in hotel procedures with a willingness to learn new skills and/or improve existing ones, have the ability to solve routine problems that occur on the job and ask for help whenever you are not sure how to do something.

Safety & Security:

The safety and security of our guests and associates is of utmost importance to Crescent. Every Crescent associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns.

NOTE:

This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties. Furthermore, the specific examples in each section are not intended to be all-inclusive. Rather, they represent the typical elements and criteria considered necessary to perform the job successfully. Other job-related duties may be assigned by the associate’s supervisor.

Furthermore, this description is subject to change, in the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an “at will” associate.

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)