Ras Result Expected Date Jobs in Usa
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Work history must include name of facility worked, city and state, title, department, and dates employed from the last 7 years.
Agency names are not accepted as the employer.
Highest level of education listed, including month/year of graduation and degree achieved if applicable.
Skills Checklist Completed within one (1) year of submittal for specialty where candidate is submitted Two (2) References Two (2) professional references from work history occurring within the past three (3) years.
One must be from a supervisor (charge nurses are considered supervisors).
Reference must include the full name (first & last name) of the person providing reference.
The name of the facility and the dates of employment must match the resume.
Reference must include a breakdown of skills and strengths with a rating score.
Letters of recommendation will not be accepted.
Online verification of professional license or certification Verified within 30 days of submission.
Nursys acceptable.
Placement Documents Export as PDF Online verification of professional license or credential Online verification of professional license completed within thirty (30) days of start and at time of extension.
For RN/LPN verification must be through Nursys.
12-panel drug screen Collected within sixty (60) days of start date; required annually.
Rapid or instant drug screens are not accepted.
Drugs to test: Amphetamines, Barbiturates, Cocaine, Marijuana, Methadone, PCP, Propoxyphene, Opiates, Benzodiazepines, Fentanyl, Meperidine, Tramadol.
Dilute results require a retest.
Physical Completed within one (1) year of start date; required annually.
May be signed by Physician, NP, PA, DO, or DC.
MMR Documentation Shown by proof of two (2) MMR vaccinations or positive IGG titers.
Will accept one vaccine or decline form for low/equivocal titers, Affiliate form acceptable.
Varicella Shown by proof of two (2) vaccinations, positive IGG titer, or provider verified history.
Decline form accepted for low/equivocal titers, Affiliate form acceptable.
Hepatitis B Shown by proof of vaccination series, positive surface antibody titer or declination Influenza Vaccine For Assignments occurring between 10/1-3/31 or Flu Shot Declination.
Affiliate declination form is acceptable.
Covid Documentation Proof of Covid vaccination or declination accepted.
Tdap Administered within ten (10) years of start date.
Will accept a decline form.
Agency form accepted.
TB Documentation TB skin test, TB QuantiFERON, or T-Spot completed within one (1) year of start date and annually thereafter.
Chest X-Ray within the past five (5) years for past positive TB cases as a result of TB exposure.
TB screening form is required (along with Chest X-Ray) and required annually Background Check Completed within thirty (30) days prior to start date and INCLUDES: National Criminal Check, FACIS Level III, National Sex Offender, all states and counties lived and worked in within the past seven (7) years, including for any aliases.
SSN and Address Trace are required.
OIG (Office of Inspector General) OIG completed within thirty (30) days of start date, and at time of extension.
Must be run for all alias names that appear on the SSN address trace.
SAM (System for Award Management) SAM completed within thirty (30) days of start date, and at time of extension.
Must be run for all alias names that appear on the SSN address trace.
Nebraska DHHS Central Registry Check Completed within sixty (60) days of start date and including Adult Protective Services and Child Abuse Neglect Registries Education Verification For highest level of education completed.
Required for licensed healthcare professionals only.
Specialty Competency Exam Completed within one (1) year of start date for the specialty corresponding to the CP's Assignment; required annually.
An 80% or passing rate is required.
Joint Commission Competencies Core I, II, and III completed within one (1) year of start date; required annually Valid state issued Drivers License or ID card State issued photo ID or state issued Drivers License required to be current at time of start.
Photo ID must be submitted to clients for identification verification.
Respiratory Fit Test 3M N95 or 1860 models.
The HCP has the option to have this completed the first day in CCH Occupational Health for
*** CPI or MOAB Certification Upload Current CPI or MOAB Certification.
HCP can start with this item pending but will be required to take the class offered at Columbus for
*** BLS
- Basic Life Support (American Heart Association) Auto Insurance HCP's will be required to show active proof of auto insurance with their HCP's name on it due to driving requirements Provided Documents Healthcare Provider Timekeeping Instructions Agency to download this document and provide to all HCP's prior to their start date.
HCP/ Affiliate Vendor responsible to enter time in Triage Plus no later than noon CST every Monday.
View Document
Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms.
For information about benefits and eligibility, see One.Walmart.
The annual salary range for this position is $98,000.00 - $172,000.00 *This pay range is for a 40 hours/week schedule. Weekly scheduled hours are determined individually and the ranges for different scheduled hours are prorated based on the percentage of 40 hours. E.g., the range for a 36 hours/week schedule, which is 90% of 40 hours, is 90% of the above range. Additional compensation includes annual or quarterly performance bonuses.
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Minimum Qualifications...Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.
Bachelor's Degree in Pharmacy or PharmD degree, or equivalent FPGE (NABP).Pharmacy license (by job entry date).
Completion of an ACPE Accredited Immunization training program (for example, APhA, Pharmacy School Curriculum, State Pharmacy Association sponsored).Preferred Qualifications...
Outlined below are the optional preferred qualifications for this position. If none are listed, there are no preferred qualifications.
Primary Location...125 Clarion Rd, Altavista, VA 24517-1164, United States of AmericaWalmart and its subsidiaries are committed to maintaining a drug-free workplace and has a no tolerance policy regarding the use of illegal drugs and alcohol on the job. This policy applies to all employees and aims to create a safe and productive work environment.
Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms.
For information about benefits and eligibility, see One.Walmart.
The annual salary range for this position is $98,000.00 - $172,000.00 *This pay range is for a 40 hours/week schedule. Weekly scheduled hours are determined individually and the ranges for different scheduled hours are prorated based on the percentage of 40 hours. E.g., the range for a 36 hours/week schedule, which is 90% of 40 hours, is 90% of the above range. Additional compensation includes annual or quarterly performance bonuses.
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Minimum Qualifications...Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.
Bachelor's Degree in Pharmacy or PharmD degree, or equivalent FPGE (NABP).Pharmacy license (by job entry date).
Completion of an ACPE Accredited Immunization training program (for example, APhA, Pharmacy School Curriculum, State Pharmacy Association sponsored).Preferred Qualifications...
Outlined below are the optional preferred qualifications for this position. If none are listed, there are no preferred qualifications.
Primary Location...1500 Armory Dr, Franklin, VA 23851-2452, United States of AmericaWalmart and its subsidiaries are committed to maintaining a drug-free workplace and has a no tolerance policy regarding the use of illegal drugs and alcohol on the job. This policy applies to all employees and aims to create a safe and productive work environment.Position title:
Postdoctoral Employee (003252)
Salary range:
The UC academic salary scales set the minimum pay determined by rank and step at appointment. See the following table(s) for the current salary scale(s) for this position: . A reasonable estimate for this position is $66,737 - $74,425.
Percent time:
100% FTE
Anticipated start:
Fall 2025 to Spring 2026
Position duration:
Two year with the possibility of extension based on performance and availability of funding.
Application Window
Open date: October 4, 2025
Next review date: Wednesday, Mar 18, 2026 at 11:59pm (Pacific Time)
Apply by this date to ensure full consideration by the committee.
Final date: Wednesday, Mar 18, 2026 at 11:59pm (Pacific Time)
Applications will continue to be accepted until this date.
Position description
The He lab is in the Molecular and Cell Biology department at UC-Berkeley, which encompasses a breadth of disciplines spanning all levels of organization and encompassing diverse organisms. The breath of training, combined with the unique location of Berkeley in the center of biomedical research, offer a nurturing environment for the next-generation scientist to launch on a successful career in biomedical research in academia and industry. The Principal Investigator, Dr. Lin He, was awarded the MacArthur Fellowship (the genius award), the Searle Scholar, a HHMI Faculty Scholar, and is currently a Thomas and Stacey Siebel distinguished chair professor at UC-Berkeley, and a biohub investigator with the Chan-Zuckerberg Initiative (CZI).
The developmental and physiological complexity of a given organism is not governed by the sheer number of protein-coding genes. In mammals, the numerous functional non-coding elements greatly expand gene regulatory modality and diversify functional reservoir. Using human genetics/genomics, mouse genetics/genomics, cell and molecular biology approaches, the He lab at UC-Berkeley has identified a variety of functional non-coding elements, including transposons and non-coding RNAs. Not only do non-coding elements offer important developmental/physiological functions, they also provide us with a unique angle to discover new biological/cellular processes in development and disease. Combining sophisticated genome engineering and innovative live cell imaging, we have pioneered in vivo studies to elucidate the new cellular functions and molecular mechanisms in development and aging. The discoveries of the He lab have been well recognized by publications in prestigious journals, including Nature, Science and Cell. Currently, there are postdoc openings in two projects.
Transposons in mammalian preimplantation development ~40% of mammalian genome originates from transposons, whose abundance greatly exceeds that of protein genes. While historically viewed as degenerated "parasitic" DNAs, transposons yield numerous functional elements for the host genome. These sequences resulted from ancient invasion confer new mechanisms of gene regulation, generate Neogene/ncRNA functions, and provide raw material for genome innovation. Mammalian preimplantation embryos constitute one of the best systems to study transposon-host interactions, as ~20% of their transcriptome results from transposon induction. We aim to characterize the role of specific transposons in preimplantation embryos.
Transposons in aging and disease While specific transposons are integral components of host biology, most mammalian transposons are potentially detrimental to the host genomes, thus inactivated via degenerative mutations and/or transcriptional/post-transcriptional silencing. Interestingly, aberrant transposon induction has been observed in a variety of pathological conditions, including aging, cancer and infection. We aim to investigate the mechanisms underlying transposon dysregulation during reproductive aging and cancer, and to elucidate the effects of transposon-host interactions that accelerate aging and promote cancer.
Postdoc responsibilities:
1) The postdoc will work with the PI to develop a project in one of the two research directions, to comprehensively read literature, to establish appropriate experimental systems, to learn important technologies, and to execute experiments to advance the project and perform data analyses.
2) The postdoc will meet with the PI on a weekly basis to discuss results, to development experimental plans.
2) The postdoc will work with junior lab members to mentor them on specific experimental techniques .
3) The postdoc will contribute to lab duties, which is evenly distributed among all lab members.
Lab:
Qualifications
Basic qualifications (required at time of application)
PhD (or equivalent international degree) or enrolled in a PhD degree program (or equivalent international degree)
Additional qualifications (required at time of start)
Ph.D. (or equivalent international degree) required by the appointment start date. No more than three years of post-degree research experience by the start date.
Preferred qualifications
Ph.D. in developmental biology, Genetics, Genomics, Cell Biology, Molecular Biology, Biochemistry or related field are all welcome to apply. Prior research experiences in mammalian development and disease are preferred.
Application Requirements
Document requirements
Curriculum Vitae - Your most recently updated C.V.
Cover Letter
Research Statement - Please discuss research accomplishments and proposed plans. This can include, for example, your publication record, awards, presentations, inclusive research practices that promote the excellence of your research, and areas for future research.
(Optional)
Reference requirements
- 3-5 required (contact information only)
Apply link:
JPF05057
Help contact:
About UC Berkeley
UC Berkeley is committed to diversity, equity, inclusion, and belonging in our public mission of research, teaching, and service, consistent with UC Regents Policy 4400 and University of California Academic Personnel policy (APM 210 1-d). These values are embedded in our Principles of Community, which reflect our passion for critical inquiry, debate, discovery and innovation, and our deep commitment to contributing to a better world. Every member of the UC Berkeley community has a role in sustaining a safe, caring and humane environment in which these values can thrive.
The University of California, Berkeley is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or protected veteran status.
For more information, please refer to the University of California's Affirmative Action and Nondiscrimination in Employment Policy and the University of California's Anti-Discrimination Policy.
In searches when letters of reference are required all letters will be treated as confidential per University of California policy and California state law. Please refer potential referees, including when letters are provided via a third party (i.e., dossier service or career center), to the UC Berkeley statement of confidentiality prior to submitting their letter.
As a University employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.
Unless stated otherwise, unambiguously, in the position description, this position does not include sponsorship of a new consular H-1B visa petition that would require payment of the $100,000 supplemental fee.
As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct.
- "Misconduct" means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment or discrimination, as defined by the employer.
- UC Sexual Violence and Sexual Harassment Policy
- UC Anti-Discrimination Policy
- APM - 035: Affirmative Action and Nondiscrimination in Employment
Job location
Berkeley, CA
About the Fleet:
Join our growing private fleet and help us deliver on a powerful purpose: We help people save money so they can live better. As a Class A CDL driver, you’ll enjoy competitive pay for every aspect of the job—not just your miles—along with predictable schedules and modern equipment. Take the wheel of a career that moves more than freight; it moves lives forward.
Why drive for Walmart?
Regional truck drivers can earn up to $110,000 in their first year.
Weekly Home Time
Consecutive days off every week
Benefits & Perks
Earn PTO immediately—up to 21 days in your first year
Up to 6% match on 401K
Medical, Dental, and Vision plan options available from day one
Company paid life insurance and short-term disability
Up to four paid safety days a year
Associate Discount Card available after 90 days
No touch freight deliveries
Quarterly safety bonuses & annual pay increases
Ask about our Walmart driver perks, such as our Referral Program, Rider Program, Driver Mentor Program, parking at Walmart locations and more!
What you'll do
You plan your day, set priorities, and work with your team to keep freight moving safely and on time. You communicate clearly, solve problems as they come up, and adapt to changes on the road or in the plan.
You handle all required paperwork and electronic logs accurately and follow all DOT, state, and company guidelines.
You safely operate your tractor-trailer, inspecting it before, during, and after each trip to keep it in top shape.
You will run optimized routes by following traffic laws and local restrictions—reducing delays and improving on-time delivery performance.
You uphold Walmart’s high standards of safety, integrity, and professionalism every mile of the way.
Minimum Qualifications
Interstate (Class A) Commercial Driver’s License with Hazmat endorsement (including cleared background check) or will obtain HAZMAT endorsement (with cleared background check) within 120 calendar days of date of hire.
Minimum of 30 months (2.5 years) experience working in a full-time Class A tractor/trailer driving position in the previous 3 years (36 months).
No more than two (2) moving violations while operating a personal and/or commercial motor vehicle in the last three (3) years.
No serious traffic violations while operating a personal and/or commercial motor vehicle in the last three (3) years.
No preventable accidents* while operating a personal and/or commercial motor vehicle in the last three (3) years.
No preventable DOT recordable accidents* (collisions resulting in disabling damage and/or immediate medical treatment away from the scene) while operating a commercial motor vehicle in the last ten (10) years.
No preventable accident* resulting in a fatality or catastrophic injury in driving history in personal or commercial motor vehicle.
Must currently live within 250 miles of the assigned facility or willing to establish a residence within 250 miles by 90 days from hire date.
*The preventability of any accidents will be determined by Walmart based on the ATA Guidelines.
At Walmart, we offer competitive pay as well as performance-based bonus awards and other great benefits for a happier mind, body, and wallet. Health benefits include medical, vision and dental coverage. Financial benefits include 401(k), stock purchase and company-paid life insurance. Paid time off benefits include PTO (including sick leave), parental leave, family care leave, bereavement, jury duty, and voting. Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more.
You will also receive PTO and/or PPTO that can be used for vacation, sick leave, holidays, or other purposes. The amount you receive depends on your job classification and length of employment. It will meet or exceed the requirements of paid sick leave laws, where applicable.
For information about PTO, see
Live Better U is a Walmart-paid education benefit program for full-time and part-time associates in Walmart and Sam's Club facilities. Programs range from high school completion to bachelor's degrees, including English Language Learning and short-form certificates. Tuition, books, and fees are completely paid for by Walmart.
Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms.
For information about benefits and eligibility, see One.Walmart.
Drivers are paid a fixed rate for each mile driven, with additional pay for certain activities. For some activities drivers receive the mileage rate plus activity pay. For other activities they receive only activity pay. Drivers also receive Average Daily Pay (ADP) in certain circumstances.
Local Driver: The mileage rate for this position will be $0.55 - $0.69 per mile and the average number of miles driven range from 62,355 - 196,040.*
Regional Driver: The mileage rate for this position will be $0.55 - $0.69 per mile and the average number of miles driven range from 62,355 - 196,040.*
*This is for information only. Your actual pay may vary by location and actual miles driven.
Drivers receive both activity pay and the mileage rate for activities including Arrive/Arrive Drop, Bridge Pay, Chain, Evening Shift Premium, Hook, Live Load, Layover, Live unload, Regional Pay, Stop/Stop Drop, and Weekend mileage.
Drivers receive only activity pay for activities including Accident, Breakdown, Weather/Road Closure, Cleaning Rejected Trailer, Assigned tractor not available, Out of hours (70), Snow Removal assigned trailer, Undock Trailers, Trailer Weight issue, and Wait Time.
Drivers may be eligible to receive Average Day’s Pay (ADP) for circumstances such as to calculate paid time off (PTO), safety day, holiday, deferred holiday, bereavement, and jury duty. A driver will receive ADP when attending a Walmart event scheduled to last a full day (8 hours or more). Drivers will be paid a full ADP even if the driver performs no driving duties following the event. The full ADP is paid in addition to the pay earned for all activities, miles, and layover performed after the event.
The ADP rate is $240 per day.Minimum Qualifications...Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.
Interstate (Class A) Commercial Driver’s License with Hazmat endorsement (including cleared background check) or will obtain HAZMAT endorsement (with cleared background check) within 120 calendar days of date of hire.A minimum of 30 months of experience working in a full-time Class A tractor/trailer driving position in the previous 3 years or successful completion of the Walmart Fleet Development Academy Program.
No more than two (2) moving violations while operating a personal or commercial motor vehicle in the last three (3) years.
No serious traffic violations while operating a personal or commercial motor vehicle in the last three (3) years.
No preventable accidents while operating a personal or commercial motor vehicle in the last three (3) years.
No preventable DOT recordable accidents (collisions resulting in disabling damage and/or immediate medical treatment away from the scene) while operating a commercial motor vehicle in the last ten (10) years.
No preventable accident resulting in a fatality or catastrophic injury in driving history (personal or commercial motor vehicle).
Must currently live within 250 miles of the assigned facility or be willing to establish a residence within 250 miles by 90 days from the hire date.
Permanent residence is defined as your main, and regular residence (home) at a fixed address. It is the location you report to the government (W2, tax returns, census, passport, etc.) as your “home.” Your permanent residence is the location you have the intention of returning to as your primary residence and is the place containing your most loved persons, animals, and/or things.Primary Location...500 JONESVILLE RD, COLDWATER, MI 49036-9648, United States of AmericaAre you currently a Walmart associate?
Please log in to Workday and use the Find Jobs report to apply for this job.
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PURPOSE OF THE POSITION: The person holding this supervisory position is considered a part time team member and is responsible and accountable for: the daily operation of the restaurant, assisting the RGM with hiring and training team members, directing the activities of team members, and rewarding or disciplining team members in consultation with the RGM; and, performing these functions in ways that assure compliance with all Company policies and procedures, customer satisfaction, a high level of team member morale and the attainment of sales and profit objectives. The Shift Manager reports directly to the RGM, and holds the second highest position in the restaurant if there is not an Assistant Manager. In restaurants with an Assistant Manager, the Shift Manager is the next highest position.
ESSENTIAL FUNCTIONS: The following accountabilities are essential to this position and a high degree of performance must be achieved in each in order for the incumbent to be successful. These accountabilities are organized according to our six Key Result Areas.
When the word "policies" or the phrase "policies and procedures" or similar language is used in any of the Company's documents, the term refers to all policy and procedure bulletins, manuals, training materials, memoranda, newsletters, communications on the “Document Viewer” on the computer, and all other documents and oral discussions with team members' supervisors, which relate to the restaurant. The management team shall be responsible for ensuring that all team members, including the manager himself/herself, comply with all Company policies and procedures and all Pizza Hut standards at all times and take immediate steps to correct actions not in accordance with such policies, procedures and standards.
I. PROFITABILITY
A.Planning
1.Executes the RGM’s plans and overall Daland Corporation plans to achieve consistent sales growth and profit growth.
2.Achieves planned/budgeted profits, as communicated by the RGM. This involves:
- a.Using established control systems and procedures to measure actual results and to identify deviations from planned results.
- b.Assisting the RGM, as requested, in developing and implementing corrective action plans to assure actual results conform to plan.
B.Policies: Complies with all Company policies and procedures, including but not limited to, those relating to inventory, cash, payroll, food handling, interactions with guests, team members, and vendors, and legal compliance.
C.Manages and Controls Cash: In conjunction with the RGM and other managers, ensures that that all cash and checks, minus the change fund is correctly deposited, credit card transactions are correctly settled, and cash over or short is minimized.
1. Performs Banking Transactions
- a. Assures that two deposits daily are prepared and deposited in the bank (more than two may be required in higher volume units.)
- i. The intent of the first deposit is to remove from the unit an amount approximately equal to the total of cash plus checks, minus the amount of the change fund.
- ii. The first deposit is to be made after 4:00 p.m., when the opening manager is ready to leave for the day.
- iii. The final deposit will be all remaining cash plus checks, minus the change fund.
- iv. The managers may take such deposits to the bank, using his/her personal vehicle, and depending on the time of day, make the deposit in the bank lobby or in the night depository.
- v. Assure the “Weekly Deposit Log” is completed for each deposit made.
- b. If requested by the RGM, the other managers shall perform the following tasks. These are the responsibility of the RGM, but may be delegated to other managers.
- i. Picks up validated deposit slips at the bank.
- ii. Verifies bank validated deposit amounts to sales and cash reports as well as the “Weekly Deposit Log,” and assures all appropriate signatures are on the “Weekly Deposit Log”.
- iii. Sends a copy of the “Weekly Deposit Log” to the Home Office with all other weekly paperwork.
D.Controls cash drawers and team member “banks”, following all established manual and computer procedures.
1. Establishes the correct number of cash drawers. Number of cash drawers in use at one time may vary from one to four depending on size of the restaurant, sales volume, method of delivering services to customer. Amount of cash in each drawer is recorded and kept in the drawer for the duration of the shift, or until “dropped” from the cash drawer to the safe.
2. Establishes cash banks for delivery drivers.
3. As needed, will operate cash drawer following established procedures for cash drawer operation.
4. As necessary, money is removed from cash drawers from time to time and secured in the safe.
5. Throughout the shift, cash drawer transactions, such as paid outs, miscellaneous receipts (paid ins), discounts and promotions are properly accounted for, including all documentation; transactions are properly entered into the computer; and, all documentation is organized and secured for transmitting to the Home Office.
6. Assures cash drawers are counted and balanced at the end of each shift or when there is a change in cashiers.
7. Records tips for servers and drivers on credit card/gift card transactions and correctly settles all credit card/gift card transactions.
8. Inform the RGM anytime cash short exceeds $5 for a day.
9. Reviews reports and otherwise takes actions to ensure that team members properly report actual sales and actual tips, and ensures that team members do not falsify credit card receipts or other Company documents. This requires due diligence on the part of the managers.
E.Assists the RGM in Managing and Controlling Cost of Sales: The actual cost per the P&L must be equal to or between Ideal Cost and Allowable Cost as calculated in the Product Cost Analysis report and Bonus Calculation Sheet. This includes these processes:
1.Utilizes manuals and/or automated procedures approved by the Company, orders all approved products used in the restaurant.
2.Properly accepts deliveries and properly stores inventory items used in the restaurant. This involves these processes:
- a.Checks in products as received off of delivery vehicles to verity product quality and verifies that amounts charged for on delivery receipt/packing slips are for amount of goods received.
- b.Uses a two-wheeled hand truck to unload and products, assists and oversees other team members in proper storage of products. Weight of items varies from 10 to 50 pounds. Full load on two-wheeled hand truck may exceed 500 pounds. Generally, ensures that more than one person is available to perform this task.
- c.“Autoposts” inventory received, or enters on inventory record the amount and cost of each product item received, as noted on delivery receipt/packing slip.
3.Accurately accounts for all product coming into the restaurant, used to prepare products, or transferred out of the restaurant.
4.Assures the proper execution of all recipes and specifications for preparing ingredients and assembling products.
5.Manages waste which involves maintaining a FIFO (First In, First Out) system and marking all products with a Made – Ready – Discard label.
6.Assures the correct order entry procedures are followed by all order takers.
7.Assures compliance with team member consumption policies.
8.Performs a Daily Product Usage Analysis on critical inventory items to assure usage meets guidelines.
9.Communicates goals to team members and follows up with team members to ensure goals are being met.
10.The following tools are used to aid in controlling Cost of Sales:
- FMS Product Cost Analysis Report
- FMS Daily Ideal Usage Report
- FMS Weekly Worksheet Report
- Bonus Calculation Sheet
- Profit and Loss Statement
- The General Ledger
- Prep Variance Report
- Daily Prep Variance Report
F.Assists the RGM in Managing and Controlling Cost of Labor: Ensures that “Flow-thru” targets/goals are achieved; actual hours used do not exceed the established labor model/matrix; and, team member productivity is maximized. This includes these processes:.
1.Ensuring the accuracy and completeness of team member timekeeping records, including tips and team member meals. Updates team member records as needed.
2. Minimizing edits to clock-in/clock-out transactions by assuring team members properly clock in at the beginning of their shift and clock out at the end of their shift.
3. Assuring team members do not clock in earlier than five (5) minutes prior to their scheduled shift.
4. Assuring the man-hours used for opening and closing the restaurant do not exceed established targets.
5.Analyzing actual labor hours used versus earned allowable labor hours and calculating the variance; and, using this information to appropriately manage labor each shift.
6.Communicating and cooperating with the Home Office Payroll Department to assure accuracy in payroll, including information about new hires, raises, promotions, and terminations.
7.Making appropriate recommendations to the RGM regarding wages within Company guidelines.
8.Eliminating overtime hours for team members who are paid on an hourly basis.
9.Eliminating supplemental tip credit pay.
10.Improving team member productivity using the measurements and tools available through the Company, as well as the following:
- Assuring the Back of the House (BOH) is “optimized”:
- i. Organized … a place for everything, and everything in its place
- ii. Lineal Flow … eliminate or minimize back tracking
- iii. Have all items located closest to the next step in the product assembly process
- iv. Minimize the number of steps taken and the reach needed for all items
- Assuring that team members are thoroughly trained.
- Ensuring that “prep levels’ are adequate for the forecasted volume of business for the day, including: products thawing/tempering; raw product prep; preassembled pizza and other products; and so on.
- Ensuring that food preparation areas, make table, cut table, and service areas are stocked appropriately before each shift and maintained during peak volume periods.
- Ensuring products are prepared quickly in accordance with time standards.
- Ensuring that tables vacated by customers are cleared, cleaned, sanitized and reset quickly.
11. Reduces turnover by managing all aspects of the restaurant professionally and in accordance with Company standards.
12. If the RGM has delegated scheduling to the Shift Manager, the Shift Manager uses established procedures to produce a sales forecast to be used in the scheduling process.
G.Managing Other Operating Expenses and Semi-Variable Expenses to Budget or less.
II. CUSTOMER SATISFACTION
A.Maintains positive customer relations, which includes:
1. Assuring personal behaviors and team member behaviors toward all customers are courteous, attentive, respectful, and enthusiastic.
2. Assuring a comfortable environment for customers.
3. Executing "Floor Management" by directing activities and greeting and interacting with customers on each shift worked.
4. Immediately resolving customer complaints by apologizing first and then assuring the satisfaction of the customer. Complaints may be received in person, by phone, or in writing. Consult with the RGM if the customer is not satisfied with your suggested resolution.
- a. B.L.A.S.T. is the acronym we use for our complaint resolution process:
- Believe the customer
- Listen to the customer
- Apologize to the customer
- Satisfy the customer
- Thank the customer
5. Immediately contacting the RGM (or DM if the RGM is not available immediately) regarding any incidents in which customers are injured or in which customers claim some harm done to them.
B. Ensures customers receive prompt, quality service. This includes:
1. If the RGM has delegated scheduling to the Shift Manager, scheduling the correct number of team members for forecast sales volume; and deploying those Team members in the correct job roles.
2. Following established service guidelines and procedures to assure all Hospitality Standards are achieved.
3. Directing team member activities to assure speed of service standards are met or exceeded, including product preparation times and delivery times.
4. Personally serving customers as required to meet the demand of the volume of business.
5. Ensuring customers are greeted properly and seated as quickly as appropriate.
6. Recognizing and dealing effectively with the special needs of customers.
7. Ensuring that customer orders are taken promptly, prepared accurately, and served quickly.
8. Ensuring customer follow-up, which means servers check back with customers frequently to see if there is anything else needed.
9. Ensuring immediate attention is given to customers ready to pay, either by prompting servers to complete the table cashout procedure or by performing the transaction of cashing out customer as needed.
10. Ensuring the phone is answered promptly and courteously, following the Telephone Service Essentials.
11. Responding to customers at pickup counter and drive-thru window; finding order; collecting money for the order; verifying order to customer; and, thanking customers.
12. Dispatching orders for delivery customers as required to meet the demands of the volume of business, grouping orders by geographical destination and instructing drivers as they arrive and depart which orders to take with them and where to go.
13. Delivering pizzas as necessary to meet the demands of the business.
14. Ensuring customers are thanked for their business.
C.Ensures quality ingredients are used to prepare all products. This includes:
1. Maintaining Food Safe Temperatures for all ingredients and products.
2. Ensuring food preparation utensils and food contact surfaces are property cleaned and sanitized.
3. Ensuring that procedures for receiving, handling and storing ingredients are followed.
4. Recognizing and correcting any raw ingredients or product problems.
5. Maintaining inventory levels which assure product freshness and no outages.
6. Eliminating the potential for cross contamination.
7. Ensuring that proper procedures are followed to prepare ingredients (dough, sauces, meats, cheeses, and vegetables).
8. Ensuring salad bar is maintained according to standards of operation (restaurant only).
9. Personally preparing ingredients as necessary.
D. Ensures quality products, which includes:
1. Planning dough, ingredient and product preparation to meet sales volumes and personally preparing these items, as necessary, to meet the demand of the business.
2. If deemed appropriate by the RGM, performing a product cookability test to verify proper oven and belt speed.
3. Following proper procedures to process customer orders.
4. Personally preparing and cooking menu items as required to meet the demands of the volume of business.
5. Taking every appropriate action, in consultation with the RGM, including driving to another restaurant to pick up product, to resolve outage or potential outage situations.
6. Maintaining inventory levels which assure product freshness and no outages.
7. Planning dough, ingredient and product preparation to meet sales volumes and personally preparing these items, as necessary, to meet the demand of the business.
8. Assuring all products are prepared according to exact specifications, recipes and procedures.
9. Personally preparing and cooking menu items as required to meet the demands of the volume of business.
E.Ensures that all standards for cleanliness and sanitation are met or exceeded, with particular attention to:
1. Restrooms.
2. Table tops; booth backs and seats; and chair seats.
3. Silverware, plateware, and glassware.
4. Dining room floors.
5. Salad bar.
F.Implements new or approved changes in policies, procedures and/or operation standards. This involves:
1. Attending training sessions.
2. Reading "Rollout Guides" or other resources.
3. Assisting the RGM with training restaurant team members of new procedures or changes.
4. Participating in crew training and other actions in the restaurant to assure full and correct implementation.
5. If requested by the RGM, assisting with updating all manuals, resources and job aids as required.
III.PEOPLE
A.Maintains positive team member relations and a positive and productive workplace, which involves:
1. Building relationships with team members based on mutual trust and respect.
2. Communicating and following the Daland “5 Star” Vision and Core Beliefs.
3. Promoting teamwork.
4. Being familiar with benefits available to team members, and referring appropriate questions to the RGM regarding these benefits.
5. Informing the RGM of all team member grievances.
6. Performing correct and consistent administration of team member disciplinary procedures, and discussing all recommended discipline with the RGM.
7. Assuring compliance with various governmental regulations, such as ensuring that all team members are clocked in while working, complying with overtime laws, child labor laws, alcoholic beverage laws, anti-discrimination and anti-harassment laws, FLSA, EEO, etc.
8. Performing consistent administration of and compliance with Company policies and procedures.
9. Communicating effectively with the crew and management team.
10. Assuring team member understanding of the Daland Corporation organization structure and career opportunities within the Company.
B. Assists the RGM with managing the size and quality of staff. The following are responsibilities of the RGM, but if requested by the RGM, the Shift Manager may assist with the following:
1. Planning, recruiting, and hiring to assure a full staff at all times and to assure adequate time for processing MVR's (motor vehicle reports), background checks, etc. Only the RGM is authorized to hire new team members; and Shift Managers are only permitted to interview applicants if authorized by the RGM.
2. Continuously recruiting and taking applications from job candidates.
3. If requested by the RGM, utilizing staffing tools, such as the Pizza Hut Hiring Zone and the team member Assessment; interviewing job candidates; and, checking their references.
4. If requested by the RGM, making recommendations to the RGM regarding the best qualified candidates.
5. Complying with Company employment practices and governmental regulations, including EEO, ADA Title I, etc.
C.Assisting the RGM in training newly hired team members and team members preparing for promotions. This involves:
1. Following Company training policies and meeting Pizza Hut Training Standards.
2. Utilizing on-line training, trainer's guides, checklists, job aids, tests and other training resources to assure a thorough job of training.
3. Using the four step training process of: (1) Preparation (2) Show & Tell; (3) Guided Practice; and (4) Follow-up to assure the trainee can perform all tasks up to required standards prior to being allowed to perform the tasks "solo."
D. Manages team member performance and supervises work. This includes:
1.Utilizing Coaching for Results, which includes:
- a.Activating team member behavior.
- (1)Providing guidance, direction, and reassurance to all team members.
- (2)Communicating non-negotiable standards of performance to team members.
- (3)Conducting team member meetings, group training sessions and Jump Start meetings.
- (4)Assigning Team members tasks from the Opening, Closing and Maintenance checklist.
- (5)Communicating job assignments for each shift to team members and assuring each team member works their assignment.
- (6)Giving instructions to team members that are clear and assure understanding.
- (7)Assigning team members to breaks.
- (8)Sending team members home early if not needed due to business conditions.
- (9)Calling team members in early, or calling extra team members to work to cover unanticipated surges in business volume.
- (10)Assuring all opening, shift, and closing job duties are completed and performed correctly.
- b.Evaluating team member behavior.
- (1)Observing team member performance each shift.
- (2)Working along side team members and assisting in the performance of their tasks, as needed.=
- (3)Monitoring team member meals and signing team member meal guest checks.
- (4)Ensuring adherence to alcoholic beverage laws of the local community
- (5)Conducting regular, written performance appraisals on all subordinates, using the procedure and forms provided by the Company and within the time specified in compensation plans.
- c.Responding to team member behavior with consequences.
- (1)Taking action (corrective or positive reinforcement) to assure team member performance meets or exceeds standards.
- (2)Providing ongoing counseling that gives praise and recognition to team members for jobs well done; identifies areas of performance needing improvement and methods for improving; and, if required, gives reprimands that are job focused.
2.Handling non-routine occurrences/emergencies and informing the RGM of such occurrences/emergencies.
E. Assists RGM with developing promotable team members in his/her restaurant and promotable management for Daland. This includes:
1. Using Company training programs and resources to prepare candidates for promotions and to assure that the management team is 100% certified in management processes, systems, policies, and procedures.
2. Making recommendations to the RGM regarding which team members are eligible for promotion to Shift Manager/Leader.
F. Assists RGM with personnel administration functions, which includes:
1. Assuring team members complete all required personnel documents such as W-4's, I-9's, Team member Acknowledgment, Arbitration Agreement, Delivery Driver Statement, New Driver Checklist, etc.; and, that these required documents are transmitted to the Home Office.
2. Documenting required payroll data for team members, including accurate recording of hours;
3. Managing worker's compensation claims, etc. in accordance with Company policies and procedures.
4. Maintaining personnel files on all team members, which includes filing all personnel documents; recording training dates, vacation dates, evaluation dates, pay increases, and absences; etc.
IV. MARKETING
A.Implements marketing programs to increase business. This includes:
1. Engaging in positive community/public relations for Pizza Hut.
2. Providing input for promotional ideas.
3. Displaying and maintaining Point of Purchase (P.O.P.) and other elements of national, co-op or local marketing programs;
4. Properly executing authorized marketing programs, including new product tests.
5. Taking initiative to recommend new opportunities for increasing business.
V. FACILITIES
A.Maintains a quality environment for our customers and team members. This includes:
1. Conducting routine Preventive Maintenance on the facility and equipment.
2. Taking corrective actions pursuant to the RGM’s safety inspections.
3. Advising the RGM regarding non-routine problems and following up to assure such problems are corrected.
4. Maintaining cleanliness and sanitation in all areas of the restaurant.
5. Organizing all work space to ensure ease of operation.
6. Providing a quality work environment that is safe and complies with all OSHA regulations.
7. Cleaning and organizing refrigeration units.
8. Ensuring floors are clean and free from obstruction.
9. Keeping HVAC vents and filters clean.
10. Ensuring trash is disposed of promptly and according to security procedures.
11. Ensuring parking lot and grounds are free of trash and debris and taking action to correct deficiencies.
12. Ensuring all equipment is used according to proper operational procedures.
13. Keeping restrooms cleaned and stocked.
14. Keeping food prep areas cleaned and sanitized according to approved procedures.
15. Ensuring the daily cleaning and maintenance of all equipment.
16. Correcting any unsafe conditions.
17. Following up to ensure all Scheduled Maintenance and Daily CM&A items are completed.
VI. ADMINISTRATION
A.Effectively manages time, allocating an appropriate amount to each Key Result Area.
B.Manages all paperwork, documentation, written reports, etc. and assures these are always submitted on time and that they are accurate, complete and organized.
C.If requested by the RGM, orders inventory items used in the restaurant. This involves these processes:
1. Review of the Inventory on Hand is performed. The Inventory on Hand is compared to the Weekly Ideal Usage, which is obtained from the Product Cost Analysis report, and a determination is made as to the amount of each particular item to order. The order is then recorded on an order sheet, or is entered into the computer for electronic transfer of order information.
2. Amount ordered of each item may be adjusted upward or downward based on projections of upcoming sales trends, coupon impact, weather changes or other extra-restaurant environmental changes.
3. Calls in orders for supplies on the phone, or electronically submits order via computer.
D.If requested by the RGM, conducts weekly inventory of all food, paper and beverage products used in the unit. This involves these processes:
1. Physically reviewing and counting the inventory on hand (which involves climbing shelves, bending, kneeling, etc.).
2. Rearranging inventory to assure proper rotation (first in, first out) and to make it easier to count and control.
3. Recording amounts of inventory on hand on the inventory form.
E.If requested by the RGM, prepares the weekly labor schedules. This involves these processes:
1. Updating Guest Check Comments file in the restaurant computer to assist in forecasting labor hours.
2. Reviewing Guest Check Comments file and upcoming promotions that may affect sales during the upcoming week.
3. Forecasting anticipated sales volume by shift, by day and by week. The forecast is based on knowledge of any outside events that may influence sales such as coupons, promotions, etc. Particular consideration must be given to how sales are generated--that is, dine-in business contrasted to carry-out business or delivery business.
4. Updating sales forecasts in the FMS (computer system) based on outside events that may influence sales.
5. Reviewing requests for days off that have been turned in by team members and when possible allowing for requested days off.
6. Using experience, past schedules, Black Book information, Guest Check Comments, knowledge of team members' abilities, labor goals, and FMS (computer system) recommended labor schedule to assist in scheduling the proper number of team members each shift to meet sales volume and labor hour guidelines.
7. Obtaining the RGM's approval of the schedule, then posting the final schedule in accordance with Daland Corporation's policies and procedures.
F.Performs daily accounting procedures. This includes these processes:
1. At close of business day requests a sales report from the FMS computer to determine total sales entered into the cash drawers throughout the system.
2. Any cash paidouts or miscellaneous deposits from the day are verified with what is in the system.
3. Cash on hand is counted and reconciled against total sales.
4. Total deposit is calculated, and a deposit is prepared.
5. Dough waste and PPP waste is documented and calculated on the form provided and filed for use in forecasting future prep levels.
6. All gift checks are counted and verified against prior counts less current gift check sales on the Gift Check Tracking form.
G.If requested by the RGM, performs weekly accounting procedures. This includes these processes:
1. Completing, as required, the Weekly Sales Analysis and analyzing it.
2. Completing the Weekly Inventory.
3. Completing the payroll functions.
4. Analyzing the Daily Business Summary Report to determine performance in key measurement areas.
5. Preparing the weekly packet for the home office, using the checklist provided to assure all required items are included.
6. Calling any needed FRS numbers or statistics to the District Manager.
H.Meets all deadlines and assures that subordinates meet their deadlines.
I.Manages all paperwork, documentation, written reports, etc. and assures these are always submitted on time and that they are accurate, complete and organized.
J.Maintains and updates required files, manuals, and reports.
NON-ESSENTIAL FUNCTIONS: The "non-essential" functions are routinely performed by the person holding the Shift Manager's position and they are essential to the effective operation of the restaurant. However, these functions are considered "non-essential" to the position. The Manager on Duty is then accountable for assuring the delegated functions are correctly performed.
A.Receives and stores inventory items used in the unit. This involves these processes:
1. Checking in products as received off delivery vehicles to verify product quality and that amount charged for on the delivery receipt/packing slip is correct when compared to amount received. Signing the delivery receipt/packing slips for amount of goods received.
2. Using a two-wheeled hand truck, assists and oversees other employees in proper storage of products. Weight of items varies. Generally, more than one person is available to perform this task.
3. Entering on inventory screen of the computer the amount and cost of each product item received as noted on the delivery receipt/packing slip.
MINIMUM QUALIFICATIONS/REQUIREMENTS: The following are the qualifications and minimum requirements necessary for a person to perform this job.
A.Ability to work a minimum of three (3) days and at least 30 hours per week, but must be available to work more than 30 hours per week if necessary due to business necessity. In addition to having the flexibility to work a variety of shifts, including late nights and weekends.
B.Valid driver's license, insurance and automobile. Position involves taking large amounts of cash receipts to the bank at different times of the day including at night. Banks are generally at a distance requiring a person to drive to the bank. Position may also need automobile to pick up product, make pizza deliveries, etc.
C.Able and willing to travel. Position requires occasional travel for training, new store openings and meetings, which may be held at a distance from home not feasible to drive daily. Overnight stays at an out-of-town location may be required during the training sessions, new store opening, and meetings for up to one week at a time.
D.Telephone (cellular or land line) at residence. There are circumstances that may arise at the restaurant of which the manager must be informed while off duty.
E.Sufficient physical agility to perform the functions of the position. This includes these processes:
1. Sufficient physical strength to lift most items used in the operation of the restaurant.
2. Sufficient communication skills. Position involves communicating with team members, superiors and customers.
3. Ability to move at a fairly quick pace and to remain stationary for periods of six to eight hours at a time. The position requires person to perform all of the above at different times and intervals as needed by the realities of the environment and the position.
F.Ability to maintain a state of self-composure under conditions of stress and anxiety. Position routinely involves stress resulting from work overload, role ambiguity, conflicting demands from various customers, and team members. Person in this position must be able to function effectively under these conditions.
G.Previous experience with this Company as a Shift Manager/Leader; or previous restaurant management experience with another Company.
H.Sufficient mental and cognitive ability to perform the calculations and fill in the sales and product tracking forms used by the Company. Estimate is that ability to read, write and perform arithmetic procedures at the 12th grade level will be sufficient.
I.Ability to perform all of the duties of the hourly team members and supervisors under this person's supervision. As time and circumstances dictate the person in this position may have to assist or take over the duties of an hourly team member in order to expedite good customer service. Also necessary in order to train new team members in this function.
J.Ability to communicate effectively with a large variety of persons with diverse backgrounds. Position is one where incumbent provides direction and supervision to a variety of subordinates with diverse levels of education, differences in ages, and experience. Must be able to express ideas and concepts to these persons to assure teamwork through organization and leadership.
EQUIPMENT USED:
Standard restaurant office equipment such as calculator, telephone, and computer.
"Pizza Wheel". This is a device with a handle and a round stainless steel blade that is used to cut certain types of pizza dough crusts.
"Rocker Knife". This is a device about two feet long with a stainless steel handle that extends across the top of a stainless steel blade fashioned in a curve. It is used to cut certain types of pizzas by placing on the pizza and rocking the blade across the pizza surface.
"Vegetable Chopper". This is a hand operated mechanical device used to slice whole raw vegetables into smaller pieces for use on the make table.
"Crock". A generic term used to describe a variety of containers used to hold food items served on a salad bar. Knives, spoons, spatulas and other common utensils.
"Make Table". An open topped, refrigerated, compartmented table for the storage of food items used in the preparation of products for customer orders. Has doors which allow access to interior refrigerated section below the table top where additional food items are stored as back-up for the items stored on top of the table.
"Cut Table". A stainless steel table where cooked pizzas are cut into slices and where other products are assembled prior to serving them to the customer.
"Oven". A power driven device operating at high temperatures used to bake food products.
"Automatic Dishwasher". A mechanical device consisting of: (1) a dirty dish/rinse table, used to rinse and prepare dishes for washing; (2) dishwasher compartment, where dishes are washed with hot water, soap, sanitizing chemical and pressurized water; and, (3) clean dish/drain table, where clean dishes drain, dry and are sorted for storage.
"Dough Proofer". A metal cabinet heated to approximately 95 degrees Fahrenheit, in which panned dough is placed to obtain the correct rise in the dough.
"Three Compartment Sink". A stainless steel sink, separated into three compartments used to wash, rinse and sanitize all kitchen tools, and smallwares not washed in the automatic dishwasher.
"Pan Gripper". This is a mechanical device used to grip certain types of pizza pans for purposes of lifting or carrying when they have been heated to a high temperature.
"Portion Cups". These are pre-measured cups used by Pizza Hut restaurants for portioning cheese and toppings for pizzas.
"Scales". This is a small table model scale used to weigh and portion ingredients used in the recipes of various products.
"Pan Separators". These are plastic items, of varying shape, diameter and circumference, used to separate pans filled with dough to protect the dough inside the pan from contamination and to allow pans to be stacked for storage.
"Dough Perforator". This is a mechanical device consisting of a handle attached to a small wheeled drum that is dotted with metal protrusions. It is used to perforate certain types of dough prior to topping to prevent formation of bubbles during baking.
"Cutting Board". This is a hard surface board, rectangular or square in shape, on which pizzas and other food products are cut.
"Reach In". A refrigerated piece of equipment with doors which open to allow dough or pizza ingredients to be stored inside for easy access.
"Scraper Block". A device with a stainless steel blade and a wooden handle in a rectangular shape used to cut dough for portioning, and scraping the make table/cut table surfaces off for cleaning.
"Prep Table". A table about 34 to 36 inches high, with a stainless steel top. The table is used as a work surface for the preparation of many ingredient items used in the Pizza Hut.
“Kitchen and Dining Utensils". Such as knives, spoons, spatulas, etc.
"Plates, Bowls, Mugs, Tumblers". and other items to serve food and beverages to customers.
"Spoon". A stainless steel device with a long handle and a curved end used for applying sauce to prepared dough.
"Pan". A round metal device with a raised edge for holding dough prior to topping and baking.
"Walk-in". A refrigerated compartment of sufficient size to allow the individual to actually walk into the refrigerated compartment to obtain or store perishable items. Compartment may be sufficiently cold to freeze items.
"Freezer". A refrigerated box maintained at sufficient cold temperatures so as to freeze items stored inside.
"Ice Machine". A device that automatically receives water, freezes it, and stores it as ice in an attached storage bin.
"Soda Dispenser" (pop machine). A device that mixes syrup and carbonated water and dispenses carbonated soft beverage (soda, pop).
"Point of Sale Computer". Electronic device used in tracking orders, inventory, payroll information. Contains cash drawer used to make change for customer transactions, track paidouts, delivery orders, dispatching.
"FMS" Field Management System. Software used on the point of sale computer that provides management information necessary in managing the day to day operations of the restaurant.
Miscellaneous equipment such as a telephone, carry-out boxes and bags, hand towels, etc.
Serving tray, ticket book, bus tub, flatware and other small items.
Note: Many restaurants have additional equipment such as beer boxes, spaghetti magic machine, etc.
PLACES WHERE WORK IS PERFORMED: This work is performed on the employer's premises. Location of premises may vary throughout the employer's Company. This job description was developed by observing the work in process and from information provided by the management of Daland Corporation.
The Shift Manager reports directly to the RGM, and holds the second highest position in the restaurant if there is not an Assistant Manager.
In restaurants with an Assistant Manager, the Shift Manager is the next highest position.
ESSENTIAL FUNCTIONS: The following accountabilities are essential to this position and a high degree of performance must be achieved in each in order for the incumbent to be successful.
These accountabilities are organized according to our six Key Result Areas.
When the word "policies" or the phrase "policies and procedures" or similar language is used in any of the Company's documents, the term refers to all policy and procedure bulletins, manuals, training materials, memoranda, newsletters, communications on the "Document Viewer" on the computer, and all other documents and oral discussions with team members' supervisors, which relate to the restaurant.
The management team shall be responsible for ensuring that all team members, including the manager himself/herself, comply with all Company policies and procedures and all Pizza Hut standards at all times and take immediate steps to correct actions not in accordance with such policies, procedures and standards.
I.
PROFITABILITY A.Planning 1.Executes the RGM's plans and overall Daland Corporation plans to achieve consistent sales growth and profit growth.
2.Achieves planned/budgeted profits, as communicated by the RGM.
This involves:
- a.Using established control systems and procedures to measure actual results and to identify deviations from planned results.
- b.Assisting the RGM, as requested, in developing and implementing corrective action plans to assure actual results conform to plan.
B.Policies: Complies with all Company policies and procedures, including but not limited to, those relating to inventory, cash, payroll, food handling, interactions with guests, team members, and vendors, and legal compliance.
C.Manages and Controls Cash: In conjunction with the RGM and other managers, ensures that that all cash and checks, minus the change fund is correctly deposited, credit card transactions are correctly settled, and cash over or short is minimized.
1.
Performs Banking Transactions
- a.
Assures that two deposits daily are prepared and deposited in the bank (more than two may be required in higher volume units.)
- i.
The intent of the first deposit is to remove from the unit an amount approximately equal to the total of cash plus checks, minus the amount of the change fund.
- ii.
The first deposit is to be made after 4:00 p.m., when the opening manager is ready to leave for the day.
- iii.
The final deposit will be all remaining cash plus checks, minus the change fund.
- iv.
The managers may take such deposits to the bank, using his/her personal vehicle, and depending on the time of day, make the deposit in the bank lobby or in the night depository.
- v.
Assure the "Weekly Deposit Log" is completed for each deposit made.
- b.
If requested by the RGM, the other managers shall perform the following tasks.
These are the responsibility of the RGM, but may be delegated to other managers.
- i.
Picks up validated deposit slips at the bank.
- ii.
Verifies bank validated deposit amounts to sales and cash reports as well as the "Weekly Deposit Log," and assures all appropriate signatures are on the "Weekly Deposit Log".
- iii.
Sends a copy of the "Weekly Deposit Log" to the Home Office with all other weekly paperwork.
D.Controls cash drawers and team member "banks", following all established manual and computer procedures.
1.
Establishes the correct number of cash drawers.
Number of cash drawers in use at one time may vary from one to four depending on size of the restaurant, sales volume, method of delivering services to customer.
Amount of cash in each drawer is recorded and kept in the drawer for the duration of the shift, or until "dropped" from the cash drawer to the safe.
2.
Establishes cash banks for delivery drivers.
3.
As needed, will operate cash drawer following established procedures for cash drawer operation.
4.
As necessary, money is removed from cash drawers from time to time and secured in the safe.
5.
Throughout the shift, cash drawer transactions, such as paid outs, miscellaneous receipts (paid ins), discounts and promotions are properly accounted for, including all documentation; transactions are properly entered into the computer; and, all documentation is organized and secured for transmitting to the Home Office.
6.
Assures cash drawers are counted and balanced at the end of each shift or when there is a change in cashiers.
7.
Records tips for servers and drivers on credit card/gift card transactions and correctly settles all credit card/gift card transactions.
8.
Inform the RGM anytime cash short exceeds $5 for a day.
9.
Reviews reports and otherwise takes actions to ensure that team members properly report actual sales and actual tips, and ensures that team members do not falsify credit card receipts or other Company documents.
This requires due diligence on the part of the managers.
E.Assists the RGM in Managing and Controlling Cost of Sales: The actual cost per the P&L must be equal to or between Ideal Cost and Allowable Cost as calculated in the Product Cost Analysis report and Bonus Calculation Sheet.
This includes these processes: 1.Utilizes manuals and/or automated procedures approved by the Company, orders all approved products used in the restaurant.
2.Properly accepts deliveries and properly stores inventory items used in the restaurant.
This involves these processes:
- a.Checks in products as received off of delivery vehicles to verity product quality and verifies that amounts charged for on delivery receipt/packing slips are for amount of goods received.
- b.Uses a two-wheeled hand truck to unload and products, assists and oversees other team members in proper storage of products.
Weight of items varies from 10 to 50 pounds.
Full load on two-wheeled hand truck may exceed 500 pounds.
Generally, ensures that more than one person is available to perform this task.
- c."Autoposts" inventory received, or enters on inventory record the amount and cost of each product item received, as noted on delivery receipt/packing slip.
3.Accurately accounts for all product coming into the restaurant, used to prepare products, or transferred out of the restaurant.
4.Assures the proper execution of all recipes and specifications for preparing ingredients and assembling products.
5.Manages waste which involves maintaining a FIFO (First In, First Out) system and marking all products with a Made
- Ready
- Discard label.
6.Assures the correct order entry procedures are followed by all order takers.
7.Assures compliance with team member consumption policies.
8.Performs a Daily Product Usage Analysis on critical inventory items to assure usage meets guidelines.
9.Communicates goals to team members and follows up with team members to ensure goals are being met.
10.The following tools are used to aid in controlling Cost of Sales:
- FMS Product Cost Analysis Report
- FMS Daily Ideal Usage Report
- FMS Weekly Worksheet Report
- Bonus Calculation Sheet
- Profit and Loss Statement
- The General Ledger
- Prep Variance Report
- Daily Prep Variance Report F.Assists the RGM in Managing and Controlling Cost of Labor: Ensures that "Flow-thru" targets/goals are achieved; actual hours used do not exceed the established labor model/matrix; and, team member productivity is maximized.
This includes these processes:.
1.Ensuring the accuracy and completeness of team member timekeeping records, including tips and team member meals.
Updates team member records as needed.
2.
Minimizing edits to clock-in/clock-out transactions by assuring team members properly clock in at the beginning of their shift and clock out at the end of their shift.
3.
Assuring team members do not clock in earlier than five (5) minutes prior to their scheduled shift.
4.
Assuring the man-hours used for opening and closing the restaurant do not exceed established targets.
5.Analyzing actual labor hours used versus earned allowable labor hours and calculating the variance; and, using this information to appropriately manage labor each shift.
6.Communicating and cooperating with the Home Office Payroll Department to assure accuracy in payroll, including information about new hires, raises, promotions, and terminations.
7.Making appropriate recommendations to the RGM regarding wages within Company guidelines.
8.Eliminating overtime hours for team members who are paid on an hourly basis.
9.Eliminating supplemental tip credit pay.
10.Improving team member productivity using the measurements and tools available through the Company, as well as the following:
- Assuring the Back of the House (BOH) is "optimized":
- i.
Organized … a place for everything, and everything in its place
- ii.
Lineal Flow … eliminate or minimize back tracking
- iii.
Have all items located closest to the next step in the product assembly process
- iv.
Minimize the number of steps taken and the reach needed for all items
- Assuring that team members are thoroughly trained.
- Ensuring that "prep levels' are adequate for the forecasted volume of business for the day, including: products thawing/tempering; raw product prep; preassembled pizza and other products; and so on.
- Ensuring that food preparation areas, make table, cut table, and service areas are stocked appropriately before each shift and maintained during peak volume periods.
- Ensuring products are prepared quickly in accordance with time standards.
- Ensuring that tables vacated by customers are cleared, cleaned, sanitized and reset quickly.
11.
Reduces turnover by managing all aspects of the restaurant professionally and in accordance with Company standards.
12.
If the RGM has delegated scheduling to the Shift Manager, the Shift Manager uses established procedures to produce a sales forecast to be used in the scheduling process.
G.Managing Other Operating Expenses and Semi-Variable Expenses to Budget or less.
II.
CUSTOMER SATISFACTION A.Maintains positive customer relations, which includes: 1.
Assuring personal behaviors and team member behaviors toward all customers are courteous, attentive, respectful, and enthusiastic.
2.
Assuring a comfortable environment for customers.
3.
Executing "Floor Management" by directing activities and greeting and interacting with customers on each shift worked.
4.
Immediately resolving customer complaints by apologizing first and then assuring the satisfaction of the customer.
Complaints may be received in person, by phone, or in writing.
Consult with the RGM if the customer is not satisfied with your suggested resolution.
- a.
B.L.A.S.T.
is the acronym we use for our complaint resolution process:
- Believe the customer
- Listen to the customer
- Apologize to the customer
- Satisfy the customer
- Thank the customer 5.
Immediately contacting the RGM (or DM if the RGM is not available immediately) regarding any incidents in which customers are injured or in which customers claim some harm done to them.
B.
Ensures customers receive prompt, quality service.
This includes: 1.
If the RGM has delegated scheduling to the Shift Manager, scheduling the correct number of team members for forecast sales volume; and deploying those Team members in the correct job roles.
2.
Following established service guidelines and procedures to assure all Hospitality Standards are achieved.
3.
Directing team member activities to assure speed of service standards are met or exceeded, including product preparation times and delivery times.
4.
Personally serving customers as required to meet the demand of the volume of business.
5.
Ensuring customers are greeted properly and seated as quickly as appropriate.
6.
Recognizing and dealing effectively with the special needs of customers.
7.
Ensuring that customer orders are taken promptly, prepared accurately, and served quickly.
8.
Ensuring customer follow-up, which means servers check back with customers frequently to see if there is anything else needed.
9.
Ensuring immediate attention is given to customers ready to pay, either by prompting servers to complete the table cashout procedure or by performing the transaction of cashing out customer as needed.
10.
Ensuring the phone is answered promptly and courteously, following the Telephone Service Essentials.
11.
Responding to customers at pickup counter and drive-thru window; finding order; collecting money for the order; verifying order to customer; and, thanking customers.
12.
Dispatching orders for delivery customers as required to meet the demands of the volume of business, grouping orders by geographical destination and instructing drivers as they arrive and depart which orders to take with them and where to go.
13.
Delivering pizzas as necessary to meet the demands of the business.
14.
Ensuring customers are thanked for their business.
C.Ensures quality ingredients are used to prepare all products.
This includes: 1.
Maintaining Food Safe Temperatures for all ingredients and products.
2.
Ensuring food preparation utensils and food contact surfaces are property cleaned and sanitized.
3.
Ensuring that procedures for receiving, handling and storing ingredients are followed.
4.
Recognizing and correcting any raw ingredients or product problems.
5.
Maintaining inventory levels which assure product freshness and no outages.
6.
Eliminating the potential for cross contamination.
7.
Ensuring that proper procedures are followed to prepare ingredients (dough, sauces, meats, cheeses, and vegetables).
8.
Ensuring salad bar is maintained according to standards of operation (restaurant only).
9.
Personally preparing ingredients as necessary.
D.
Ensures quality products, which includes: 1.
Planning dough, ingredient and product preparation to meet sales volumes and personally preparing these items, as necessary, to meet the demand of the business.
2.
If deemed appropriate by the RGM, performing a product cookability test to verify proper oven and belt speed.
3.
Following proper procedures to process customer orders.
4.
Personally preparing and cooking menu items as required to meet the demands of the volume of business.
5.
Taking every appropriate action, in consultation with the RGM, including driving to another restaurant to pick up product, to resolve outage or potential outage situations.
6.
Maintaining inventory levels which assure product freshness and no outages.
7.
Planning dough, ingredient and product preparation to meet sales volumes and personally preparing these items, as necessary, to meet the demand of the business.
8.
Assuring all products are prepared according to exact specifications, recipes and procedures.
9.
Personally preparing and cooking menu items as required to meet the demands of the volume of business.
E.Ensures that all standards for cleanliness and sanitation are met or exceeded, with particular attention to: 1.
Restrooms.
2.
Table tops; booth backs and seats; and chair seats.
3.
Silverware, plateware, and glassware.
4.
Dining room floors.
5.
Salad bar.
F.Implements new or approved changes in policies, procedures and/or operation standards.
This involves: 1.
Attending training sessions.
2.
Reading "Rollout Guides" or other resources.
3.
Assisting the RGM with training restaurant team members of new procedures or changes.
4.
Participating in crew training and other actions in the restaurant to assure full and correct implementation.
5.
If requested by the RGM, assisting with updating all manuals, resources and job aids as required.
III.PEOPLE A.Maintains positive team member relations and a positive and productive workplace, which involves: 1.
Building relationships with team members based on mutual trust and respect.
2.
Communicating and following the Daland "5 Star" Vision and Core Beliefs.
3.
Promoting teamwork.
4.
Being familiar with benefits available to team members, and referring appropriate questions to the RGM regarding these benefits.
5.
Informing the RGM of all team member grievances.
6.
Performing correct and consistent administration of team member disciplinary procedures, and discussing all recommended discipline with the RGM.
7.
Assuring compliance with various governmental regulations, such as ensuring that all team members are clocked in while working, complying with overtime laws, child labor laws, alcoholic beverage laws, anti-discrimination and anti-harassment laws, FLSA, EEO, etc.
8.
Performing consistent administration of and compliance with Company policies and procedures.
9.
Communicating effectively with the crew and management team.
10.
Assuring team member understanding of the Daland Corporation organization structure and career opportunities within the Company.
B.
Assists the RGM with managing the size and quality of staff.
The following are responsibilities of the RGM, but if requested by the RGM, the Shift Manager may assist with the following: 1.
Planning, recruiting, and hiring to assure a full staff at all times and to assure adequate time for processing MVR's (motor vehicle reports), background checks, etc.
Only the RGM is authorized to hire new team members; and Shift Managers are only permitted to interview applicants if authorized by the RGM.
2.
Continuously recruiting and taking applications from job candidates.
3.
If requested by the RGM, utilizing staffing tools, such as the Pizza Hut Hiring Zone and the team member Assessment; interviewing job candidates; and, checking their references.
4.
If requested by the RGM, making recommendations to the RGM regarding the best qualified candidates.
5.
Complying with Company employment practices and governmental regulations, including EEO, ADA Title I, etc.
C.Assisting the RGM in training newly hired team members and team members preparing for promotions.
This involves: 1.
Following Company training policies and meeting Pizza Hut Training Standards.
2.
Utilizing on-line training, trainer's guides, checklists, job aids, tests and other training resources to assure a thorough job of training.
3.
Using the four step training process of: (1) Preparation (2) Show & Tell; (3) Guided Practice; and (4) Follow-up to assure the trainee can perform all tasks up to required standards prior to being allowed to perform the tasks "solo." D.
Manages team member performance and supervises work.
This includes: 1.Utilizing Coaching for Results, which includes:
- a.Activating team member behavior.
- (1)Providing guidance, direction, and reassurance to all team members.
- (2)Communicating non-negotiable standards of performance to team members.
- (3)Conducting team member meetings, group training sessions and Jump Start meetings.
- (4)Assigning Team members tasks from the Opening, Closing and Maintenance checklist.
- (5)Communicating job assignments for each shift to team members and assuring each team member works their assignment.
- (6)Giving instructions to team members that are clear and assure understanding.
- (7)Assigning team members to breaks.
- (8)Sending team members home early if not needed due to business conditions.
- (9)Calling team members in early, or calling extra team members to work to cover unanticipated surges in business volume.
- (10)Assuring all opening, shift, and closing job duties are completed and performed correctly.
- b.Evaluating team member behavior.
- (1)Observing team member performance each shift.
- (2)Working along side team members and assisting in the performance of their tasks, as needed.=
- (3)Monitoring team member meals and signing team member meal guest checks.
- (4)Ensuring adherence to alcoholic beverage laws of the local community
- (5)Conducting regular, written performance appraisals on all subordinates, using the procedure and forms provided by the Company and within the time specified in compensation plans.
- c.Responding to team member behavior with consequences.
- (1)Taking action (corrective or positive reinforcement) to assure team member performance meets or exceeds standards.
- (2)Providing ongoing counseling that gives praise and recognition to team members for jobs well done; identifies areas of performance needing improvement and methods for improving; and, if required, gives reprimands that are job focused.
2.Handling non-routine occurrences/emergencies and informing the RGM of such occurrences/emergencies.
E.
Assists RGM with developing promotable team members in his/her restaurant and promotable management for Daland.
This includes: 1.
Using Company training programs and resources to prepare candidates for promotions and to assure that the management team is 100% certified in management processes, systems, policies, and procedures.
2.
Making recommendations to the RGM regarding which team members are eligible for promotion to Shift Manager/Leader.
F.
Assists RGM with personnel administration functions, which includes: 1.
Assuring team members complete all required personnel documents such as W-4's, I-9's, Team member Acknowledgment, Arbitration Agreement, Delivery Driver Statement, New Driver Checklist, etc.; and, that these required documents are transmitted to the Home Office.
2.
Documenting required payroll data for team members, including accurate recording of hours; 3.
Managing worker's compensation claims, etc.
in accordance with Company policies and procedures.
4.
Maintaining personnel files on all team members, which includes filing all personnel documents; recording training dates, vacation dates, evaluation dates, pay increases, and absences; etc.
IV.
MARKETING A.Implements marketing programs to increase business.
This includes: 1.
Engaging in positive community/public relations for Pizza Hut.
2.
Providing input for promotional ideas.
3.
Displaying and maintaining Point of Purchase (P.O.P.) and other elements of national, co-op or local marketing programs; 4.
Properly executing authorized marketing programs, including new product tests.
5.
Taking initiative to recommend new opportunities for increasing business.
V.
FACILITIES A.Maintains a quality environment for our customers and team members.
This includes: 1.
Conducting routine Preventive Maintenance on the facility and equipment.
2.
Taking corrective actions pursuant to the RGM's safety inspections.
3.
Advising the RGM regarding non-routine problems and following up to assure such problems are corrected.
4.
Maintaining cleanliness and sanitation in all areas of the restaurant.
5.
Organizing all work space to ensure ease of operation.
6.
Providing a quality work environment that is safe and complies with all OSHA regulations.
7.
Cleaning and organizing refrigeration units.
8.
Ensuring floors are clean and free from obstruction.
9.
Keeping HVAC vents and filters clean.
10.
Ensuring trash is disposed of promptly and according to security procedures.
11.
Ensuring parking lot and grounds are free of trash and debris and taking action to correct deficiencies.
12.
Ensuring all equipment is used according to proper operational procedures.
13.
Keeping restrooms cleaned and stocked.
14.
Keeping food prep areas cleaned and sanitized according to approved procedures.
15.
Ensuring the daily cleaning and maintenance of all equipment.
16.
Correcting any unsafe conditions.
17.
Following up to ensure all Scheduled Maintenance and Daily CM&A items are completed.
VI.
ADMINISTRATION A.Effectively manages time, allocating an appropriate amount to each Key Result Area.
B.Manages all paperwork, documentation, written reports, etc.
and assures these are always submitted on time and that they are accurate, complete and organized.
C.If requested by the RGM, orders inventory items used in the restaurant.
This involves these processes: 1.
Review of the Inventory on Hand is performed.
The Inventory on Hand is compared to the Weekly Ideal Usage, which is obtained from the Product Cost Analysis report, and a determination is made as to the amount of each particular item to order.
The order is then recorded on an order sheet, or is entered into the computer for electronic transfer of order information.
2.
Amount ordered of each item may be adjusted upward or downward based on projections of upcoming sales trends, coupon impact, weather changes or other extra-restaurant environmental changes.
3.
Calls in orders for supplies on the phone, or electronically submits order via computer.
D.If requested by the RGM, conducts weekly inventory of all food, paper and beverage products used in the unit.
This involves these processes: 1.
Physically reviewing and counting the inventory on hand (which involves climbing shelves, bending, kneeling, etc.).
2.
Rearranging inventory to assure proper rotation (first in, first out) and to make it easier to count and control.
3.
Recording amounts of inventory on hand on the inventory form.
E.If requested by the RGM, prepares the weekly labor schedules.
This involves these processes: 1.
Updating Guest Check Comments file in the restaurant computer to assist in forecasting labor hours.
2.
Reviewing Guest Check Comments file and upcoming promotions that may affect sales during the upcoming week.
3.
Forecasting anticipated sales volume by shift, by day and by week.
The forecast is based on knowledge of any outside events that may influence sales such as coupons, promotions, etc.
Particular consideration must be given to how sales are generated--that is, dine-in business contrasted to carry-out business or delivery business.
4.
Updating sales forecasts in the FMS (computer system) based on outside events that may influence sales.
5.
Reviewing requests for days off that have been turned in by team members and when possible allowing for requested days off.
6.
Using experience, past schedules, Black Book information, Guest Check Comments, knowledge of team members' abilities, labor goals, and FMS (computer system) recommended labor schedule to assist in scheduling the proper number of team members each shift to meet sales volume and labor hour guidelines.
7.
Obtaining the RGM's approval of the schedule, then posting the final schedule in accordance with Daland Corporation's policies and procedures.
F.Performs daily accounting procedures.
This includes these processes: 1.
At close of business day requests a sales report from the FMS computer to determine total sales entered into the cash drawers throughout the system.
2.
Any cash paidouts or miscellaneous deposits from the day are verified with what is in the system.
3.
Cash on hand is counted and reconciled against total sales.
4.
Total deposit is calculated, and a deposit is prepared.
5.
Dough waste and PPP waste is documented and calculated on the form provided and filed for use in forecasting future prep levels.
6.
All gift checks are counted and verified against prior counts less current gift check sales on the Gift Check Tracking form.
G.If requested by the RGM, performs weekly accounting procedures.
This includes these processes: 1.
Completing, as required, the Weekly Sales Analysis and analyzing it.
2.
Completing the Weekly Inventory.
3.
Completing the payroll functions.
4.
Analyzing the Daily Business Summary Report to determine performance in key measurement areas.
5.
Preparing the weekly packet for the home office, using the checklist provided to assure all required items are included.
6.
Calling any needed FRS numbers or statistics to the District Manager.
H.Meets all deadlines and assures that subordinates meet their deadlines.
I.Manages all paperwork, documentation, written reports, etc.
and assures these are always submitted on time and that they are accurate, complete and organized.
J.Maintains and updates required files, manuals, and reports.
NON-ESSENTIAL FUNCTIONS: The "non-essential" functions are routinely performed by the person holding the Shift Manager's position and they are essential to the effective operation of the restaurant.
However, these functions are considered "non-essential" to the position.
The Manager on Duty is then accountable for assuring the delegated functions are correctly performed.
A.Receives and stores inventory items used in the unit.
This involves these processes: 1.
Checking in products as received off delivery vehicles to verify product quality and that amount charged for on the delivery receipt/packing slip is correct when compared to amount received.
Signing the delivery receipt/packing slips for amount of goods received.
2.
Using a two-wheeled hand truck, assists and oversees other employees in proper storage of products.
Weight of items varies.
Generally, more than one person is available to perform this task.
3.
Entering on inventory screen of the computer the amount and cost of each product item received as noted on the delivery receipt/packing slip.
MINIMUM QUALIFICATIONS/REQUIREMENTS: The following are the qualifications and minimum requirements necessary for a person to perform this job.
A.Ability to work a minimum of three (3) days and at least 30 hours per week, but must be available to work more than 30 hours per week if necessary due to business necessity.
In addition to having the flexibility to work a variety of shifts, including late nights and weekends.
B.Valid driver's license, insurance and automobile.
Position involves taking large amounts of cash receipts to the bank at different times of the day including at night.
Banks are generally at a distance requiring a person to drive to the bank.
Position may also need automobile to pick up product, make pizza deliveries, etc.
C.Able and willing to travel.
Position requires occasional travel for training, new store openings and meetings, which may be held at a distance from home not feasible to drive daily.
Overnight stays at an out-of-town location may be required during the training sessions, new store opening, and meetings for up to one week at a time.
D.Telephone (cellular or land line) at residence.
There are circumstances that may arise at the restaurant of which the manager must be informed while off duty.
E.Sufficient physical agility to perform the functions of the position.
This includes these processes: 1.
Sufficient physical strength to lift most items used in the operation of the restaurant.
2.
Sufficient communication skills.
Position involves communicating with team members, superiors and customers.
3.
Ability to move at a fairly quick pace and to remain stationary for periods of six to eight hours at a time.
The position requires person to perform all of the above at different times and intervals as needed by the realities of the environment and the position.
F.Ability to maintain a state of self-composure under conditions of stress and anxiety.
Position routinely involves stress resulting from work overload, role ambiguity, conflicting demands from various customers, and team members.
Person in this position must be able to function effectively under these conditions.
G.Previous experience with this Company as a Shift Manager/Leader; or previous restaurant management experience with another Company.
H.Sufficient mental and cognitive ability to perform the calculations and fill in the sales and product tracking forms used by the Company.
Estimate is that ability to read, write and perform arithmetic procedures at the 12th grade level will be sufficient.
I.Ability to perform all of the duties of the hourly team members and supervisors under this person's supervision.
As time and circumstances dictate the person in this position may have to assist or take over the duties of an hourly team member in order to expedite good customer service.
Also necessary in order to train new team members in this function.
J.Ability to communicate effectively with a large variety of persons with diverse backgrounds.
Position is one where incumbent provides direction and supervision to a variety of subordinates with diverse levels of education, differences in ages, and experience.
Must be able to express ideas and concepts to these persons to assure teamwork through organization and leadership.
EQUIPMENT USED: Standard restaurant office equipment such as calculator, telephone, and computer.
"Pizza Wheel".
This is a device with a handle and a round stainless steel blade that is used to cut certain types of pizza dough crusts.
"Rocker Knife".
This is a device about two feet long with a stainless steel handle that extends across the top of a stainless steel blade fashioned in a curve.
It is used to cut certain types of pizzas by placing on the pizza and rocking the blade across the pizza surface.
"Vegetable Chopper".
This is a hand operated mechanical device used to slice whole raw vegetables into smaller pieces for use on the make table.
"Crock".
A generic term used to describe a variety of containers used to hold food items served on a salad bar.
Knives, spoons, spatulas and other common utensils.
"Make Table".
An open topped, refrigerated, compartmented table for the storage of food items used in the preparation of products for customer orders.
Has doors which allow access to interior refrigerated section below the table top where additional food items are stored as back-up for the items stored on top of the table.
"Cut Table".
A stainless steel table where cooked pizzas are cut into slices and where other products are assembled prior to serving them to the customer.
"Oven".
A power driven device operating at high temperatures used to bake food products.
"Automatic Dishwasher".
A mechanical device consisting of: (1) a dirty dish/rinse table, used to rinse and prepare dishes for washing; (2) dishwasher compartment, where dishes are washed with hot water, soap, sanitizing chemical and pressurized water; and, (3) clean dish/drain table, where clean dishes drain, dry and are sorted for storage.
"Dough Proofer".
A metal cabinet heated to approximately 95 degrees Fahrenheit, in which panned dough is placed to obtain the correct rise in the dough.
"Three Compartment Sink".
A stainless steel sink, separated into three compartments used to wash, rinse and sanitize all kitchen tools, and smallwares not washed in the automatic dishwasher.
"Pan Gripper".
This is a mechanical device used to grip certain types of pizza pans for purposes of lifting or carrying when they have been heated to a high temperature.
"Portion Cups".
These are pre-measured cups used by Pizza Hut restaurants for portioning cheese and toppings for pizzas.
"Scales".
This is a small table model scale used to weigh and portion ingredients used in the recipes of various products.
"Pan Separators".
These are plastic items, of varying shape, diameter and circumference, used to separate pans filled with dough to protect the dough inside the pan from contamination and to allow pans to be stacked for storage.
"Dough Perforator".
This is a mechanical device consisting of a handle attached to a small wheeled drum that is dotted with metal protrusions.
It is used to perforate certain types of dough prior to topping to prevent formation of bubbles during baking.
"Cutting Board".
This is a hard surface board, rectangular or square in shape, on which pizzas and other food products are cut.
"Reach In".
A refrigerated piece of equipment with doors which open to allow dough or pizza ingredients to be stored inside for easy access.
"Scraper Block".
A device with a stainless steel blade and a wooden handle in a rectangular shape used to cut dough for portioning, and scraping the make table/cut table surfaces off for cleaning.
"Prep Table".
A table about 34 to 36 inches high, with a stainless steel top.
The table is used as a work surface for the preparation of many ingredient items used in the Pizza Hut.
"Kitchen and Dining Utensils".
Such as knives, spoons, spatulas, etc.
"Plates, Bowls, Mugs, Tumblers".
and other items to serve food and beverages to customers.
"Spoon".
A stainless steel device with a long handle and a curved end used for applying sauce to prepared dough.
"Pan".
A round metal device with a raised edge for holding dough prior to topping and baking.
"Walk-in".
A refrigerated compartment of sufficient size to allow the individual to actually walk into the refrigerated compartment to obtain or store perishable items.
Compartment may be sufficiently cold to freeze items.
"Freezer".
A refrigerated box maintained at sufficient cold temperatures so as to freeze items stored inside.
"Ice Machine".
A device that automatically receives water, freezes it, and stores it as ice in an attached storage bin.
"Soda Dispenser" (pop machine).
A device that mixes syrup and carbonated water and dispenses carbonated soft beverage (soda, pop).
"Point of Sale Computer".
Electronic device used in tracking orders, inventory, payroll information.
Contains cash drawer used to make change for customer transactions, track paidouts, delivery orders, dispatching.
"FMS" Field Management System.
Software used on the point of sale computer that provides management information necessary in managing the day to day operations of the restaurant.
Miscellaneous equipment such as a telephone, carry-out boxes and bags, hand towels, etc.
Serving tray, ticket book, bus tub, flatware and other small items.
Note: Many restaurants have additional equipment such as beer boxes, spaghetti magic machine, etc.
PLACES WHERE WORK IS PERFORMED: This work is performed on the employer's premises.
Location of premises may vary throughout the employer's Company.
This job description was developed by observing the work in process and from information provided by the management of Daland Corporation.
Position title:
Bellwether Postdoctoral Scholar
Salary range:
The UC postdoc salary scales set the minimum pay determined by experience level at appointment. See the following table for the current salary scale for this position: . The current minimum salary range for this position is $69,073-$74,281. Salaries above the minimum may be offered when necessary to meet competitive conditions. A reasonable estimate for this position is $10,000 higher than the posted minimum, dependent on experience level at appointment.
Percent time:
100%
Anticipated start:
As soon as July 2026. Exact start date contingent on completion of degree and is also negotiable.
Review timeline:
Review will begin in March and finish in April.
Position duration:
2 years.
Application Window
Open date: February 13, 2026
Next review date: Friday, Mar 20, 2026 at 11:59pm (Pacific Time)
Apply by this date to ensure full consideration by the committee.
Final date: Friday, Mar 20, 2026 at 11:59pm (Pacific Time)
Applications will continue to be accepted until this date.
Position description
The School of Information at the University of California, Berkeley invites applications for up to three new full-time Bellwether Postdoctoral Scholars to start as soon as July 2026. The exact start date is negotiable. These positions are available for two years, and are non-renewable. J-1 visa sponsorship is available for this position.
These postdoctoral positions are for academics in the early stages of their career who demonstrate exceptional potential as a scholar and researcher. Applicants should either have completed a doctoral degree, or be able to convincingly demonstrate that they will complete the degree before they intend to start this postdoctoral position (e.g. by documenting a scheduled viva/final defense).
We are seeking applicants with active research plans in any of the following areas:
BPS 1) We seek applicants pursuing a research agenda at the intersection of computer science and applied economics, with interdisciplinary training and interests in both topics. The successful applicant will work on projects that address pressing policy issues, using a mix of quantitative and computational methods (e.g., econometrics, data science, AI/ML). Examples of active projects include, but are not limited to, developing theory and methods for robust and equitable decision making in social settings; the use of machine learning and digital data to guide resource allocation and related policies in low-income countries; and creating and validating new techniques for monitoring living standards and well-being in high-stakes policy environments. This position will be supervised by Joshua Blumenstock.
BPS 2) We seek applicants with interdisciplinary training and interests pursuing a research agenda at the intersection of information science, computational social science, and public-interest research. The successful applicant will work on projects that examine how sociotechnical information systems shape high-stakes decision-making across digital and institutional contexts to address pressing issues in information access, trustworthiness, and credibility, using a mix of computational, quantitative, and qualitative methods (e.g., natural language processing, digital trace data, surveys, and interviews). Examples of active projects include, but are not limited to, studying online communities as informal information infrastructures; analyzing how search engines and digital platforms structure the visibility and credibility of information; developing methods to monitor and contextualize misinformation and uncertainty in sensitive or politicized domains; and advancing conceptual frameworks for understanding information ecosystems as structural determinants of equity, autonomy, and well-being, including but not limited to health-related contexts. This position will be supervised by Coye Cheshire.
BPS 3) We seek applicants with active research plans in climate and sustainability informatics, leveraging information and/or information tools to empower individuals, communities, and organizations in tackling the challenges of climate change and biodiversity conservation. We welcome applicants with strong backgrounds in one or more of the following areas: remote sensing, ML, NLP, HCI, participatory design, design research, biosensory computing. The successful applicant will become a core member of the IceBerk Lab ( ), and be supervised by John Chuang, with possible co-supervision by another IceBerk faculty member where appropriate.
BPS 4) The Cultural Analytics group seeks postdoc applicants to conduct data-driven research across archival heritage and born-digital media. Current projects include, but are not limited to: (i) the study of narrative, belief and resonance, where the goal is to understand how narrative is mutually constitutive of beliefs, and how narrative resonates in and across communities of belief; (ii) extracting narrative elements from literary works, with a strong focus on complex corpora such as the Icelandic sagas to understand composition and social modeling in late medieval fiction; (iii) further developing the approach of archetyptonics along with the SOCKS project at University of Vermont's Complex Systems Center; and (iv) refining a search engine for popular dance, where the search term is the dancer's sequence of poses, here focusing on Kpop dance. Ideal candidates bridge Computational Humanities/Social Science Computing (ML, Networks, and/or Computer Vision) with a qualitative theoretical background. You will be supervised by Tim Tangherlini (with potential I-School co-supervision), and be associated with the Berkeley Institute for Data Science (BIDS) and the AI Futures Lab. We welcome applicants with active research plans ready to contribute to a vibrant, interdisciplinary environment.
BPS 5) The goal of this postdoctoral position is to contribute to the development of an empirically-backed theoretical understanding of how people understand and make sense of the combination of graphic and textual information. We seek a scholar with expertise in some combination of information visualization, the psychology of reading and/or diagram interpretation, and cognitive science or neuroscience more generally to investigate human conception at the intersection of language and information visualization. Expertise in conducting and analyzing eye gaze is a requirement of the position. Expertise or interest in multimodal information, both cognitively and in large vision and language models is a plus. The mentor for this position is Professor Marti Hearst.
BPS 6) Seeking postdoc applicants with a passion for and commitment to equity-driven co-design with local marginalized Indigenous communities. A successful applicant will work on projects that weave together Indigenous knowledge, experiences, and values that address public-facing outcomes, such as informal science education programs and exhibits at local museums and cultural centers. The applicant will help develop theory and methods for world-building equity that integrate marginalized communities' cultural and social struggles. We are seeking applicants with the following attributes: strong background in co-design with marginalized communities, design research, qualitative methods, and experience building mixed reality systems. Knowledge of Indigenous research methods is a plus. This position will be supervised by Kimiko Ryokai.
The Bellwether Postdoctoral Scholar program is designed to allow exceptionally promising young researchers the time to develop their own research while collaborating with leading established faculty. It is designed to accelerate careers, and to maximize the ability of Bellwether Postdoctoral Scholars to build independent research trajectories. To accomplish this, a portion (30-40%) of each post-doc's time will be reserved for their own independent research and publication efforts, including publishing results from their dissertation.
Additionally, all Bellwether Postdoctoral Scholars will work with a mentor or mentors on research projects in the areas listed above (60-70%), all of which are either already active or will be at the time of the start of the post-doc. All have significant publication opportunities planned.
These postdoctoral positions are research-focused and do not include teaching. However, all post-docs will be given opportunities for guest lecturing and will be expected to give public talks about their research. Post-docs will also contribute to planning and hosting public talks for others, and will be expected to be active participants in I School academic events such as research talks.
Each postdoctoral scholar will have access to up to $5,000 annually for research expenses and travel to professional conferences and research opportunities. A laptop computer will also be provided for the duration of the post-doc.
For all of the above positions, we only seek candidates with excellent research and leadership abilities and a commitment to contributing to the UC Berkeley I School and the field of information more broadly while accelerating their career.
The Berkeley School of Information (I School) is a global bellwether in a world awash in information and data, boldly leading the way with education and fundamental research that translates into new knowledge, practices, policies, and solutions. I School scholars and practitioners thrive in the intersections where people, organizations, and societies interact with information, technology, and data. Faculty comprise a mix of disciplines, including information, computer science, economics, political science, law, sociology, design, media studies, and more.
The I School offers three professional master's degrees and an academic doctoral degree. The MIMS program trains students for careers as information professionals and emphasizes small classes and project-based learning. The MIDS program trains data scientists to manage and analyze the coming onslaught of big data, in a unique high-touch online degree. The MICS program prepares cybersecurity leaders with the technical skills and contextual knowledge necessary to develop solutions for complex cybersecurity challenges. The Ph.D. program equips scholars to develop solutions and shape policies that influence how people seek, use, and share information. Our cohorts and classes are small enough to support intense student engagement; and we encourage collaboration among the students, faculty, and staff in the I School community. Our alumni have careers in diverse fields, such as data science, user experience design and research, product management, engineering, information policy, cybersecurity, and more.
UC Berkeley has an excellent benefits package as well as a number of policies and programs to support employees as they balance work and family, if applicable.
School:
School: about/community
Qualifications
Basic qualifications (required at time of application)
PhD (or equivalent international degree), or enrolled in a PhD or equivalent international degree-granting program at the time of application.
Additional qualifications (required at time of start)
PhD (or equivalent international degree) required by start date.
No more than three years of postdoctoral research experience.
Application Requirements
Document requirements
Curriculum Vitae - Your most recently updated C.V.
Cover Letter - 1-2 pages. Required elements of your cover letter include:
which position(s) you are applying for (e.g. BPS1 or BPS5);
when you would be available to start your postdoctoral work;
a clear articulation of your fit with the UC Berkeley I School, addressing how your expertise overlaps with, enhances, or expands upon the research area indicated for your position(s) of interest. Please include names of any mentors that you would like to work with beyond the project supervisor.Statement of Research - 2-3 pages. Includes a description of the focus of your planned independent research and publications during the post-doc, what resources would you need to do that work, and an explanation of how the research builds on and goes beyond work you have already done.
Writing Sample - Preferably a pre- or post-print of a first-authored publication.
Reference requirements
- 3-5 required (contact information only)
We may contact your references at any stage in the hiring process unless you request otherwise. Please only provide contact information and do not request letters be sent at the time of application. Letters will be solicited for all finalists.
Apply link:
JPF05222
Help contact:
About UC Berkeley
UC Berkeley is committed to diversity, equity, inclusion, and belonging in our public mission of research, teaching, and service, consistent with UC Regents Policy 4400 and University of California Academic Personnel policy (APM 210 1-d). These values are embedded in our Principles of Community, which reflect our passion for critical inquiry, debate, discovery and innovation, and our deep commitment to contributing to a better world. Every member of the UC Berkeley community has a role in sustaining a safe, caring and humane environment in which these values can thrive.
The University of California, Berkeley is an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, or protected veteran status.
For more information, please refer to the University of California's Affirmative Action and Nondiscrimination in Employment Policy and the University of California's Anti-Discrimination Policy.
In searches when letters of reference are required all letters will be treated as confidential per University of California policy and California state law. Please refer potential referees, including when letters are provided via a third party (i.e., dossier service or career center), to the UC Berkeley statement of confidentiality prior to submitting their letter.
As a University employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.
Unless stated otherwise, unambiguously, in the position description, this position does not include sponsorship of a new consular H-1B visa petition that would require payment of the $100,000 supplemental fee.
As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct.
- "Misconduct" means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment or discrimination, as defined by the employer.
- UC Sexual Violence and Sexual Harassment Policy
- UC Anti-Discrimination Policy
- APM - 035: Affirmative Action and Nondiscrimination in Employment
Job location
Berkeley, CA
About the Fleet
Join our growing private fleet and help us deliver on a powerful purpose: We help people save money so they can live better. As a Class A CDL driver, youll enjoy competitive pay for every aspect of the jobnot just your milesalong with predictable schedules and modern equipment. Take the wheel of a career that moves more than freight; it moves lives forward.
Why drive for Walmart?
Regional truck drivers can earn up to $105,000 in their first year.
- Weekly Home Time
- Consecutive days off every week
Benefits & Perks
- Earn PTO immediatelyup to 21 days in your first year
- Up to 6% match on 401K
- Medical, Dental, and Vision plan options available from day one
- Company paid life insurance and short-term disability
- Up to four paid safety days a year
- Associate Discount Card available after 90 days
- No touch freight deliveries
- Quarterly safety bonuses & annual pay increases
- Ask about our Walmart driver perks, such as our Referral Program, Rider Program, Driver Mentor Program, parking at Walmart locations and more!
What you'll do
- You plan your day, set priorities, and work with your team to keep freight moving safely and on time. You communicate clearly, solve problems as they come up, and adapt to changes on the road or in the plan.
- You handle all required paperwork and electronic logs accurately and follow all DOT, state, and company guidelines.
- You safely operate your tractor-trailer, inspecting it before, during, and after each trip to keep it in top shape.
- You will run optimized routes by following traffic laws and local restrictionsreducing delays and improving on-time delivery performance.
- You uphold Walmarts high standards of safety, integrity, and professionalism every mile of the way.
Minimum Qualifications
- Interstate (Class A) Commercial Drivers License with Hazmat endorsement (including cleared background check) or will obtain HAZMAT endorsement (with cleared background check) within 120 calendar days of date of hire.
- Minimum of 30 months (2.5 years) experience working in a full-time Class A tractor/trailer driving position in the previous 3 years (36 months).
- No more than two (2) moving violations while operating a personal and/or commercial motor vehicle in the last three (3) years.
- No serious traffic violations while operating a personal and/orcommercial motor vehicle in the last three (3) years.
- No preventable accidents* while operating a personal and/orcommercial motor vehicle in the last three (3) years.
- No preventable DOT recordable accidents* (collisions resulting in disabling damage and/or immediate medical treatment away from the scene) while operating a commercial motor vehicle in the last ten (10) years.
- No preventable accident* resulting in a fatality or catastrophic injury in driving history in personal or commercial motor vehicle.
- Must currently live within 250 miles of the assigned facility or willing to establish a residence within 250 miles by 90 days from hire date.
*The preventability of any accidents will be determined by Walmart based on the ATA Guidelines.
At Walmart, we offer competitive pay as well as performance-based bonus awards and other great benefits for a happier mind, body, and wallet. Health benefits include medical, vision and dental coverage. Financial benefits include 401(k), stock purchase and company-paid life insurance. Paid time off benefits include PTO (including sick leave), parental leave, family care leave, bereavement, jury duty, and voting. Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more.?
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?
You will also receive PTO and/or PPTO that can be used for vacation, sick leave, holidays, or other purposes. The amount you receive depends on your job classification and length of employment. It will meet or exceed the requirements of paid sick leave laws, where applicable.?
For information about PTO, see
?
Live Better U is a Walmart-paid education benefit program for full-time and part-time associates in Walmart and Sam's Club facilities. Programs range from high school completion to bachelor's degrees, including English Language Learning and short-form certificates. Tuition, books, and fees are completely paid for by Walmart.?
Eligibility requirements apply to some benefits and may depend on your job classification and length of employment. Benefits are subject to change and may be subject to a specific plan or program terms.?
For information about benefits and eligibility, see One.Walmart.
?
Drivers are paid a fixed rate for each mile driven, with additional pay for certain activities. For some activities drivers receive the mileage rate plus activity pay. For other activities they receive only activity pay. Drivers also receive Average Daily Pay (ADP) in certain circumstances.?
Local Driver: The mileage rate for this position will be $0.55 - $0.69 per mile and the average number of miles driven range from 62,355 - 196,040.*?
Regional Driver: The mileage rate for this position will be $0.55 - $0.69 per mile and the average number of miles driven range from 62,355 - 196,040.*?
*This is for information only. Your actual pay may vary by location and actual miles driven.?
Drivers receive both activity pay and the mileage rate for activities including Arrive/Arrive Drop, Bridge Pay, Chain, Evening Shift Premium, Hook, Live Load, Layover, Live unload, Regional Pay, Stop/Stop Drop, and Weekend mileage.?
Drivers receive only activity pay for activities including Accident, Breakdown, Weather/Road Closure, Cleaning Rejected Trailer, Assigned tractor not available, Out of hours (70), Snow Removal assigned trailer, Undock Trailers, Trailer Weight issue, and Wait Time.?
Drivers may be eligible to receive Average Days Pay (ADP) for circumstances such as to calculate paid time off (PTO), safety day, holiday, deferred holiday, bereavement, and jury duty. A driver will receive ADP when attending a Walmart event scheduled to last a full day (8 hours or more). Drivers will be paid a full ADP even if the driver performs no driving duties following the event. The full ADP is paid in addition to the pay earned for all activities, miles, and layover performed after the event.?
The ADP rate is $240 per day.Minimum Qualifications...Outlined below are the required minimum qualifications for this position. If none are listed, there are no minimum qualifications.
Interstate (Class A) Commercial Drivers License with Hazmat endorsement (including cleared background check) or will obtain HAZMAT endorsement (with cleared background check) within 120 calendar days of date of hire.A minimum of 30 months of experience working in a full-time Class A tractor/trailer driving position in the previous 3 years or successful completion of the Walmart Fleet Development Academy Program.
No more than two (2) moving violations while operating a personal or commercial motor vehicle in the last three (3) years.
No serious traffic violations while operating a personal or commercial motor vehicle in the last three (3) years.
No preventable accidents while operating a personal or commercial motor vehicle in the last three (3) years.
No preventable DOT recordable accidents (collisions resulting in disabling damage and/or immediate medical treatment away from the scene) while operating a commercial motor vehicle in the last ten (10) years.
No preventable accident resulting in a fatality or catastrophic injury in driving history (personal or commercial motor vehicle).
Must currently live within 250 miles of the assigned facility or be willing to establish a residence within 250 miles by 90 days from the hire date.
Permanent residence is defined as your main, and regular residence (home) at a fixed address. It is the location you report to the government (W2, tax returns, census, passport, etc.) as your home. Your permanent residence is the location you have the intention of returning to as your primary residence and is the place containing your most loved persons, animals, and/or things.Primary Location...3300 Highway K 68, Ottawa, KS 66067-8804, United States of AmericaAre you currently a Walmart associate?
Please log in to Workday and use the Find Jobs report to apply for this job.
Find Jobs
Why drive for Walmart? Regional truck drivers can earn up to $110,000 in their first year.
Weekly Home Time Consecutive days off every week Benefits & Perks Earn PTO immediately—up to 21 days in your first year Up to 6% match on 401K Medical, Dental, and Vision plan options available from day one Company paid life insurance and short-term disability Up to four paid safety days a year Associate Discount Card available after 90 days No touch freight deliveries Quarterly safety bonuses & annual pay increases Ask about our Walmart driver perks, such as our Referral Program, Rider Program, Driver Mentor Program, parking at Walmart locations and more! What you'll do You plan your day, set priorities, and work with your team to keep freight moving safely and on time.
You communicate clearly, solve problems as they come up, and adapt to changes on the road or in the plan.
You handle all required paperwork and electronic logs accurately and follow all DOT, state, and company guidelines.
You safely operate your tractor-trailer, inspecting it before, during, and after each trip to keep it in top shape.
You will run optimized routes by following traffic laws and local restrictions—reducing delays and improving on-time delivery performance.
You uphold Walmart's high standards of safety, integrity, and professionalism every mile of the way.
Minimum Qualifications Interstate (Class A) Commercial Driver's License with Hazmat endorsement (including cleared background check) or will obtain HAZMAT endorsement (with cleared background check) within 120 calendar days of date of hire.
Minimum of 30 months (2.5 years) experience working in a full-time Class A tractor/trailer driving position in the previous 3 years (36 months).
No more than two (2) moving violations while operating a personal and/ or commercial motor vehicle in the last three (3) years.
No serious traffic violations while operating a personal and/ or commercial motor vehicle in the last three (3) years.
No preventable accidents
* while operating a personal and/ or commercial motor vehicle in the last three (3) years.
No preventable DOT recordable accidents
* (collisions resulting in disabling damage and/or immediate medical treatment away from the scene) while operating a commercial motor vehicle in the last ten (10) years.
No preventable accident
* resulting in a fatality or catastrophic injury in driving history in personal or commercial motor vehicle.
Must currently live within 250 miles of the assigned facility or willing to establish a residence within 250 miles by 90 days from hire date.
*The preventability of any accidents will be determined by Walmart based on the ATA Guidelines.
At Walmart, we offer competitive pay as well as performance-based bonus awards and other great benefits for a happier mind, body, and wallet.
Health benefits include medical, vision and dental coverage.
Financial benefits include 401(k), stock purchase and company-paid life insurance.
Paid time off benefits include PTO (including sick leave), parental leave, family care leave, bereavement, jury duty, and voting.
Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more.
You will also receive PTO and/or PPTO that can be used for vacation, sick leave, holidays, or other purposes.
The amount you receive depends on your job classification and length of employment.
It will meet or exceed the requirements of paid sick leave laws, where applicable.
For information about PTO, see .
Live Better U is a Walmart-paid education benefit program for full-time and part-time associates in Walmart and Sam's Club facilities.
Programs range from high school completion to bachelor's degrees, including English Language Learning and short-form certificates.
Tuition, books, and fees are completely paid for by Walmart.
Eligibility requirements apply to some benefits and may depend on your job classification and length of employment.
Benefits are subject to change and may be subject to a specific plan or program terms.
For information about benefits and eligibility, see One.Walmart .
Drivers are paid a fixed rate for each mile driven, with additional pay for certain activities.
For some activities drivers receive the mileage rate plus activity pay.
For other activities they receive only activity pay.
Drivers also receive Average Daily Pay (ADP) in certain circumstances.
Local Driver: The mileage rate for this position will be $0.55
- $0.69 per mile and the average number of miles driven range from 62,355
- 196,040.
* Regional Driver: The mileage rate for this position will be $0.55
- $0.69 per mile and the average number of miles driven range from 62,355
- 196,040.
*
*This is for information only.
Your actual pay may vary by location and actual miles driven.
Drivers receive both activity pay and the mileage rate for activities including Arrive/Arrive Drop, Bridge Pay, Chain, Evening Shift Premium, Hook, Live Load, Layover, Live unload, Regional Pay, Stop/Stop Drop, and Weekend mileage.
Drivers receive only activity pay for activities including Accident, Breakdown, Weather/Road Closure, Cleaning Rejected Trailer, Assigned tractor not available, Out of hours (70), Snow Removal assigned trailer, Undock Trailers, Trailer Weight issue, and Wait Time.
Drivers may be eligible to receive Average Day's Pay (ADP) for circumstances such as to calculate paid time off (PTO), safety day, holiday, deferred holiday, bereavement, and jury duty.
A driver will receive ADP when attending a Walmart event scheduled to last a full day (8 hours or more).
Drivers will be paid a full ADP even if the driver performs no driving duties following the event.
The full ADP is paid in addition to the pay earned for all activities, miles, and layover performed after the event.
The ADP rate is $240 per day.
Minimum Qualifications Outlined below are the required minimum qualifications for this position.
If none are listed, there are no minimum qualifications.
Interstate (Class A) Commercial Driver's License with Hazmat endorsement (including cleared background check) or will obtain HAZMAT endorsement (with cleared background check) within 120 calendar days of date of hire.
A minimum of 30 months of experience working in a full-time Class A tractor/trailer driving position in the previous 3 years or successful completion of the Walmart Fleet Development Academy Program.
No more than two (2) moving violations while operating a personal or commercial motor vehicle in the last three (3) years.
No serious traffic violations while operating a personal or commercial motor vehicle in the last three (3) years.
No preventable accidents while operating a personal or commercial motor vehicle in the last three (3) years.
No preventable DOT recordable accidents (collisions resulting in disabling damage and/or immediate medical treatment away from the scene) while operating a commercial motor vehicle in the last ten (10) years.
No preventable accident resulting in a fatality or catastrophic injury in driving history (personal or commercial motor vehicle).
Must currently live within 250 miles of the assigned facility or be willing to establish a residence within 250 miles by 90 days from the hire date.
Permanent residence is defined as your main, and regular residence (home) at a fixed address.
It is the location you report to the government (W2, tax returns, census, passport, etc.) as your "home." Your permanent residence is the location you have the intention of returning to as your primary residence and is the place containing your most loved persons, animals, and/or things.
Primary Location 100 Veterans Dr, Tobyhanna, PA 18466-8900, United States of America Are you currently a Walmart associate? Please log in to Workday and use the Find Jobs report to apply for this job.
Find Jobs Walmart and its subsidiaries are committed to maintaining a drug-free workplace and has a no tolerance policy regarding the use of illegal drugs and alcohol on the job.
This policy applies to all employees and aims to create a safe and productive work environment.
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