HUMAN
RESOURCES Winton Shire Council
Position Description
Hospitality and Catering
Officer
Applications Close:
Open until filled – applicants are encouraged to apply as soon
as possible as applications will be assessed as they come into
the office.
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HUMAN
RESOURCES Winton Shire Council
Position Title
Hospitality and Catering Officer
Position Number
TBA
Department
Waltzing Matilda Centre
Classification
Queensland Local Government Industry (Stream B) Award 2017 and
Winton Shire Council Enterprise Bargain Agreement 2019 as varied.
Classification level dependent upon experience.
Terms of Employment
Casual
Supporting documents
Employee Code of Conduct
Workplace Health & Safety Responsibilities
Winton Shire Council Drug and Alcohol Policy
Organisational environment
Winton Shire Council’s Mission Statement is:
“Through meaningful engagement, implement a range of strategies that cater to people from
all walks of life, our community needs and aim to enrich our lifestyle and preserve our
heritage”.
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RESOURCES Winton Shire Council
Winton Shire Council’s Vision is:
“To grow our community and explore exciting, new and innovative opportunities which will
retain existing and attract new people with whom we can share our unique lifestyle and rich
heritage”.
Winton Shire Council’s Corporate Values are:
Accountability:
The ethical concept associated with responsibility, enforcement, blameworthiness,
transparent process, liability, and other terms associated with being answerable for the trust
that is bestowed by those whom we serve.
Effectiveness:
The idea of carrying out a program or process that is entirely adequate to accomplish the
purpose that has been identified as a goal or aspiration.
Efficiency:
The concept that in the process of pursuing or effecting any program, procedures, or task
where all wastage is minimised.
Sustainability:
Is the capacity to maintain a certain process or state indefinitely? When applied in an
economic context, a business is sustainable if it has accepted its practices for the use of
renewable resources and is accountable for the environmental impact of its activities.
Meaningful Community Engagement:
Encompasses the principle of seeking the views and opinions of the Community. This is to
be through an effective committee system and public consultation process as part of
Council’s decision making methodology.
Good Governance:
This describes the process of decision-making and the process by which decisions are
implemented (or not implemented), hereby, public institutions conduct public affairs, manage
public resources, and guarantee the realisation of human rights. Good governance
accomplishes this in a manner essentially free of abuse and corruption and with due regard
for the rule of law.
Ethical and Legal Behaviour:
Ethical behaviour is characterised by honesty, fairness, and equity in all interpersonal
relationships. Ethical behaviour respects the dignity, diversity and rights of individuals and
groups of people. When coupled with legal behaviours there is an expectation that there will
be a penalty for conduct that breaches any law statute or regulation.
Organisational relationships
Reports to:
Tuckerbox Café Supervisor
Supervision of:
None
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RESOURCES Winton Shire Council
Internal Liaisons - Waltzing Matilda Centre Staff, Management, Council Staff and
Council Departments as required.
External liaisons - Customers, Event organisers and coordinators, Tour operators
and clients, and event guests.
Position objectives
The purpose and function of these positions are to:
Ensure reliable and smooth service from the Tuckerbox Café.
High level customer service.
High quality food and beverage provision.
Maintain high standards of hygiene.
Maintain food safety standards.
Organisational commitment
Corporate
All Local Government employees are required to comply with relevant Acts and regulations,
Council’s policies and procedures as amended from time to time.
Confidentiality and improper use of information
All Council documents and information are treated with complete confidentiality. Information
gained during employment with Local Government must not be used to gain advantage, or to
cause detriment to the Local Government.
Continuous quality improvement
All employees are encouraged to embrace the concept of Continuous Quality Improvement
(CQI) within the workplace. This will encourage creativity and innovation and identify and
implement improved ways of doing things through this structured process.
Workplace Health and Safety
All employees have a duty under the Workplace Health and Safety Act 2011 Section 28.
This includes:
Taking reasonable care for his or her own health and safety
Taking reasonable care that his or her acts or omissions do not adversely affect the
health and safety of other persons
Complying, so far as the worker is reasonably able, with any reasonable instruction
that is given by an authorised officer of Council to allow the person to comply with a
WHS requirement
Cooperating with any reasonable policy or procedure of Council relating to health or
safety at the workplace
Worker Responsibilities include:
1. Attending and participating in pre-start meetings as required, to identify any potential
WHS issues and implementing control options to eliminate or minimise any risks
before commencing work.
2. Inspecting plant and equipment before using it to ensure that it is safe for use.
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. Reporting any defective or damaged plant, tools and equipment to the Supervisor as
required.
4. Taking personal responsibility for the safety of themselves and others that may be
affected by work conducted by themselves as a worker of Council.
5. Complying with any Policies or Procedures and complying with any work directions
and/or instructions that are provided.
6. Monitoring and assessing WHS hazards and risks while conducting any work, and
reporting any issues to the relevant supervisor as required.
7. Consulting with the supervisor and WHS Safety Representative for their designated
work group on any safety issues as required.
8. Monitoring the safety conduct if co-workers including Contractors and reporting any
concerns immediately to the contractor or the Supervisor.
9. Stopping work and notifying the Supervisor if there is imminent risk of injury.
Requirements and working conditions
The following requirements and working conditions will be necessary in this role:
Must have a Working with Children Blue Card or have an ability to acquire same.
Willingness to learn and train in a hospitality environment.
Willingness to be available for weekend and school holiday shifts.
The Council Employee Code of Conduct applies to this position.
Out of hours work during events (i.e. community festivals, ceremonies, and other public
celebrations)
Statement of key responsibilities and duties
The following key responsibilities may be modified from time to time to ensure the expected
outcomes are coordinated with Council’s operational and corporate plans. The key
responsibilities of the position are:
1. Provide excellent customer service.
2. Operating the point-of-sale system to handle payment from customers.
3. Undertake balancing of till.
4. Stock control and re-stocking.
5. Assisting with always maintaining a clean facility.
6. Packing up Café, cleaning down equipment, sanitizing surfaces.
7. Food preparation as required.
8. Learn coffee machine operations.
9. Service provision for catering/events (tour busses, gallery openings, catering for
events)
Other relevant information
The selected applicant may be required to provide Winton Shire Council with a recent
photograph of the person, at the time of the person’s induction, for the purpose of
creating a Winton Shire Council Employee Identity Card. Under (s138A) of the
Queensland Local Government Act 2009 the employee has a legal obligation to hand
any such identity card/s back to the employer within twenty-one days of termination of
employment, unless the employee has a reasonable excuse.
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HUMAN
RESOURCES Winton Shire Council
In the event of organisational change or restructure, Council may require employees to
undertake other roles for which they are qualified and capable of performing.
Authorisation
(This section to be completed with the successful applicant upon completion of the
recruitment process)
By signing this authorisation, the successful applicant acknowledges that they have read this
Position Description and understand the responsibilities associated with the position.
I,
accept the position of Hospitality and Catering Officer with the Winton Shire Council and the
details as outlined in the Position Description.
I have been given an opportunity to ask questions about the contents and I understand the
terms and conditions outlined in this document.
Signature: Date
Recruitment process
Candidates should lodge their applications in accordance with the directions outlined in
“How to Apply for the Position” below.
How to apply for the position
We invite you to lodge a formal application which MUST include a:
- Resume,
- Cover letter, and
Completed applications are to be forwarded to: [email protected]
Shortlisting and interviews
The Shortlisting of all applicants will be undertaken by a Selection Panel within five (5)
working days after receipt of a completed suitable application. Interviews may be conducted
face to face, or via video-conferencing or tele-conferencing, depending on the location of
candidates and the technology available at the time.
Further information
For further information in relation to this position please contact Winton Shire Council, on
07 4657 2666.
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