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Preferred Skills ofMAX’s GENERAL MANAGER

WHAT MANAGERIAL SKILLS WILL BE USEFUL IN HIRING

MAX’s GENERAL MANAGER? Leadership – Ability to engage, relate to and motivate employees

Strong Communication Skills – Ability to effectively manage, train staff while incorporating corporate culture into new spin off venture.

Finance/Business background – Ability to understand, interpret financial reports and forecast future revenue/expenses (budgeting).

Strong Analytical Skills – Ability to make quick, solid decisions. Ability to examine all sides to potential situations and take appropriate actions.

Sales Ability – Ability to encourage new/repeat consumers through overall marketing/promotion.

MAX’S GENERAL MANAGERPreferred Skills Part 2

Given that MAX’s is a start-up/spin off restaurant venture our primary focus would begin with experience. Experience is key as more than 60% of all restaurants fail in their first 3 years. It is imperative our new restaurant launch with a leader having a solid foundation in management, business and finance preferably focused in the restaurant industry.

Key Questions to consider: Has the individual been successful in their prior endeavors? How so? Have they participated in start up companies/restaurants? How have they exemplified strong leadership? How did they incorporate corporate goals

into team goals? How would they encourage their loyalty and performance within their team? What was

their turnover rate? Key minimum qualifications to look for: Business Degree or Hospitality/Restaurant/Culinary Degree Prior Employers- Length of employment - Specifically positions within restaurant industry.

MAX’s VALUE STATEMENT

As an organization we will consistently provide exceptional customer service with a lively, socially diverse and trendy atmosphere. We hold ourselves accountable to only offer consistent quality, full of flavor foods made from only the finest and freshest ingredients available. We are dedicated to our customers and employees and will show our gratitude and sincere appreciation every day. We will continue to mentor and foster the full potential of all our team members, focusing on their well being and development. We value integrity, trust, mutual respect, and honesty while embracing diversity as an essential component in the way we do business while providing a distinguishable work environment. We will always remain an integral part of our community, serving the needs of all our residents.

HOW WE MANAGE COMMUNITY RELATIONS/INVOLVEMENT?

We donate 10% of all profits to establish local scholarship opportunities for underprivileged youths demonstrating our core values.

We provide fundraising and benefit opportunities to the community. We offer various live entertainment (local bands, comedians, etc). We offer weekday "happy hour" drink specials from 5pm to 6pm. We offer various food and drink specials such as some of the following:** $2 Taco Tuesdays**

Tuesday night Budget Buster - Pitchers $5 and .35 cent wing specials on designated days

DIVERSITY THE KEY TO OUR SUCCESS!

Max's Restaurant is committed to the principle of equal employment opportunity. We strive to create and maintain a diverse work environment characterized by our respect and value for all of our

individual differences and values.

MAX’s Diversity Plan

Make diversity a necessary focus, fully integrated into the company culture. Develop, implement and enforce anti-harassment & anti-discrimination polices. We will not

discriminate against any person(s) or group on the basis of age, race, color, sexual orientation, religious preference, marital status, disability, political affiliation or any other status protected under local, state or federal law.

Encourage effective communication and provide avenues for quick complaint/conflict resolution. Incorporate diversity training segments into the new hire orientation, ongoing quarterly/annual

refreshers, and various activities.

a.Culture Themed Food Nights - We will allow interested employees to

create a specials menu

which will incorporate dishes that are popular in their culture or birth region.

b.Trivia Nights - Employees would develop trivia questions based on their

individual cultural traits and factoids they find important or interesting and

have other employees and/or the entire restaurant participate for a $5 gift card

MAX’s DIVERSITY PLAN Part 2

Monthly or Quarterly team building activities blended with charity participation events. Encourage employees to take on new roles

Encourage internal promotion through mentorship, growth of employees.

Recognize and observe religious holidays/celebrations of cultural groups. Actively participate in local community cultural events.

We will team up with a disabled worker's state-run program to implement position(s) at the restaurant. The program is valuable to all involved - the state could reduce costs by having Max's pay wages and the employee will be given a sense of satisfaction and accomplishment through working.

EMPLOYEE SELECTION PROCESS:• RECRUIT INDIVIDUALS REGULARLY - Work with the local university and newspapers to

conduct a job fair to locate fun, friendly, upbeat students. We will also accept online applications through our website

• ATTAIN EMPLOYEE APPLICATIONS - All prospective employee applications will be entered online. The application will include personal information such as name, address, and telephone number, educational experience, and work experience.

• PRELIMINARY SCREENING - A brief phone interview will be conducted and a decision will be made if the employee will continue in the selection process. This will clearly eliminate unqualified job applicants and eliminate wasting time and efforts.

• RESUME REVIEW - Prospective employee resumes are to be uploaded with their application and will be reviewed after the candidate progresses through the preliminary interview.

• ONE ON ONE EMPLOYEE INTERVIEWS - Candidates will be asked a set of predetermined behavioral based questions and their responses will be gauged as to their fit in the Max community.

• ALTERNATE SKILLS TEST - Performed on applicants being considered for the cooking positions to ensure they can deliver a quality product that meets our restaurant's standards.

• ALTERNATE ROLE PLAY EXERCISE – Performed with applicants considered for any and all customer service positions to ensure prospective employee’s ability to handle diverse situations and clientele appropriately.

• BACKGROUND AND REFERENCE CHECKS - Employees that are deemed a good fit for the Max family based on the previous steps will have their provided information validated by background and reference checks. Employment, criminal, and credit history will be a focus.

• SELECTION - Future MAX employees that best exemplify our company's principles and objectives will be extended employment offers.

Training Orientation:Objectives of New Hire Order Takers

•Introduce & Welcome to MAX's Restaurant: Mission, Philosphy, Culture and Employee Procedures and Policies. Review expectations in great detail (Have new hire sign and acknowledge understanding and receipt of employee handbook/terms/expectations/implications - place in personnel file).•Start with the Menu - Study contents - memorize - test. Learn components of - what are items made of, meal options/components.

• Terminology - Incorporate group interaction/role playing/team or pair self quiz of menu item names/categories/components. Allow specific time period, at end of allotted time, each inidividual to receive and submit test (written or oral) to show level of competency.

• Kitchen time - Allow order takers to shadow cook staff and observe how meals are prepared. Sample & taste test items to further gain specific knowledge and ability to offer recommendations to customers as necessary.

• Role Playing - Order Taking and Customer Service. Incorporate multiple scenarios including angered/impatient consumers and curious/unfamiliar first time patrons.

•Restaurant Equipment Training - Hands on training of all mechanical and electronic equipment. Including order submission screens - necessary to ensure accuracy and consistent flow of operations.•On the job training - Use of peer employees as mentors. Allow new hires to shadow an existing lead employee through an entire shift. Offer first hand experience as to how job is performed and expectations thereof.•After successfully completing training above new hire is then able to placed on floor for regularly scheduled shifts.