Job Library

Standard Job Description

A standard job description describes work at a high level and connects UW job titles to similar job titles in the market. It is a general set of responsibilities, without regard to any specific employee, that describes the work an employee performs and their role and impact to the organization.

Salary information for jobs outside of salary ranges 15-35 is located on the UW System Compensation Appendices webpage.

Click here for the TTC Salary Ranges

Title Details
Job TitleFood Service Manager
Job CodeDS012
Scaled JobNo
Salary Grade21
Family NameDining, Events, Hospitality Services, and Sales
Sub Family NameDining and Catering Services
Job Overview
Job SummaryProvides guidance for food service operations in environments such as dining, retail, and/or catering venues, including financial and long term operational planning to ensure customer satisfaction and achieve food service goals.
Job Responsibilities
  • Provides operational guidance for food service activities, identifies, develops, facilitates staff training opportunities, and/or supervises dining staff
  • Plans and directs staff implementation of operating policies and procedures to ensure adherence to safe food quality, handling, and sanitation processes and procedures
  • Monitors the unit budget and approves expenditures
  • Tracks and forecasts inventory levels and places replenishment orders
  • Directs and provides exceptional customer service, answers questions, and provides information regarding food preparation and associated activities
  • Develops staff resources, menus, and communication plans based on established goals
Additional Information
Employee CategoryAcademic Staff (AS)
Supervision RequiredNo
FLSA ExemptExempt
Education*Associate's Degree - Preferred Minimum
FLSA Threshold Exemption

*All preferred education can be fulfilled with comparable experience, unless education is listed as required for the job.

Scaled Jobs in the Library

The title and salary structure continues the idea of creating additional job titles for some jobs found systemwide or university-wide based on a small, medium, and large designation. We call this scaling. If there is a scaled job available, universities should choose that job for their employees.

  • Scaling is not title progression.
  • Scaling is a type of further refining the market pricing for a job.
  • For example,

    Title

    TTC Title

    ASSOC DIR, ATHL/L

    Athletics Assoc Dir

    ASSOC DIR, ATHL/M

    Athletics Assoc Dir (B)

    ASSOC DIR, ATHL/S

    Athletics Assoc Dir (C)

Key

Institution Scale
System A – no ( )
Milwaukee A – no ( )
Eau Claire (B)
La Crosse (B)
Oshkosh (B)
Platteville (B)
Stevens Point (B)
Stout (B)
Whitewater (B)
Green Bay (C)
River Falls (C)
Parkside (C)
Superior (C)

Scale is based on the size and budget of a university.

(Inst)

(Inst) typically designates institution-wide or systemwide scope and a non-institution version of the same job title typically indicates use at a School/College/Division/Department-level.

Minimum Education Requirements

The minimum preferred education represent the systemwide shared minimum elements of each job description. When posting for an open position, universities can add additional requirements or preferences to their specific recruitment.