Note: Provided below is a job class description and minimum qualification. To view this information for other State of Colorado positions, please visit the job classifications and minimum qualifications page.
Class Description
Valid as of: July 1, 2024
This class series uses three levels in the Professional Services Occupational Group and describes administrative positions that manage the activities of a food service operation. Work includes directing a staff, monitoring a budget and controlling costs, determining equipment and supplies to be purchased, setting and monitoring quality control standards, developing menus, developing and implementing food service policy and procedures, developing short and long-range plans, and promoting the products and service of the food service operation.
FOOD SERVICE MANAGER I H6M1XX
Concept of Class
This class describes the first supervisory level in the series. The food service manager in this class is responsible for actions and decisions that impact the pay, status, and tenure of three or more full-time equivalent positions and is accountable for a three-meal, seven-day-a-week food service operation. This includes directing all food service staff, developing and monitoring the food service budget, controlling costs, requisitioning food service equipment and supplies, developing and implementing food service policy and procedures, short and long-range planning, and promoting the entire operation.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the process level, as described here. Within limits set by professional standards, the agency's available technology and resources, and program objectives and regulations established by a higher management level, choices involve determining the process, including designing the set of operations. The general pattern, program, or system exists but must be individualized. This individualization requires analysis of data that is complicated. Analysis is breaking the problem or case into parts, examining these parts, and reaching conclusions that result in processes. This examination requires the application of known and established theory, principles, conceptual models, professional standards, and precedents in order to determine their relationship to the problem. New processes or objectives require approval of higher management or the agency with authority and accountability for the program or system. For example, positions ensure that subordinate positions are filled, that health standards are being met, and that the meals are being prepared within the food service budget.
Complexity
The nature of, and need for, analysis and judgment is patterned, as defined here. Positions study specific circumstances to determine what it means and how it fits together in order to get practical solutions in the form of satisfied customers or better service. Guidelines exist for most situations. Judgment is needed in locating and selecting the most appropriate of these guidelines which may change for varying circumstances as the task is repeated. This selection and interpretation of guidelines involves choosing from alternatives where all are correct but one is better than another depending on the given circumstances of the situation. For example, in response to a customer complaint, a position will determine what is to be done about, or with, the customer's bill.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as a unit supervisor. The unit supervisor is accountable, including signature authority, for actions and decisions that directly impact the pay, status, and tenure of three or more full-time equivalent positions. Positions supervised must be in the cook, food service worker, or other related food service class series. The elements of formal supervision must include providing documentation to support recommended corrective and disciplinary actions, signing performance plans and appraisals, and resolving informal grievances. Positions start the hiring process, interview applicants, and recommend hire, promotion, or transfer.
FOOD SERVICE MANAGER II H6M2XX
Concept of Class
This class describes the second-level supervisory position in the series. The food service manager in this class is responsible for two or more units through the direct supervision of at least two subordinate unit supervisors and has signature authority for actions and decisions that directly impact pay, status, and tenure. The Food Service Manager II level differs from the Food Service Manager I level on the factors of Complexity, Purpose of Contact, and Line/Staff Authority.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the process level, as described here. Within limits set by professional standards, the agency's available technology and resources, and program objectives and regulations established by a higher management level, choices involve determining the process, including designing the set of operations. The general pattern, program, or system exists but must be individualized. This individualization requires analysis of data that is complicated. Analysis is breaking the problem or case into parts, examining these parts, and reaching conclusions that result in processes. This examination requires the application of known and established theory, principles, conceptual models, professional standards, and precedents in order to determine their relationship to the problem. New processes or objectives require approval of higher management or the agency with authority and accountability for the program or system. For example, positions ensure that subordinate positions are filled, that health standards are being met, and that the meals are being prepared within the food service budget.
Complexity
The nature of, and need for, analysis and judgment is formulative, as described here. Positions evaluate the relevance and importance of business concepts and principles in order to tailor them to develop a different approach or tactical plan to fit specific food service circumstances. While general policy, precedent, or non specific practices exist, they are inadequate so they are relevant only through approximation or analogy. In conjunction with theories, concepts, and principles, positions use judgment and resourcefulness in tailoring the existing guidelines so they can be applied to particular circumstances and to deal with emergencies. For example, positions make and implement emergency plans for alternate food supply sources in the event a normal supplier is unable to deliver.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as a manager. The manager must be accountable for multiple units through the direct supervision of at least two subordinate Unit Supervisors; and, have signature authority for actions and decisions that directly impact pay, status, and tenure. Elements of formal supervision must include providing documentation to support recommended corrective and disciplinary actions, second level signature on performance plans and appraisals, and resolving informal grievances. Positions start the hiring process, interview applicants, and recommend hire, promotion, or transfer.
FOOD SERVICE MANAGER III H6M3XX
Concept of Class
This class describes the third-level supervisory position in the series. The food service manager in this class is responsible for two or more units through the direct supervision of at least two subordinate unit supervisors and has signature authority for actions and decisions that directly impact pay, status, and tenure. The Food Service Manager III level differs from the Food Service Manager II level on the factors of Decision Making and Complexity.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the interpretive level, as described here. Within limits of the strategic master plan and allocated human and fiscal resources, choices involve determining tactical plans to achieve the objectives established by the higher management (strategic) level. This involves establishing what processes will be done, developing the budget, and developing the staffing patterns and work units in order to deploy staff. This level includes inventing and changing systems and guidelines that will be applied by others agency-wide. By nature, this is the first level where positions are not bound by processes and operations in their own programs as a framework for decision making and there are novel or unique situations that cause uncertainties that must be addressed at this level. Through deliberate analysis and experience with these unique situations, the manager or expert determines the systems, guidelines, and programs for the future. For example, positions prepare labor and revenue forecasts, set menu prices, and determine revenue needed to cover costs. Positions also develop long-range plans, improve efficiency, and assure continued funding.
Complexity
The nature of, and need for, analysis and judgment is strategic, as described here. Positions develop guidelines to implement a program that maintains the agency's mission. Guidelines do not exist for most situations. For example, a position reviews, interprets, and evaluates industry standards when setting agency food service standards. In directive situations, positions use judgment and resourcefulness to interpret circumstances in a variety of situations and establish guidelines that direct how a departmental/agency program will be implemented. For example, positions develop guidelines that are used to implement the agency objective of controlling costs without a corresponding deterioration in the quality of meals served.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as a manager. The manager must be accountable for multiple units through the direct supervision of at least two subordinate Unit Supervisors; and, have signature authority for actions and decisions that directly impact pay, status, and tenure. Elements of formal supervision must include providing documentation to support recommended corrective and disciplinary actions, second level signature on performance plans and appraisals, and resolving informal grievances. Positions start the hiring process, interview applicants, and recommend hire, promotion, or transfer.
FOOD SERVICE MANAGER IV H6M4XX
Concept of Class
This class describes threeth-level supervisory position in the series. The food service manager in this class is responsible for multiple units through the direct supervision of at least two subordinate managers and has signature authority for actions and decisions that directly impact pay, status, and tenure. The Food Service Manager IV level differs from the Food Service Manager III level on the factors of Decision Making and Line/Staff Authority.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
The decisions regularly made are at the programmatic level, as described here. Within limits set by organizational policy, general directives, overall goals and objectives, and allocated resources, choices involve formulating or adjusting programs, specifying program objectives, and allocating human and fiscal resources among constituent programs. This involves independently, and under conditions of uncertainty, determining what has been done, what can be done, proposals for long term policy, and estimates of what new resources are required. For example, by conducting an analysis of the market including new menu items, position makes the determination as to what will be offered, for how long, and at what price. The long-term strategic plans, purposes, and staffing determined by this level require integration with other programs in the overall plan. Program, as used here, is defined by the mission of an agency or division as opposed to a segment or piece of a program, such as planning, program evaluation, etc. Positions at this level set the organizational structure of the food service program and control the cost, in part, by managing the work assignments of all food service staff.
Complexity
The nature of, and need for, analysis and judgment is strategic, as described here. Positions develop guidelines to implement a program that maintains the agency's mission. Guidelines do not exist for most situations. For example, a position reviews, interprets, and evaluates industry standards when setting agency food service standards. In directive situations, positions use judgment and resourcefulness to interpret circumstances in a variety of situations and establish guidelines that direct how a departmental/agency program will be implemented. For example, a position develops guidelines that are used to implement the agency objective of controlling costs without a corresponding deterioration in the quality of meals served.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as a senior manager. The senior manager must be accountable for multiple units through the direct supervision of at least two subordinate Food Service Managers; and, have signature authority for actions and decisions that directly impact pay, status, and tenure. Elements of formal supervision must include providing documentation to support recommended corrective and disciplinary actions, second level signature on performance plans and appraisals, and resolving informal grievances. Positions start the hiring process, interview applicants, and recommend hire, promotion, or transfer.
Entrance Requirements
Minimum entry requirements and general competencies for classes in this series are contained in the State of Colorado Department of Personnel web site.
For purposes of the Americans with Disabilities Act, the essential functions of specific positions are identified in the position description questionnaires and job analyses.
History of Changes Made to Class Description
The following is a summary of changes made to this class description.
- June 30, 2015
Updated and removed the purpose of contact 6.30.2015
- Sept. 1, 1998
Revised 9/1/98 (CVC). Changed class codes due to PS Consolidation study.
- Sept. 1, 1993
Effective 9/1/93 (LDS). Job Evaluation System Revision project. Published as proposed 5/17/93.
- Sept. 1, 1988
Revised 9/1/88. Changed class code, title, grade, relationship, and entrance requirements for Food Service Manager I - IV (A9080-A9086). Created Food Service Administrator I - IV (A9088-A9094).
- July 1, 1980
Revised 7/1/80. Changed nature of work for Food Service Manager I and II (A9080-A9082).
- Feb. 1, 1976
Revised 2/1/76. Changed entrance requirements for Food Service Manager I (A9080); grade, relationship, entrance requirements for Food Service Manager II (A9082).
- Jan. 1, 1975
Created 1/1/75. Food Service Manager I - IV (A9080-A9086).
Summary of Factor Ratings
| Class Level | Decision Making | Complexity | Line/Staff Authority |
|---|---|---|---|
| Food Service Manager I | Process | Patterned | Unit Supervisor |
| Food Service Manager II | Process | Formulative | Manager |
| Food Service Manager III | Interpretive | Strategic | Manager |
| Food Service Manager IV | Programmatic | Strategic | Senior Manager |
Minimum Qualifications
Valid as of: July 1, 2024
This document includes the following levels:
| Class Title | Class Code |
|---|---|
| Food Service Manager I | H6M1XX |
| Food Service Manager II | H6M2XX |
| Food Service Manager III | H6M3XX |
| Food Service Manager IV | H6M4XX |
FOOD SERVICE MANAGER I (H6M1XX)
Experience Only:
- Five (5) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
- A combination of related education and/or relevant experience in an occupation related to the work assigned equal to five (5) years
FOOD SERVICE MANAGER II (H6M2XX)
Experience Only:
- Six (6) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
- A combination of related education and/or relevant experience in an occupation related to the work assigned equal to six (6) years
FOOD SERVICE MANAGER III (H6M3XX)
Experience Only:
- Seven (7) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
- A combination of related education and/or relevant experience in an occupation related to the work assigned equal to seven (7) years
FOOD SERVICE MANAGER IV (H6M4XX)
Experience Only:
- Eight (8) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
- A combination of related education and/or relevant experience in an occupation related to the work assigned equal to eight (8) years
History of Changes Made to Minimum Qualification
The following is a summary of changes made to this minimum qualification.
- June 1, 2017 (Whole Document)
- Part of the 2017 MQ Project
- New format
- Standardized language and made the substitution statements consistent with a year-for-year methodology
- Conditions of Employment/Special qualifications should be removed and can be addressed at the time of posting if the job analysis and position description support the addition
- Oct. 20, 2017 (Whole Document)
- Made grammatical changes
- Feb. 23, 2024 (Whole Document)
- New format (updating to adhere to accessibility standards)
- Updated minimum qualifications to align with the Skills-based Hiring initiative