Hospitality Industry Labor Market Study Fall 2005

Salinas Office Salinas Airport Business Park 730 La Guardia Street Salinas, California 93905 Seaside Office University Plaza Shopping Center 1760 Fremont Boulevard, Suite D-2 Seaside, California 93955

P.O. Box 2135 Salinas, California 93902

The Monterey County Workforce Investment Board Presents

Hospitality Industry Labor Market Study Fall 2005

Contents

Credits

Restaurant Overview ...................................................................................................... 69 Restaurant Occupations ................................................................................................... 71 Baker ...................................................................................................................................................... Bartender ............................................................................................................................................... Busser .................................................................................................................................................... Cashier ................................................................................................................................................... Combined Food Prep & Serving Worker ................................................................................................ Cooks - All Around and Sushi or Teppan (combined) ............................................................................ Cooks – Fast Food ................................................................................................................................. Cooks – Line Cook I and Line Cook II (combined) ................................................................................ Cooks – Pantry Cook/Prep Cook ........................................................................................................... Cooks – Short Order .............................................................................................................................. Counter Attendants, Food Concession, & Coffee Shop ........................................................................ Dishwashers .......................................................................................................................................... Drivers, Pizza .......................................................................................................................................... Employee Dining Room Attendant ......................................................................................................... Executive Chef ....................................................................................................................................... Food & Beverage and Catering Manager/Director (combined) .............................................................. Food & Beverage Supervisor .................................................................................................................. Hostperson ............................................................................................................................................ Kitchen Night Cleaner ............................................................................................................................ Lead Server/Captain .............................................................................................................................. Restaurant Manager/Director .................................................................................................................. Sous Chef .............................................................................................................................................. Steward .................................................................................................................................................. Storeroom Supervisor ............................................................................................................................. Waitperson/Server ..................................................................................................................................

71 72 73 74 75 76 77 78 79 80 81 82 83 84 85 86 87 88 89 90 91 92 93 94 95

Golf Overview ................................................................................................................... 96 Golf Occupations .............................................................................................................. 98 Assistant Golf Course Superintendent ................................................................................................... 98 Beverage Cart Attendant ....................................................................................................................... 99 Director of Golf ........................................................................................................................................ 100 Equipment Mechanic ............................................................................................................................. 101 First Assistant Golf Professional ............................................................................................................ 102 Golf Course Superintendent .................................................................................................................. 103 Greenskeeper I ...................................................................................................................................... 104 Greenskeeper II ..................................................................................................................................... 105 Head Golf Professional .......................................................................................................................... 106 Irrigation Technician ................................................................................................................................ 107 Locker Room/Shoe Care ........................................................................................................................ 108 Marshall ................................................................................................................................................. 109 Member Service Representative – Starter ............................................................................................ 110 Range Attendant .................................................................................................................................... 111 Retail Buyer – Golf ................................................................................................................................. 112 Tournament/Groups Coordinator ........................................................................................................... 113

4

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

In Appreciation This publication is dedicated to the local employers and managers who so willingly responded to our survey. A very special thank you to Michael Koffler, former General Manager of the Monterey Hyatt Regency who was instrumental in getting the survey process started and to the Human Resources Directors of the following businesses: Asilomar Conference Grounds Bernardus Lodge Carmel Valley Ranch Embassy Suites Gardiner’s Resort Hyatt Regency Monterey Inns of Monterey La Playa Hotel Monterey Marriott Monterey Peninsula Country Club Highlands Inn, Park Hyatt Carmel Pebble Beach Resorts Portola Plaza Hotel Quail Lodge Resort and Golf Club Special thanks also to the following business leaders who signed our cover letter: Butch Lindley, Chair, Monterey Board of Supervisors; Dan Albert, Chair, Council of Mayors; Michael Oprish, President, Monterey County Hospitality Association; Vince La Rocca, President, Local Chapter, National Restaurant Association; Cynthia Buhl, Chair, Monterey Chamber of Commerce; Chris Steinbruner, Chair, Salinas Valley Chamber of Commerce; Mark Verbonich, Vice President for Community Affairs, Pebble Beach Resorts; and in memory of Nick Lombardo, President & CEO, Rancho Canada and Laguna Seca Golf Courses.

Heading

Survey Sponsors Monterey County Board of Supervisors Fernando Armenta, 1st District Louis Calcagno, 2nd District W.B. “Butch” Lindley, 3rd District Jerry Smith, 4th District Dave Potter, 5th District Monterey County Workforce Investment Board Robert Brower, Sr., Chair Joseph Werner, Executive Director

Survey & Publication Team Pat Eby, WIB Management Analyst, Project Director & Author LaTina Harris, Monica Resendiz and Kristilynn Thompson, Survey Takers Amy Smith, Sarah Tezak, Rose Moreno, Marleen Esquerra, Loyanne Flinn, WIB Staff, Proof Readers Ernest Hoffman, Results Consulting/Research Jim Cassio, Consultant Eric Alexander, EDD Regional Labor Market Analyst

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

1

About This Publication Authorization

Contents The Survey Process ............................................................................................................................6

The Workforce Investment Board of Monterey County requested this study and allocated funding from Workforce Investment Act Title I Funds for FY 2004-05, which are provided through congressional allocations and distributed by the U.S. Department of Labor through the CA Employment Development Department, Workforce Investment Division.

Executive Summary ....................................................................................................... 8 Hospitality Industry Overview .......................................................................................................... 10 Hotel/Resorts Overview ................................................................................................. 24 Administration/Management Occupations. ................................................................................ 28

Publication Organization This book contains the results of an extensive survey of the hospitality industry in Monterey County that was conducted from May through July 2005. Segments surveyed included Hotels and Other Lodging facilities, Eating and Drinking Places, Golf and Country Clubs, and Wine Tasting businesses. The Survey Process on page 6 describes the reasons for the study, how the survey instrument was developed, who was surveyed and the data analysis. The Executive Summary on page 8 contains a brief overview and bullets describing the major findings. The Hospitality Industry Overview on page 10 contains a comprehensive series of charts and graphs that describe the survey’s results in the broadest terms. It also provides the results from 11 questions that were asked of all respondents. The Hotels/Resorts Overview on page 24 shows the extent of employment available in the Monterey County’s largest hospiality facilities. Detailed occupational data is provided for 93 of the 110 occupations studied. These pages are organized by industry segment beginning with the Administrative/Management Occupations on page 28 that include jobs common to all segments, Brief overviews of each segment are followed by occupational pages. The Lodging Industry with 27 positions begins on page 47, Restaurants with 29 on page 69, Golf with 17 on page 96 and Wine Tasting with five on page 114. A Training Directory with local schools that offer courses specific to this industry begins on page 121. A description of One-Stop Career Center System that links prospective employees with employers that need workers begins on page 130 and completes the text. Appendix I lists all occupation job titles alphabetically with page numbers for easy access. Appendix II provides a sample of the survey instrument. For more information or to request additional copies, contact Sarah Tezak at (831) 796-3320

Front Cover Photo: Comstock.com Back Cover Photo: Courtesy of Monterey County Convention and Visitors Bureau

2

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Accounting Clerk .................................................................................................................................29 Accounting Manager or Staff Accountant ...........................................................................................30 Controller ........................................................................................................................................... 31 Employment Specialist....................................................................................................................... . 32 Executive Assistant ............................................................................................................................ 33 General Manager ................................................................................................................................ 34 Human Resources Assistant ............................................................................................................. 36 Human Resources Manager .............................................................................................................. 37 Groundskeeper .................................................................................................................................. 38 Landscape Gardener ........................................................................................................................ 39 Payroll Administrator ......................................................................................................................... 40 Receptionist ....................................................................................................................................... 41 Retail Sales Associate/Assistant......................................................................................................... 42 Storeroom Clerk ................................................................................................................................. 43 Systems Administrator ....................................................................................................................... 45 Lodging Industry Overview ............................................................................................ 47

Lodging Occupations ......................................................................................................................... 47 Admissions Membership Coordinator ....................................................................................... ............................................................................................... 47 Attendants: Various Service Positions (combined) ........................................................................... 48 Chief Engineering ............................................................................................................................. 49 Concierge .......................................................................................................................................... 50 Concierge Supervisor . ....................................................................................................................... 51 Doorman and Porter/Valet (combined) .............................................................................................. 52 Engineer I ........................................................................................................................................... 53 Engineer Supervisor ......................................................................................................................... 54 Front Desk Clerk ............................................................................................................................... 55 Front Desk Supervisor ........................................................................................................................ 56 Guest Services/Group Coordinator .................................................................................................. 57 Housekeeping Supervisor ................................................................................................................ 58 Houseperson and Lobby Attendant (combined) .............................................................................. 59 Honor Bar Attendant ........................................................................................................................ 60 Night Auditor ..................................................................................................................................... 61 Painter/Maintenance Technician ....................................................................................................... 62 PBX Operator .................................................................................................................................... 63 Resort Security Officer ..................................................................................................................... 64 Room Attendant (Housekeeper) ....................................................................................................... 65 Room Service Order Taker ............................................................................................................... 66 Turndown Attendant .......................................................................................................................... 67 Uniform Attendant and Laundry Attendant (combined) ..................................................................... 68

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

3

About This Publication Authorization

Contents The Survey Process ............................................................................................................................6

The Workforce Investment Board of Monterey County requested this study and allocated funding from Workforce Investment Act Title I Funds for FY 2004-05, which are provided through congressional allocations and distributed by the U.S. Department of Labor through the CA Employment Development Department, Workforce Investment Division.

Executive Summary ....................................................................................................... 8 Hospitality Industry Overview .......................................................................................................... 10 Hotel/Resorts Overview ................................................................................................. 24 Administration/Management Occupations. ................................................................................ 28

Publication Organization This book contains the results of an extensive survey of the hospitality industry in Monterey County that was conducted from May through July 2005. Segments surveyed included Hotels and Other Lodging facilities, Eating and Drinking Places, Golf and Country Clubs, and Wine Tasting businesses. The Survey Process on page 6 describes the reasons for the study, how the survey instrument was developed, who was surveyed and the data analysis. The Executive Summary on page 8 contains a brief overview and bullets describing the major findings. The Hospitality Industry Overview on page 10 contains a comprehensive series of charts and graphs that describe the survey’s results in the broadest terms. It also provides the results from 11 questions that were asked of all respondents. The Hotels/Resorts Overview on page 24 shows the extent of employment available in the Monterey County’s largest hospiality facilities. Detailed occupational data is provided for 93 of the 110 occupations studied. These pages are organized by industry segment beginning with the Administrative/Management Occupations on page 28 that include jobs common to all segments, Brief overviews of each segment are followed by occupational pages. The Lodging Industry with 27 positions begins on page 47, Restaurants with 29 on page 69, Golf with 17 on page 96 and Wine Tasting with five on page 114. A Training Directory with local schools that offer courses specific to this industry begins on page 121. A description of One-Stop Career Center System that links prospective employees with employers that need workers begins on page 130 and completes the text. Appendix I lists all occupation job titles alphabetically with page numbers for easy access. Appendix II provides a sample of the survey instrument. For more information or to request additional copies, contact Sarah Tezak at (831) 796-3320

Front Cover Photo: Comstock.com Back Cover Photo: Courtesy of Monterey County Convention and Visitors Bureau

2

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Accounting Clerk .................................................................................................................................29 Accounting Manager or Staff Accountant ...........................................................................................30 Controller ........................................................................................................................................... 31 Employment Specialist....................................................................................................................... . 32 Executive Assistant ............................................................................................................................ 33 General Manager ................................................................................................................................ 34 Human Resources Assistant ............................................................................................................. 36 Human Resources Manager .............................................................................................................. 37 Groundskeeper .................................................................................................................................. 38 Landscape Gardener ........................................................................................................................ 39 Payroll Administrator ......................................................................................................................... 40 Receptionist ....................................................................................................................................... 41 Retail Sales Associate/Assistant......................................................................................................... 42 Storeroom Clerk ................................................................................................................................. 43 Systems Administrator ....................................................................................................................... 45 Lodging Industry Overview ............................................................................................ 47

Lodging Occupations ......................................................................................................................... 47 Admissions Membership Coordinator ....................................................................................... ............................................................................................... 47 Attendants: Various Service Positions (combined) ........................................................................... 48 Chief Engineering ............................................................................................................................. 49 Concierge .......................................................................................................................................... 50 Concierge Supervisor . ....................................................................................................................... 51 Doorman and Porter/Valet (combined) .............................................................................................. 52 Engineer I ........................................................................................................................................... 53 Engineer Supervisor ......................................................................................................................... 54 Front Desk Clerk ............................................................................................................................... 55 Front Desk Supervisor ........................................................................................................................ 56 Guest Services/Group Coordinator .................................................................................................. 57 Housekeeping Supervisor ................................................................................................................ 58 Houseperson and Lobby Attendant (combined) .............................................................................. 59 Honor Bar Attendant ........................................................................................................................ 60 Night Auditor ..................................................................................................................................... 61 Painter/Maintenance Technician ....................................................................................................... 62 PBX Operator .................................................................................................................................... 63 Resort Security Officer ..................................................................................................................... 64 Room Attendant (Housekeeper) ....................................................................................................... 65 Room Service Order Taker ............................................................................................................... 66 Turndown Attendant .......................................................................................................................... 67 Uniform Attendant and Laundry Attendant (combined) ..................................................................... 68

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

3

Contents

Credits

Restaurant Overview ...................................................................................................... 69 Restaurant Occupations ................................................................................................... 71 Baker ...................................................................................................................................................... Bartender ............................................................................................................................................... Busser .................................................................................................................................................... Cashier ................................................................................................................................................... Combined Food Prep & Serving Worker ................................................................................................ Cooks - All Around and Sushi or Teppan (combined) ............................................................................ Cooks – Fast Food ................................................................................................................................. Cooks – Line Cook I and Line Cook II (combined) ................................................................................ Cooks – Pantry Cook/Prep Cook ........................................................................................................... Cooks – Short Order .............................................................................................................................. Counter Attendants, Food Concession, & Coffee Shop ........................................................................ Dishwashers .......................................................................................................................................... Drivers, Pizza .......................................................................................................................................... Employee Dining Room Attendant ......................................................................................................... Executive Chef ....................................................................................................................................... Food & Beverage and Catering Manager/Director (combined) .............................................................. Food & Beverage Supervisor .................................................................................................................. Hostperson ............................................................................................................................................ Kitchen Night Cleaner ............................................................................................................................ Lead Server/Captain .............................................................................................................................. Restaurant Manager/Director .................................................................................................................. Sous Chef .............................................................................................................................................. Steward .................................................................................................................................................. Storeroom Supervisor ............................................................................................................................. Waitperson/Server ..................................................................................................................................

71 72 73 74 75 76 77 78 79 80 81 82 83 84 85 86 87 88 89 90 91 92 93 94 95

Golf Overview ................................................................................................................... 96 Golf Occupations .............................................................................................................. 98 Assistant Golf Course Superintendent ................................................................................................... 98 Beverage Cart Attendant ....................................................................................................................... 99 Director of Golf ........................................................................................................................................ 100 Equipment Mechanic ............................................................................................................................. 101 First Assistant Golf Professional ............................................................................................................ 102 Golf Course Superintendent .................................................................................................................. 103 Greenskeeper I ...................................................................................................................................... 104 Greenskeeper II ..................................................................................................................................... 105 Head Golf Professional .......................................................................................................................... 106 Irrigation Technician ................................................................................................................................ 107 Locker Room/Shoe Care ........................................................................................................................ 108 Marshall ................................................................................................................................................. 109 Member Service Representative – Starter ............................................................................................ 110 Range Attendant .................................................................................................................................... 111 Retail Buyer – Golf ................................................................................................................................. 112 Tournament/Groups Coordinator ........................................................................................................... 113

4

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

In Appreciation This publication is dedicated to the local employers and managers who so willingly responded to our survey. A very special thank you to Michael Koffler, former General Manager of the Monterey Hyatt Regency who was instrumental in getting the survey process started and to the Human Resources Directors of the following businesses: Asilomar Conference Grounds Bernardus Lodge Carmel Valley Ranch Embassy Suites Gardiner’s Resort Hyatt Regency Monterey Inns of Monterey La Playa Hotel Monterey Marriott Monterey Peninsula Country Club Highlands Inn, Park Hyatt Carmel Pebble Beach Resorts Portola Plaza Hotel Quail Lodge Resort and Golf Club Special thanks also to the following business leaders who signed our cover letter: Butch Lindley, Chair, Monterey Board of Supervisors; Dan Albert, Chair, Council of Mayors; Michael Oprish, President, Monterey County Hospitality Association; Vince La Rocca, President, Local Chapter, National Restaurant Association; Cynthia Buhl, Chair, Monterey Chamber of Commerce; Chris Steinbruner, Chair, Salinas Valley Chamber of Commerce; Mark Verbonich, Vice President for Community Affairs, Pebble Beach Resorts; and in memory of Nick Lombardo, President & CEO, Rancho Canada and Laguna Seca Golf Courses.

Heading

Survey Sponsors Monterey County Board of Supervisors Fernando Armenta, 1st District Louis Calcagno, 2nd District W.B. “Butch” Lindley, 3rd District Jerry Smith, 4th District Dave Potter, 5th District Monterey County Workforce Investment Board Robert Brower, Sr., Chair Joseph Werner, Executive Director

Survey & Publication Team Pat Eby, WIB Management Analyst, Project Director & Author LaTina Harris, Monica Resendiz and Kristilynn Thompson, Survey Takers Amy Smith, Sarah Tezak, Rose Moreno, Marleen Esquerra, Loyanne Flinn, WIB Staff, Proof Readers Ernest Hoffman, Results Consulting/Research Jim Cassio, Consultant Eric Alexander, EDD Regional Labor Market Analyst

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

1

Executive Summary

Contents

Recovery from the Economic Impact of the September 11th Tragedy After suffering a potentially devastating setback as a result of the September 11th attack on New York City, the Monterey County hospitality industry, as confirmed in this report, has recovered significantly in its efforts to improve the well-being of the county’s major economic engine. In the year prior to September 11, 2001, the accommodations and food services segments of the hospitality industry employed a monthly average of 18,083 workers in Monterey County. Twenty-four months after the tragedy, the industry hit an average employment low of 17,292 individuals. As of August 2005, the current average number of employees in the industry is 18,500. This represents a 7% increase from the employment low and a 2.3% increase from the period before September 11, 2001. “We knew the industry had recovered, but we simply had not confirmed the extent of the advance”, stated Robert Brower Sr., Workforce Investment Board Chair. “As we project the development of new facilities and the expansion of existing properties that will add more than 1,000 guest rooms over the next 2 - 3 years, we can expect significantly increased employment opportunities in the hospitality industry.”

A Major Undertaking with Remarkable Results The Monterey County Workforce Investment Board Hospitality Survey was the first of its kind in our region and had a remarkable response rate. 209 Hospitality Industry businesses that employ 10,000 workers in more than 93 occupations participated in this study. The targeted population included businesses that employ 10 or more workers in the following four segments: • • • •

Major hotels, resorts and other lodging facilities, Fast food and table service restaurants, Golf courses and country clubs, Wine tasting rooms.

Wine Tasting Industry Overview ................................................................................. 114 Wine Tasting Occupations ........................................................................................... 116 Manager, Wine Collector Program ................................................................................................... 116 Reorder/Corporate Sales Manager .................................................................................................. 117 Special Events Sales Associate ....................................................................................................... 118 Special Events Sales Manager ........................................................................................................ 119 Tasting Room Manager .................................................................................................................... 120

Training Directory ........................................................................................................ 121 Cabrillo College ............................................................................................................................... 121 California State University, Monterey Bay ........................................................................................ 122 Center for Employment Training ...................................................................................................... 123 Culinary Center of Monterey ............................................................................................................ 124 Monterey Peninsula College ............................................................................................................ 125 Mission Trails Regional Occupational Programs ............................................................................. 126 Shoreline Occupational Services ..................................................................................................... 127 The Spot – Computer Software Training ......................................................................................... 128 Other Training Providers .................................................................................................................. 129

One-Stop Career Center Services .......................................................................................... 130 Physical Locations ........................................................................................................................... 130 Job Seeker Services ........................................................................................................................ 130 Employer Services ........................................................................................................................... 132 One-Stop Partners ........................................................................................................................... 133

Appendix I: Occupations (listed alphabetically) ............................................................ 134 Appendix II: Sample Survey Instruments ..................................................................... 135

The survey collected data on 50% of the employees that work in the targeted industry segments based on Labor Market Information Division statistics. Other segments of the Leisure and Hospitality Industry, such as arts, entertainment and recreation; food and retail stores; travel agents; air and ground transportation were not surveyed. Included in the report are the average, median, entry level and highest wage ranges for 93 occupations across the four segments. For the first time, HR directors, general managers and business owners have an invaluable tool to evaluate, compare and adjust their salary scales to attract and keep superior employees. In addition to wages, these occupation reports provide the number of employers that responded and number of employees in the position, wage ranges, additional job income, typical tasks and prior training requirements As models for such a survey did not exist, staff had to design and develop the analytical methodology and procedures, the survey instrument, data collection forms, verification tools, mailing lists, and appropriate formats for reporting the results of the study. The occupations listed on the survey and added by employers provided 2,000+ entries of occupational data that were tabulated and analyzed. Each entry contained 13 specific elements including the number of full time and part time employees, the number hired and expected to hire, entry level and highest wages paid, other job income, experience required, and difficulty in hiring.

8

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

5

The Survey Process The Workforce Investment Board This labor market study of the hospitality industry was commissioned by the Monterey County Workforce Investment Board (WIB) as part of its efforts to embrace the national concept of a demand-driven OneStop system. The WIB is a volunteer body appointed by the County Board of Supervisors to oversee federal workforce development funds distributed from the Department of Labor through the state to local areas. Monterey County receives between $8 and $10 million dollars annually to support workforce development and training for dislocated workers, under or unemployed adults, and disadvantaged youth. Allocations are determined by formulas specified in the Workforce Investment Act of 1998 (WIA) and subsequent amendments. By law, the WIB must have a majority of business members who are executives in their respective businesses. Other members are mandatory partners, educational leaders or representatives of community based organizations as specified in WIA. The WIB is organized into a series of committees that provide direction and oversight to the One-Stop Career Center system in Monterey County and establish workforce policy for the economic enhancement of businesses and an improved quality of jobs for the local labor market.

A National Goal: Demand-Driven One-Stop Systems The Department of Labor, Employment and Training Administration (DOLETA) introduced the concept of Demand-Driven One-Stops at the National Association of Workforce Boards annual conference in early 2004. This was somewhat of a new approach in One-Stop services, moving away from the job seeker as the major client and toward the employer that is viewed as a creator of jobs. The new emphasis is on identifying the niches/sectors of job growth that drive business development to effectively meet the needs of a changing job market. Resources devoted to employment, education and economic development must be used strategically to build a skilled workforce that employers need to remain globally competitive, so that workers will be able to obtain jobs that offer good wages and opportunities for advancement. The demand driven concept involves knowing where the jobs are (new jobs and current jobs that may be changing), knowing what skills are necessary to do those jobs, understanding the labor market and the strategic use of the workforce system. Most importantly, the goal is to work with and understand the needs of businesses so that professionals in the field can provide appropriate workforce solutions to meet the current challenges facing our local industries.

WIB Adopts Demand-Driven Concept At the April 2004 WIB meeting, Robert Brower Sr., Chair of the WIB, initiated the exploration of a hospitalityfocused demand-driven system, which included placing a hospitality emphasis within the One-Stop Career Center system. A workgroup was convened to implement the process. The first major activity recommended by the workgroup was to conduct a countywide hospitality industry labor market study that would provide a comprehensive tool to assist the desired implementation.

Survey and Design

Survey Design trends and workforce for the larger establishments, a specific parameter was established which directed the survey to focus on the top 90% of the hospitality industry. In evaluating the larger, more diverse employers, the survey could obtain an evaluation of the strength of the industry and produce an educated analysis of careers within the industry and the upward mobility of its workforce. Staff also worked with HR directors of major hotels and resorts to develop and refine the survey instrument. The final product listed 110 occupations and requested specific answers to 13 data elements for each job including numbers of full time and part time employees, hiring patterns, lowest and highest wages paid, other job income, and experience requirements. The survey also contained 11 general questions about overall employment, hiring, replacement, and seasonal layoff expectations; possible employee promotions to higher levels; where employees live; benefits offered; and desired basic skills. Mailing lists were compiled from the Monterey County Hospitality Association, the Employment Development Department (EDD) labor market analyst for the region, prior mailing lists, the yellow pages and the Internet.

Data Collection and Analysis Understanding the need for an industry wide study, nine prominent industry and political leaders signed the cover letter that was mailed with the survey to encourage participation. In May 2005, full surveys were distributed via email to the HR group. Customized surveys for the individual industry segments were mailed to 502 businesses. Survey collectors followed up with telephone calls to business owners and managers. Multiple attempts were made to contact every business on the list and cooperation was excellent. By the end of July, 209 surveys were collected representing more than 225 properties and nearly 10,000 hospitality industry employees. The table below provides details on the data collection process for the listed segments. We also received a survey from one industry service organization that is not included in the table below. Address Lists by Employer Type

Segment

Initial list

Closed, duplicates, or too small

HR Group *

20

0

Viable prospects

Declined or unable to complete

20

4

16

80%

Completed % of viable and accepted prospects

Lodging

99

19

80

32

48

60%

Lodging w/Restaurants

18

2

16

3

13

81%

Fast Food

114

16

98

64

27

28%

Restaurants

236

46

190

102

88

46%

Golf

15

3

12

3

9

75%

Wine Tasting

20

4

16

9

7

44%

Total

522

90

432

217

208

48%

* The HR Group includes all major hotels/resorts on the Peninsula plus three golf or tennis 0 resort properties. The list of those that participated is provided on page 1.

As models for such an in-depth analysis were not readily available, WIB staff had to design and develop the survey instrument, data collection forms, verification tools, mailing lists, analytic methodology and procedures, and appropriate formats for reporting the results of the study. In the first quarter of 2005, staff worked with the hospitality workgroup to develop the scope of the survey that would include hotels and lodging facilities, food and drinking places, golf courses and country clubs, and winetasting businesses that employed 10 or more workers. By structuring the survey to evaluate the employment

6

The Survey Process

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Data analysis began in August. Staff analyzed the occupational data and prepared the final report. A labor market consultant assisted with the analysis of the 11 general questions. Additional information was obtained from the O*NET occupational information network, the California State Employment Development Department, Labor Market Information Division and Ernest Hoffman of Results Consulting/Research, a local market research firm.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

7

The Survey Process The Workforce Investment Board This labor market study of the hospitality industry was commissioned by the Monterey County Workforce Investment Board (WIB) as part of its efforts to embrace the national concept of a demand-driven OneStop system. The WIB is a volunteer body appointed by the County Board of Supervisors to oversee federal workforce development funds distributed from the Department of Labor through the state to local areas. Monterey County receives between $8 and $10 million dollars annually to support workforce development and training for dislocated workers, under or unemployed adults, and disadvantaged youth. Allocations are determined by formulas specified in the Workforce Investment Act of 1998 (WIA) and subsequent amendments. By law, the WIB must have a majority of business members who are executives in their respective businesses. Other members are mandatory partners, educational leaders or representatives of community based organizations as specified in WIA. The WIB is organized into a series of committees that provide direction and oversight to the One-Stop Career Center system in Monterey County and establish workforce policy for the economic enhancement of businesses and an improved quality of jobs for the local labor market.

A National Goal: Demand-Driven One-Stop Systems The Department of Labor, Employment and Training Administration (DOLETA) introduced the concept of Demand-Driven One-Stops at the National Association of Workforce Boards annual conference in early 2004. This was somewhat of a new approach in One-Stop services, moving away from the job seeker as the major client and toward the employer that is viewed as a creator of jobs. The new emphasis is on identifying the niches/sectors of job growth that drive business development to effectively meet the needs of a changing job market. Resources devoted to employment, education and economic development must be used strategically to build a skilled workforce that employers need to remain globally competitive, so that workers will be able to obtain jobs that offer good wages and opportunities for advancement. The demand driven concept involves knowing where the jobs are (new jobs and current jobs that may be changing), knowing what skills are necessary to do those jobs, understanding the labor market and the strategic use of the workforce system. Most importantly, the goal is to work with and understand the needs of businesses so that professionals in the field can provide appropriate workforce solutions to meet the current challenges facing our local industries.

WIB Adopts Demand-Driven Concept At the April 2004 WIB meeting, Robert Brower Sr., Chair of the WIB, initiated the exploration of a hospitalityfocused demand-driven system, which included placing a hospitality emphasis within the One-Stop Career Center system. A workgroup was convened to implement the process. The first major activity recommended by the workgroup was to conduct a countywide hospitality industry labor market study that would provide a comprehensive tool to assist the desired implementation.

Survey and Design

Survey Design trends and workforce for the larger establishments, a specific parameter was established which directed the survey to focus on the top 90% of the hospitality industry. In evaluating the larger, more diverse employers, the survey could obtain an evaluation of the strength of the industry and produce an educated analysis of careers within the industry and the upward mobility of its workforce. Staff also worked with HR directors of major hotels and resorts to develop and refine the survey instrument. The final product listed 110 occupations and requested specific answers to 13 data elements for each job including numbers of full time and part time employees, hiring patterns, lowest and highest wages paid, other job income, and experience requirements. The survey also contained 11 general questions about overall employment, hiring, replacement, and seasonal layoff expectations; possible employee promotions to higher levels; where employees live; benefits offered; and desired basic skills. Mailing lists were compiled from the Monterey County Hospitality Association, the Employment Development Department (EDD) labor market analyst for the region, prior mailing lists, the yellow pages and the Internet.

Data Collection and Analysis Understanding the need for an industry wide study, nine prominent industry and political leaders signed the cover letter that was mailed with the survey to encourage participation. In May 2005, full surveys were distributed via email to the HR group. Customized surveys for the individual industry segments were mailed to 502 businesses. Survey collectors followed up with telephone calls to business owners and managers. Multiple attempts were made to contact every business on the list and cooperation was excellent. By the end of July, 209 surveys were collected representing more than 225 properties and nearly 10,000 hospitality industry employees. The table below provides details on the data collection process for the listed segments. We also received a survey from one industry service organization that is not included in the table below. Address Lists by Employer Type

Segment

Initial list

Closed, duplicates, or too small

HR Group *

20

0

Viable prospects

Declined or unable to complete

20

4

16

80%

Completed % of viable and accepted prospects

Lodging

99

19

80

32

48

60%

Lodging w/Restaurants

18

2

16

3

13

81%

Fast Food

114

16

98

64

27

28%

Restaurants

236

46

190

102

88

46%

Golf

15

3

12

3

9

75%

Wine Tasting

20

4

16

9

7

44%

Total

522

90

432

217

208

48%

* The HR Group includes all major hotels/resorts on the Peninsula plus three golf or tennis 0 resort properties. The list of those that participated is provided on page 1.

As models for such an in-depth analysis were not readily available, WIB staff had to design and develop the survey instrument, data collection forms, verification tools, mailing lists, analytic methodology and procedures, and appropriate formats for reporting the results of the study. In the first quarter of 2005, staff worked with the hospitality workgroup to develop the scope of the survey that would include hotels and lodging facilities, food and drinking places, golf courses and country clubs, and winetasting businesses that employed 10 or more workers. By structuring the survey to evaluate the employment

6

The Survey Process

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Data analysis began in August. Staff analyzed the occupational data and prepared the final report. A labor market consultant assisted with the analysis of the 11 general questions. Additional information was obtained from the O*NET occupational information network, the California State Employment Development Department, Labor Market Information Division and Ernest Hoffman of Results Consulting/Research, a local market research firm.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

7

Executive Summary

Contents

Recovery from the Economic Impact of the September 11th Tragedy After suffering a potentially devastating setback as a result of the September 11th attack on New York City, the Monterey County hospitality industry, as confirmed in this report, has recovered significantly in its efforts to improve the well-being of the county’s major economic engine. In the year prior to September 11, 2001, the accommodations and food services segments of the hospitality industry employed a monthly average of 18,083 workers in Monterey County. Twenty-four months after the tragedy, the industry hit an average employment low of 17,292 individuals. As of August 2005, the current average number of employees in the industry is 18,500. This represents a 7% increase from the employment low and a 2.3% increase from the period before September 11, 2001. “We knew the industry had recovered, but we simply had not confirmed the extent of the advance”, stated Robert Brower Sr., Workforce Investment Board Chair. “As we project the development of new facilities and the expansion of existing properties that will add more than 1,000 guest rooms over the next 2 - 3 years, we can expect significantly increased employment opportunities in the hospitality industry.”

A Major Undertaking with Remarkable Results The Monterey County Workforce Investment Board Hospitality Survey was the first of its kind in our region and had a remarkable response rate. 209 Hospitality Industry businesses that employ 10,000 workers in more than 93 occupations participated in this study. The targeted population included businesses that employ 10 or more workers in the following four segments: • • • •

Major hotels, resorts and other lodging facilities, Fast food and table service restaurants, Golf courses and country clubs, Wine tasting rooms.

Wine Tasting Industry Overview ................................................................................. 114 Wine Tasting Occupations ........................................................................................... 116 Manager, Wine Collector Program ................................................................................................... 116 Reorder/Corporate Sales Manager .................................................................................................. 117 Special Events Sales Associate ....................................................................................................... 118 Special Events Sales Manager ........................................................................................................ 119 Tasting Room Manager .................................................................................................................... 120

Training Directory ........................................................................................................ 121 Cabrillo College ............................................................................................................................... 121 California State University, Monterey Bay ........................................................................................ 122 Center for Employment Training ...................................................................................................... 123 Culinary Center of Monterey ............................................................................................................ 124 Monterey Peninsula College ............................................................................................................ 125 Mission Trails Regional Occupational Programs ............................................................................. 126 Shoreline Occupational Services ..................................................................................................... 127 The Spot – Computer Software Training ......................................................................................... 128 Other Training Providers .................................................................................................................. 129

One-Stop Career Center Services .......................................................................................... 130 Physical Locations ........................................................................................................................... 130 Job Seeker Services ........................................................................................................................ 130 Employer Services ........................................................................................................................... 132 One-Stop Partners ........................................................................................................................... 133

Appendix I: Occupations (listed alphabetically) ............................................................ 134 Appendix II: Sample Survey Instruments ..................................................................... 135

The survey collected data on 50% of the employees that work in the targeted industry segments based on Labor Market Information Division statistics. Other segments of the Leisure and Hospitality Industry, such as arts, entertainment and recreation; food and retail stores; travel agents; air and ground transportation were not surveyed. Included in the report are the average, median, entry level and highest wage ranges for 93 occupations across the four segments. For the first time, HR directors, general managers and business owners have an invaluable tool to evaluate, compare and adjust their salary scales to attract and keep superior employees. In addition to wages, these occupation reports provide the number of employers that responded and number of employees in the position, wage ranges, additional job income, typical tasks and prior training requirements As models for such a survey did not exist, staff had to design and develop the analytical methodology and procedures, the survey instrument, data collection forms, verification tools, mailing lists, and appropriate formats for reporting the results of the study. The occupations listed on the survey and added by employers provided 2,000+ entries of occupational data that were tabulated and analyzed. Each entry contained 13 specific elements including the number of full time and part time employees, the number hired and expected to hire, entry level and highest wages paid, other job income, experience required, and difficulty in hiring.

8

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

5

Executive Summary

Hospitality Industry Overview

Survey Saves Money for Businesses and Government

Survey Scope and Industry Size The number of employees reported in the Occupations section of the survey is shown in the chart and graphs below. The 9,164 employees represent 92% of the total reported in the General Questions section.

Employees by Type of Business Type of Business

Full Time

% of Total

Part Time

% of Total

Total

% of Total

Major Hotels/Resorts

3,017

49%

704

24%

3,721

41%

Other Lodging

826

13%

421

14%

1,247

14%

Restaurants

1,804

29%

1,639

55%

3,443

38%

Golf

244

4%

152

5%

396

4%

Wine

283

5%

74

2%

357

4%

Total

6,174

100%

2,990

100%

9,164

100%

The cost of data collection, which focuses on the wages of workers in industry occupations, has traditionally been absorbed by multiple employers within the hospitality industry. As competitors, it has traditionally been difficult for all parties to gather and collect data impartially. By using the Workforce Investment Board, its staff and consultants to assemble the survey, HR Directors can be assured of objective data. Additionally, there was no cost to local employers other than their time. Labor market consultants estimate the cost of similar studies at $2,000 per occupation or $200,000 for 100 occupations. Through collaborations with industry managers, this study cost approximately $60,000 for outside services such as consultants, temporary staff and printing costs.

Highlights The Industry Overview section contains charts and graphs that document the broadest results of our study as summarized below. •

Of the 10,000 hospitality industry workers identified in the survey, hotels employ 41%, restaurants employ 37%, other lodging facilities employ 14%, golf courses employ 4% and the wine industry employs 4%.

•

Of the employees identified in the survey, 2/3rds work full time and 1/3rd work part time.

•

Over the next 12 months, survey respondents expect a dramatic shift in the status of their workforce. They expect 16% of their workforce (nearly 1,600 individuals) will separate from their jobs and that they will need to expand their workforce by an additional 10% (over 1,000 new jobs) to support planned expansions. In summary, it is expected that survey respondents will be looking to make approximately 2,600 job offers over the next year. In an industry that must maintain high standards of customer service, it is a significant challenge to identify and train this many workers.

•

41% of the jobs (nearly 4,100) identified by respondents require no prior work experience. 31% are in the major hotels, 45% in restaurants, 16% in other lodging facilities, 4% are in golf course facilities, and 4% are in wine tasting or wine production facilities. 60% are full time and 40% are part time positions.

•

Extrapolating findings from survey respondents to the entire industry in Monterey County suggests that there will be 3,500 to 4,000 employees hired in the next 12 months. 2,400 of these jobs will require little or no experience.

•

In addition to the salaries and wages employees received from the employer responding to the survey, 45% of the employees received other job income. It was reported that 56% of restaurant workers and 44% of lodging employees receive added income.

•

Temporary workers make up only 3% of the industry.

•

Only 15% or 31 employers reported seasonal layoffs affecting a total of 264 workers.

•

95% of vacancies are recruited within Monterey County.

•

77% of employers promote from within as non-entry level positions become vacant.

•

The majority of employees reside where they work. 78% of the hospitality industry workers employed on the Monterey Peninsula reside on the Peninsula. About 4% commute from North County, 16% from Salinas or South County, and 2% reside outside county boundaries.

•

The three top basic employment skills required by employers are a positive willing attitude, the ability to work on a team and customer service skills.

Employees by Type of Business 9,164 Total Employees Reported in Occupations

4000 Part Time

3,721

3,443

3000

2,990

2000

1,247 396

1000

6,174

357

Full Time

0

Hotels

Other Lodging

Restaurants

Golf

Wine

The scope of the survey and the estimated size of the related industry segments based on Standard Industry Classification (SIC) codes are shown in the table below. The two largest segments of the industry – Hotels and Other Lodging and Eating and Drinking Places - employed 17,200 workers in 2004. Statistics for golf courses and wine tasting are not available. However, based on the data collected and the number of known businesses, golf course employment that is not reported with major hotels/resorts is estimated at 750. Wine tasting at a wine production facility is normally reported as agriculture and has been omitted from the table below because there are few businesses that offer wine tasting only. Based on EDD’s SIC estimates for 2004, the scope of the survey measured 50% of the total segment size. Size of Industry vs. Survey Participants

12

Segment

Total Estimated Workers

% of Total

# of Surveys collected Survey total workers

% of Total

Hotels & Other Lodging (SIC 70)

6,800

38%

74

4,968

73%

Eating & Drinking Places (SIC 58)

10,400

58%

115

3,443

33%

Golf (not owned with hotels)

750

4%

11

526

70%

Total

17,950

100%

200

8,937

50%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – FALL 2005

9

Hospitality Industry Overview

Hospitality Industry Overview

Survey Scope and Industry Size

Industry Recovery The Monterey County hospitality industry suffered a setback following the September 11, 2001 tragedy in New York City, but has managed to regain and surpass the employment levels set prior to the disaster. The chart and graph below show employment levels for the 12 months prior and the 48 months following 9/11. The 12 months ending August 2005 show a 2.3% gain over the same period in 2000-01 and a 7% increase from the same period in 2002-03. EDD 5-Year Hospitality Industry Employment Estimates*

Hospitality Employment Comparisons 2000 - 2005

2000-01

2001-02

2002-03

2003-04

2004-05

Sep

18,500

18,400

18,000

17,700

18,800

Oct

18,000

17,900

17,500

17,500

18,500

18600

Nov

17,800

17,500

17,400

17,400

18,500

18400

Dec

17,700

17,300

17,000

17,200

18,400

18200

Jan

17,400

16,800

16,400

16,700

17,800

18000

Feb

17,600

17,500

17,200

17,900

18,700

17800

Mar

17,600

17,100

16,600

17,200

18,000

17600

Apr

18,100

17,600

16,800

17,600

18,100

May

18,400

18,000

17,100

17,900

18,300

Jun

18,600

18,100

17,500

18,000

18,600

Jul

18,600

18,200

17,900

18,800

19,100

Aug

18,700

18,400

18,100

19,400

19,200

Average

18,083

17,733

17,292

17,775

18,500

% Change 2000 - 2005

2.3%

% Change 2002 - 2005

7%

2004-05 2000-01 2003-04

2001-02

17400

2002-03

17200

The Monterey County Labor Market Study for the Hospitality Industry collected information from 209 businesses in mid-2005 from the following segments: · Hotels and Other Accommodations · Food Services and Drinking Places

This study gathered general and occupation-specific information from employers in the above industries with 10 or more employees. As the focus of the study was hospitality and not the broader tourism industry, employers such as Laguna Seca, Monterey Bay Aquarium, tourist-directed retail and food shops and other specialty businesses were not surveyed. The survey instrument consisted of two sections. The first part listed a series of questions that were completed by all respondents. The second part listed individual occupations organized by coded letters by industry segments, “G” for golf, “L” for lodging, “M” for management/administration, “R” for restaurants, and “W” for wine-tasting. Each occupation requested information for 13 data elements. Information from both sections is correlated in this section as appropriate. Questions regarding the numbers of employees were asked in both areas. Because not all the occupations were surveyed, the number of employees reported in the occupations section is less than the overall totals collected in the first section. The discrepancies occurred primarily with the largest employers that have multiple levels of middle management positions that are unique to their size.

17000 16800 16600

*Data is complied from EDD Monterey County North American Industrial Classi?cation System (NAICS) monthly estimated employment averages

The analysis that follows presents charts and graphics by geographic region, business segment and occupational area. The three geographic regions as defined by the Monterey County Convention and Visitors Bureau include the following communities: · Peninsula North: Marina, Monterey, Moss Landing, Pacific Grove, Seaside · Peninsula South: Big Sur, Carmel, Carmel Valley, Pebble Beach · Inland: Gonzales, Greenfield, Jolon, King City, Salinas, Soledad

Employers by Region by Region Region EmployersEmployers % of Total Employees % of Total Region Employers % of Total Employees % Peninsula North 81 39% 3,349 34%of Total Peninsula North 3,349 Peninsula South 63 81 30%39% 4,736 48%34% Peninsula 4,736 Inland South 65 63 31%30% 1,879 19%48% Inland 65 31% 1,879 19% Total (all regions) 209 100% 9,964 100%

Industry Expansion Based on area expansion plans, employment within the industry will continue to offer excellent opportunities for workers seeking to enter or advance in hospitality careers. According to Ernest Hoffman, President of Results Consulting/Research, more than 1,000 guest rooms will be added over the next 2 -3 years, representing an 8% increase over the approximate 12,000 rooms currently available.

TotalEmployees Employeesby byRegion Region Total

TotalEmployers Employersby byRegion Region Total

New projects include:

48% 48%

• The Cannery Row Company will build a highly rated hotel near the Aquarium. • The Pebble Beach Company plans to add rooms and other facilities to The Lodge. • A hotel and time-share facility will be built adjacent to Bayonet Golf Course in Seaside. • A formal request for bids has been circulated to build a hotel next to The Steinbeck Center in Salinas.

Source: Ernest Hoffman, “MONTEREY COUNTY A Mid-Year Tourism Industry Report: 2005”

10

· Golf Courses · Wine Tasting

Monterey County Labor Market Study for the Hospitality Industry – FALL 2005

100 100 8080

8181

50% 50% 6363

6565

40% 40%

6060 4040

30% 30%

2020 00

10% 10%

34% 34% 19% 19%

20% 20%

Pen. North

Pen. South

Inland

0% 0%

Pen. North

Pen. South

Inland

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

11

Hospitality Industry Overview

Hospitality Industry Overview

Survey Scope and Industry Size

Industry Recovery The Monterey County hospitality industry suffered a setback following the September 11, 2001 tragedy in New York City, but has managed to regain and surpass the employment levels set prior to the disaster. The chart and graph below show employment levels for the 12 months prior and the 48 months following 9/11. The 12 months ending August 2005 show a 2.3% gain over the same period in 2000-01 and a 7% increase from the same period in 2002-03. EDD 5-Year Hospitality Industry Employment Estimates*

Hospitality Employment Comparisons 2000 - 2005

2000-01

2001-02

2002-03

2003-04

2004-05

Sep

18,500

18,400

18,000

17,700

18,800

Oct

18,000

17,900

17,500

17,500

18,500

18600

Nov

17,800

17,500

17,400

17,400

18,500

18400

Dec

17,700

17,300

17,000

17,200

18,400

18200

Jan

17,400

16,800

16,400

16,700

17,800

18000

Feb

17,600

17,500

17,200

17,900

18,700

17800

Mar

17,600

17,100

16,600

17,200

18,000

17600

Apr

18,100

17,600

16,800

17,600

18,100

May

18,400

18,000

17,100

17,900

18,300

Jun

18,600

18,100

17,500

18,000

18,600

Jul

18,600

18,200

17,900

18,800

19,100

Aug

18,700

18,400

18,100

19,400

19,200

Average

18,083

17,733

17,292

17,775

18,500

% Change 2000 - 2005

2.3%

% Change 2002 - 2005

7%

2004-05 2000-01 2003-04

2001-02

17400

2002-03

17200

The Monterey County Labor Market Study for the Hospitality Industry collected information from 209 businesses in mid-2005 from the following segments: · Hotels and Other Accommodations · Food Services and Drinking Places

This study gathered general and occupation-specific information from employers in the above industries with 10 or more employees. As the focus of the study was hospitality and not the broader tourism industry, employers such as Laguna Seca, Monterey Bay Aquarium, tourist-directed retail and food shops and other specialty businesses were not surveyed. The survey instrument consisted of two sections. The first part listed a series of questions that were completed by all respondents. The second part listed individual occupations organized by coded letters by industry segments, “G” for golf, “L” for lodging, “M” for management/administration, “R” for restaurants, and “W” for wine-tasting. Each occupation requested information for 13 data elements. Information from both sections is correlated in this section as appropriate. Questions regarding the numbers of employees were asked in both areas. Because not all the occupations were surveyed, the number of employees reported in the occupations section is less than the overall totals collected in the first section. The discrepancies occurred primarily with the largest employers that have multiple levels of middle management positions that are unique to their size.

17000 16800 16600

*Data is complied from EDD Monterey County North American Industrial Classi?cation System (NAICS) monthly estimated employment averages

The analysis that follows presents charts and graphics by geographic region, business segment and occupational area. The three geographic regions as defined by the Monterey County Convention and Visitors Bureau include the following communities: · Peninsula North: Marina, Monterey, Moss Landing, Pacific Grove, Seaside · Peninsula South: Big Sur, Carmel, Carmel Valley, Pebble Beach · Inland: Gonzales, Greenfield, Jolon, King City, Salinas, Soledad

Employers by Region by Region Region EmployersEmployers % of Total Employees % of Total Region Employers % of Total Employees % Peninsula North 81 39% 3,349 34%of Total Peninsula North 3,349 Peninsula South 63 81 30%39% 4,736 48%34% Peninsula 4,736 Inland South 65 63 31%30% 1,879 19%48% Inland 65 31% 1,879 19% Total (all regions) 209 100% 9,964 100%

Industry Expansion Based on area expansion plans, employment within the industry will continue to offer excellent opportunities for workers seeking to enter or advance in hospitality careers. According to Ernest Hoffman, President of Results Consulting/Research, more than 1,000 guest rooms will be added over the next 2 -3 years, representing an 8% increase over the approximate 12,000 rooms currently available.

TotalEmployees Employeesby byRegion Region Total

TotalEmployers Employersby byRegion Region Total

New projects include:

48% 48%

• The Cannery Row Company will build a highly rated hotel near the Aquarium. • The Pebble Beach Company plans to add rooms and other facilities to The Lodge. • A hotel and time-share facility will be built adjacent to Bayonet Golf Course in Seaside. • A formal request for bids has been circulated to build a hotel next to The Steinbeck Center in Salinas.

Source: Ernest Hoffman, “MONTEREY COUNTY A Mid-Year Tourism Industry Report: 2005”

10

· Golf Courses · Wine Tasting

Monterey County Labor Market Study for the Hospitality Industry – FALL 2005

100 100 8080

8181

50% 50% 6363

6565

40% 40%

6060 4040

30% 30%

2020 00

10% 10%

34% 34% 19% 19%

20% 20%

Pen. North

Pen. South

Inland

0% 0%

Pen. North

Pen. South

Inland

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

11

Executive Summary

Hospitality Industry Overview

Survey Saves Money for Businesses and Government

Survey Scope and Industry Size The number of employees reported in the Occupations section of the survey is shown in the chart and graphs below. The 9,164 employees represent 92% of the total reported in the General Questions section.

Employees by Type of Business Type of Business

Full Time

% of Total

Part Time

% of Total

Total

% of Total

Major Hotels/Resorts

3,017

49%

704

24%

3,721

41%

Other Lodging

826

13%

421

14%

1,247

14%

Restaurants

1,804

29%

1,639

55%

3,443

38%

Golf

244

4%

152

5%

396

4%

Wine

283

5%

74

2%

357

4%

Total

6,174

100%

2,990

100%

9,164

100%

The cost of data collection, which focuses on the wages of workers in industry occupations, has traditionally been absorbed by multiple employers within the hospitality industry. As competitors, it has traditionally been difficult for all parties to gather and collect data impartially. By using the Workforce Investment Board, its staff and consultants to assemble the survey, HR Directors can be assured of objective data. Additionally, there was no cost to local employers other than their time. Labor market consultants estimate the cost of similar studies at $2,000 per occupation or $200,000 for 100 occupations. Through collaborations with industry managers, this study cost approximately $60,000 for outside services such as consultants, temporary staff and printing costs.

Highlights The Industry Overview section contains charts and graphs that document the broadest results of our study as summarized below. •

Of the 10,000 hospitality industry workers identified in the survey, hotels employ 41%, restaurants employ 37%, other lodging facilities employ 14%, golf courses employ 4% and the wine industry employs 4%.

•

Of the employees identified in the survey, 2/3rds work full time and 1/3rd work part time.

•

Over the next 12 months, survey respondents expect a dramatic shift in the status of their workforce. They expect 16% of their workforce (nearly 1,600 individuals) will separate from their jobs and that they will need to expand their workforce by an additional 10% (over 1,000 new jobs) to support planned expansions. In summary, it is expected that survey respondents will be looking to make approximately 2,600 job offers over the next year. In an industry that must maintain high standards of customer service, it is a significant challenge to identify and train this many workers.

•

41% of the jobs (nearly 4,100) identified by respondents require no prior work experience. 31% are in the major hotels, 45% in restaurants, 16% in other lodging facilities, 4% are in golf course facilities, and 4% are in wine tasting or wine production facilities. 60% are full time and 40% are part time positions.

•

Extrapolating findings from survey respondents to the entire industry in Monterey County suggests that there will be 3,500 to 4,000 employees hired in the next 12 months. 2,400 of these jobs will require little or no experience.

•

In addition to the salaries and wages employees received from the employer responding to the survey, 45% of the employees received other job income. It was reported that 56% of restaurant workers and 44% of lodging employees receive added income.

•

Temporary workers make up only 3% of the industry.

•

Only 15% or 31 employers reported seasonal layoffs affecting a total of 264 workers.

•

95% of vacancies are recruited within Monterey County.

•

77% of employers promote from within as non-entry level positions become vacant.

•

The majority of employees reside where they work. 78% of the hospitality industry workers employed on the Monterey Peninsula reside on the Peninsula. About 4% commute from North County, 16% from Salinas or South County, and 2% reside outside county boundaries.

•

The three top basic employment skills required by employers are a positive willing attitude, the ability to work on a team and customer service skills.

Employees by Type of Business 9,164 Total Employees Reported in Occupations

4000 Part Time

3,721

3,443

3000

2,990

2000

1,247 396

1000

6,174

357

Full Time

0

Hotels

Other Lodging

Restaurants

Golf

Wine

The scope of the survey and the estimated size of the related industry segments based on Standard Industry Classification (SIC) codes are shown in the table below. The two largest segments of the industry – Hotels and Other Lodging and Eating and Drinking Places - employed 17,200 workers in 2004. Statistics for golf courses and wine tasting are not available. However, based on the data collected and the number of known businesses, golf course employment that is not reported with major hotels/resorts is estimated at 750. Wine tasting at a wine production facility is normally reported as agriculture and has been omitted from the table below because there are few businesses that offer wine tasting only. Based on EDD’s SIC estimates for 2004, the scope of the survey measured 50% of the total segment size. Size of Industry vs. Survey Participants

12

Segment

Total Estimated Workers

% of Total

# of Surveys collected Survey total workers

% of Total

Hotels & Other Lodging (SIC 70)

6,800

38%

74

4,968

73%

Eating & Drinking Places (SIC 58)

10,400

58%

115

3,443

33%

Golf (not owned with hotels)

750

4%

11

526

70%

Total

17,950

100%

200

8,937

50%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – FALL 2005

9

Hospitality Industry Overview

Hospitality Industry Overview Occupational Summary

Entry Level Jobs Employers reported that 44% or 4,088 positions surveyed required no prior work experience. 60% or 2,435 are full time and 40% or 1,653 are part time positions. These jobs are excellent entry level opportunities for workers seeking to begin a career in the industry. The restaurant segment often serves as the first work experience for Monterey County youth. Significant highlights are indicated below with additional details provided in the chart and graph.

The previous chart by business type indicates that 73% of the employees work in hotels and lodging, and 33% in the food and beverage segment. However, many occupations in hotel/resort businesses are in restaurants on the premises. The codes used in the survey provide a very different occupational representation as shown in the chart and graph below. Highlights include the following:

•

More than 1,000 jobs or 41% full time and 244 or 15% part time jobs are in hotels/resorts that offer the best opportunities for career advancement.

•

Restaurants provide employment for 4,949 workers or 54% of the total surveyed; 42% of these are part time.

•

Restaurants offer 63% part time and 35% full time entry level jobs.

•

Lodging provides 2,424 jobs or 26% of the total. 545 or 29% of the lodging jobs are part time.

•

Nearly 650 jobs are offered in smaller lodging facilities, 386 are full time and 260 are part time.

•

Administration/Management provide 620 jobs or 7% of the total, but have only 36 or 1% of the part time jobs.

•

Golf courses offer 156 full and part time jobs that may especially appeal to golf lovers. Many courses offer complimentary green fees to employees when space is available.

•

Golf provides 9% of the full time jobs and 7% of the part time jobs or 551 and 215 respectively.

•

Wine occupations provide 296 full time and 109 part time jobs or 5% and 4% respectively. Approximately 30% of the jobs reported were in vineyard maintenance or wine production.

•

Part time work equates to 33% of employee totals but 70% or 2,085 of these jobs are in restaurants.

Total Entry Level Jobs by Business Employer Area

Full Time

% of Total

Part Time

% of Total

Total

% of Total

Hotels

1,010

41%

244

15%

1,254

31%

Restaurants

847

35%

1043

63%

1,890

32%

Employees by Occupation Code Across Industry Segments

Lodging

386

16%

260

16%

646

16%

Occupation Area

Golf

94

4%

62

4%

156

4%

Lodging

1,879

30%

545

18%

2,424

26%

Wine

98

4%

44

3%

142

2%

Admin/Mgmt

584

9%

36

1%

620

7%

Total

2,435

100%

1,653

100%

4,088

100%

Restaurant

2,864

46%

2,085

70%

4,949

54%

Golf

551

9%

215

7%

766

8%

Total Entry Level Jobs by Business

1200

Part Time

% of Total

Total

% of Total

Wine

296

5%

109

4%

405

4%

Total

6,174

100%

2,990

100%

9,164

100%

3,000

Full Time = Dark Part Time = Light

847

1000

% of Total

Employees by Occupation Code Across Industry Segments

1043

1010

Full Time

2,500

800

2,000 Full time - Dark

386

600

260

244

400

1,500 1,000 94 62

200

Part time - Light

98

44

500 0

0

16

Hotels

Restaurants

Lodging

Golf

Wine

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Lodging Adm/Mgmt Restaurant

Golf

Wine

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

13

Hospitality Industry Overview

Hospitality Industry Overview

Dramatic Hiring Expectations

Dramatic Hiring Expectations

Survey responses to questions regarding hiring expectations produced surprising results. Over the next 12 months there may be a dramatic shift in the status of the workforce that serves the hospitality industry. Respondents reported they expect 1,596 workers will resign, retire or be terminated. An additional 1,045 workers will be needed to support the current expansion of the existing workforce. In summary, 16% will be replacement workers and 10% will be new hires. It will be a significant challenge to identify and train those many workers while maintaining the high standards of customer service that the Monterey County hospitality industry demands. The charts and graphs below show the responses by region and type of job--full time, part time or temporary.

The predictions on the previous page compare well with the responses received within the individual occupations where employers were asked how many workers were hired in the last 12 months and how many they expect to hire in the next 12 months. This section did not ask if expected hires were added or replaced. Overall, 2,413 employees were hired in the past 12 months or 26% of the total employees surveyed in this section. Employers expect to hire 1,883 in the next 12 months or 21%. Although the number expected to be hired is 5% lower than expectations on the previous page, the number of workers hired in the past 12 months may well be a better indication of future hiring predictions. The charts and graphs below provide additional details.

Employees Expected to be Replaced Next 12 Months by Region Employer Region

Replacement Hires

Total Jobs in Region

% of All Jobs

Peninsula North

329

3,349

10%

Peninsula South

768

4,736

16%

Inland

499

1,879

27%

Total

1,596

9,964

16%

Employer Hires Last 12 Months by Business Area Hired/12 mos

% of Total

Total Employees

% of Total

Major Hotels/Resorts

863

36%

3,721

23%

Other Lodging

297

12%

1,247

24%

Restaurants

1,076

44%

3,443

31%

Golf

116

5%

396

29%

Wine Tasting

66

3%

357

18%

Total

2,418

100%

9,164

26%

Employees Expected to be Added Next 12 Months by Region Employer Region

Full time

Part time

Temporary

Combined

% of Total

Peninsula North

135

169

17

321

31%

Employer Expect to Hire Next 12 Months by Business Area Hire next 12 mos

% of Total

Total Employees

% of Total

Peninsula South

119

95

172

386

37%

Business

Inland

106

222

10

338

32%

Major Hotels/Resorts

638

34%

3,721

17%

Total

360

486

199

1,045

100%

Other Lodging

125

7%

1,247

10%

Restaurants

1,014

54%

3,443

29%

Employee Replacements and Additions Next 12 Months by Region

386

1000

338

396

22%

1%

357

7%

Total

1,889

100%

9,164

21%

Hiring Patterns by Business Type 1076

1000

321

638

600

768 499 329

1014

863

Hired last 12 mos = Dark To be Hired next 12 mos = Light

800

400

297

400

125 116 86

66

200 0

0 Peninsula North:

14

5%

26

1200

800

200

86

Replacements = Dark Additions = Light

1200

600

Golf Wine

Peninsula South:

Inland:

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hotels

Lodging

Restaurants

Golf

26

Wine

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

15

Hospitality Industry Overview

Hospitality Industry Overview

Dramatic Hiring Expectations

Dramatic Hiring Expectations

Survey responses to questions regarding hiring expectations produced surprising results. Over the next 12 months there may be a dramatic shift in the status of the workforce that serves the hospitality industry. Respondents reported they expect 1,596 workers will resign, retire or be terminated. An additional 1,045 workers will be needed to support the current expansion of the existing workforce. In summary, 16% will be replacement workers and 10% will be new hires. It will be a significant challenge to identify and train those many workers while maintaining the high standards of customer service that the Monterey County hospitality industry demands. The charts and graphs below show the responses by region and type of job--full time, part time or temporary.

The predictions on the previous page compare well with the responses received within the individual occupations where employers were asked how many workers were hired in the last 12 months and how many they expect to hire in the next 12 months. This section did not ask if expected hires were added or replaced. Overall, 2,413 employees were hired in the past 12 months or 26% of the total employees surveyed in this section. Employers expect to hire 1,883 in the next 12 months or 21%. Although the number expected to be hired is 5% lower than expectations on the previous page, the number of workers hired in the past 12 months may well be a better indication of future hiring predictions. The charts and graphs below provide additional details.

Employees Expected to be Replaced Next 12 Months by Region Employer Region

Replacement Hires

Total Jobs in Region

% of All Jobs

Peninsula North

329

3,349

10%

Peninsula South

768

4,736

16%

Inland

499

1,879

27%

Total

1,596

9,964

16%

Employer Hires Last 12 Months by Business Area Hired/12 mos

% of Total

Total Employees

% of Total

Major Hotels/Resorts

863

36%

3,721

23%

Other Lodging

297

12%

1,247

24%

Restaurants

1,076

44%

3,443

31%

Golf

116

5%

396

29%

Wine Tasting

66

3%

357

18%

Total

2,418

100%

9,164

26%

Employees Expected to be Added Next 12 Months by Region Employer Region

Full time

Part time

Temporary

Combined

% of Total

Peninsula North

135

169

17

321

31%

Employer Expect to Hire Next 12 Months by Business Area Hire next 12 mos

% of Total

Total Employees

% of Total

Peninsula South

119

95

172

386

37%

Business

Inland

106

222

10

338

32%

Major Hotels/Resorts

638

34%

3,721

17%

Total

360

486

199

1,045

100%

Other Lodging

125

7%

1,247

10%

Restaurants

1,014

54%

3,443

29%

Employee Replacements and Additions Next 12 Months by Region

386

1000

338

396

22%

1%

357

7%

Total

1,889

100%

9,164

21%

Hiring Patterns by Business Type 1076

1000

321

638

600

768 499 329

1014

863

Hired last 12 mos = Dark To be Hired next 12 mos = Light

800

400

297

400

125 116 86

66

200 0

0 Peninsula North:

14

5%

26

1200

800

200

86

Replacements = Dark Additions = Light

1200

600

Golf Wine

Peninsula South:

Inland:

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hotels

Lodging

Restaurants

Golf

26

Wine

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

15

Hospitality Industry Overview

Hospitality Industry Overview Occupational Summary

Entry Level Jobs Employers reported that 44% or 4,088 positions surveyed required no prior work experience. 60% or 2,435 are full time and 40% or 1,653 are part time positions. These jobs are excellent entry level opportunities for workers seeking to begin a career in the industry. The restaurant segment often serves as the first work experience for Monterey County youth. Significant highlights are indicated below with additional details provided in the chart and graph.

The previous chart by business type indicates that 73% of the employees work in hotels and lodging, and 33% in the food and beverage segment. However, many occupations in hotel/resort businesses are in restaurants on the premises. The codes used in the survey provide a very different occupational representation as shown in the chart and graph below. Highlights include the following:

•

More than 1,000 jobs or 41% full time and 244 or 15% part time jobs are in hotels/resorts that offer the best opportunities for career advancement.

•

Restaurants provide employment for 4,949 workers or 54% of the total surveyed; 42% of these are part time.

•

Restaurants offer 63% part time and 35% full time entry level jobs.

•

Lodging provides 2,424 jobs or 26% of the total. 545 or 29% of the lodging jobs are part time.

•

Nearly 650 jobs are offered in smaller lodging facilities, 386 are full time and 260 are part time.

•

Administration/Management provide 620 jobs or 7% of the total, but have only 36 or 1% of the part time jobs.

•

Golf courses offer 156 full and part time jobs that may especially appeal to golf lovers. Many courses offer complimentary green fees to employees when space is available.

•

Golf provides 9% of the full time jobs and 7% of the part time jobs or 551 and 215 respectively.

•

Wine occupations provide 296 full time and 109 part time jobs or 5% and 4% respectively. Approximately 30% of the jobs reported were in vineyard maintenance or wine production.

•

Part time work equates to 33% of employee totals but 70% or 2,085 of these jobs are in restaurants.

Total Entry Level Jobs by Business Employer Area

Full Time

% of Total

Part Time

% of Total

Total

% of Total

Hotels

1,010

41%

244

15%

1,254

31%

Restaurants

847

35%

1043

63%

1,890

32%

Employees by Occupation Code Across Industry Segments

Lodging

386

16%

260

16%

646

16%

Occupation Area

Golf

94

4%

62

4%

156

4%

Lodging

1,879

30%

545

18%

2,424

26%

Wine

98

4%

44

3%

142

2%

Admin/Mgmt

584

9%

36

1%

620

7%

Total

2,435

100%

1,653

100%

4,088

100%

Restaurant

2,864

46%

2,085

70%

4,949

54%

Golf

551

9%

215

7%

766

8%

Total Entry Level Jobs by Business

1200

Part Time

% of Total

Total

% of Total

Wine

296

5%

109

4%

405

4%

Total

6,174

100%

2,990

100%

9,164

100%

3,000

Full Time = Dark Part Time = Light

847

1000

% of Total

Employees by Occupation Code Across Industry Segments

1043

1010

Full Time

2,500

800

2,000 Full time - Dark

386

600

260

244

400

1,500 1,000 94 62

200

Part time - Light

98

44

500 0

0

16

Hotels

Restaurants

Lodging

Golf

Wine

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Lodging Adm/Mgmt Restaurant

Golf

Wine

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

13

Hospitality Industry Overview

Hospitality Industry Overview Entry Level Job Availability

Recruitment The outlook for motivated Monterey County residents to gain employment in the hospitality industry is excellent! Responses to the survey question about recruitment patterns indicated that 95% of employee recruitment is within the county. Only 5% of available jobs are advertised outside county boundaries. Employers reported they expect to hire 21% to 26% of their workforce over the next 12 months. With the total average monthly workforce estimated at 18,500, employers may be expected to hire between 3,900 and 4,800 workers. With a 95% recruitment level within the County, that equates to approximately 3,700 to 5,000 job opportunities!

The occupational data provides a clear picture of what jobs will be available over the next 12 months that do not require experience or specific vocational training. The chart below provides the numbers of entry level jobs that were hired in the past 12 months and the number expected to be hired within each business area. Overall, businesses expect to hire 1,174 entry level workers in the next 12 months. Highlights include the following: •

Restaurants offer the most career opportunities with 725 workers expected to be hired over the next 12 months. Note this is a larger number than were hired in the past 12 months, indicating growth expectations in some businesses.

•

Hotels expect to provide 320 workers with entry level jobs that can have excellent career advancement potential.

•

This survey collected data from approximately 50% of hospitality industry businesses. The actual number of entry level jobs available may exceed 2,200.

Recruitment by Region Employer Region

% in Monterey County

% Outside County

Peninsula North

93%

7%

Peninsula South

94%

6%

Inland

97%

3%

Average for All Regions

95%

5%

Recruitment Within Monterey County

97%

Recent & Pending Entry Level Jobs by Business Business

Hired in Last 12 mos

% of Total

Expect to Hire next 12 mos

% of Total

Hotels

342

27%

320

27%

Restaurants

697

54%

725

62%

Lodging

155

12%

66

6%

Golf

66

5%

46

4%

Wine

19

1%

17

1%

Total

1,279

100%

1,174

100%

Entry Level Jobs Hiring Patterns by Business

94% 93%

697 725

800

Hired last 12 mos = Dark Expect to hire =Light

700 600 500 400

342 320 155

300 200 Inland

20

Peninsula South

Peninsula North

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

100 0

66

66 46

Hotels

Restaurants

Lodging

Golf

19 17

Wine

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

17

Hospitality Industry Overview

Hospitality Industry Overview Other Job Income

Promotions to Higher Level Positions Employers promote from within an overall average of 77% when filling non-entry level positions. The chart and graph below show the responses gathered from each region.

Employer Promotions by Region Employer Region

% Promote from Within

% Hire Outside Company

Peninsula North

76%

24%

Peninsula South

71%

30%

Inland

83%

17%

Total

77%

23%

In addition to salaries or hourly wages, 4,114 or 45% of the reported employees receive other job income. 60% are full time and 40% part time workers. Sources of additional income were not queried, but may include tips, commissions, performance ratings, profit-sharing or bonuses. The chart below provides the number of full time and part time employees that recieve other job income in each occupational area. The graph shows which areas have the greatest number of jobs that receive other income. Highlights include: •

By industry segment, 56% or 2,766 of restaurant workers earn income in addition to salary or hourly wage. Lodging employees ranked second with 44% or 1,066 receiving added income. Fewer than 20% of workers in the remaining segments receive other income.

•

Restaurant workers comprise 67% of the total number of jobs with added income.

Prom ote Within for Non Entry-Level Positions by Region

Other Job Income by Segment 76%

Peninsula North Region Peninsula South Region

71%

Inland Region

83%

All Regions Combined

77%

Employment by Occupation

FT w/other Job Income

PT w/other Job Income

Total w/other Income

% of Total

Total Jobs

% of Total w/other Income

Lodging

776

290

1,066

26%

2,424

44%

Management

109

7

116

3%

620

19%

Restaurant

1,450

1,316

2,766

67%

4,949

56%

Golf

62

39

101

2%

766

13%

Wine

52

13

65

2%

405

16%

Total

2,449

1,665

4,114

100%

9,164

45%

Seasonal Layoffs Added Income Jobs by Occupation Area Thirty-one employers or 15% indicated seasonal employment adjustments affecting a total of 284 workers. Nineteen reported that October/November were the months in which dislocations occur. These employers expect to lay-off 264 or 3% of the total reported employees. Eighteen employers reported that March/April were the months in which they rehire seasonal/temporary workers. The number of workers likely to be laid off and likely to be rehired were approximately the same.

Employers reporting routine seasonal employment adjustments 15%

18

Golf 2%

Wine 2%

Lodging 26%

Admin/Mgmt 3% Employers NOT reporting routine seasonal employment adjustments 85%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Restaurant 67%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

19

Hospitality Industry Overview

Hospitality Industry Overview Other Job Income

Promotions to Higher Level Positions Employers promote from within an overall average of 77% when filling non-entry level positions. The chart and graph below show the responses gathered from each region.

Employer Promotions by Region Employer Region

% Promote from Within

% Hire Outside Company

Peninsula North

76%

24%

Peninsula South

71%

30%

Inland

83%

17%

Total

77%

23%

In addition to salaries or hourly wages, 4,114 or 45% of the reported employees receive other job income. 60% are full time and 40% part time workers. Sources of additional income were not queried, but may include tips, commissions, performance ratings, profit-sharing or bonuses. The chart below provides the number of full time and part time employees that recieve other job income in each occupational area. The graph shows which areas have the greatest number of jobs that receive other income. Highlights include: •

By industry segment, 56% or 2,766 of restaurant workers earn income in addition to salary or hourly wage. Lodging employees ranked second with 44% or 1,066 receiving added income. Fewer than 20% of workers in the remaining segments receive other income.

•

Restaurant workers comprise 67% of the total number of jobs with added income.

Prom ote Within for Non Entry-Level Positions by Region

Other Job Income by Segment 76%

Peninsula North Region Peninsula South Region

71%

Inland Region

83%

All Regions Combined

77%

Employment by Occupation

FT w/other Job Income

PT w/other Job Income

Total w/other Income

% of Total

Total Jobs

% of Total w/other Income

Lodging

776

290

1,066

26%

2,424

44%

Management

109

7

116

3%

620

19%

Restaurant

1,450

1,316

2,766

67%

4,949

56%

Golf

62

39

101

2%

766

13%

Wine

52

13

65

2%

405

16%

Total

2,449

1,665

4,114

100%

9,164

45%

Seasonal Layoffs Added Income Jobs by Occupation Area Thirty-one employers or 15% indicated seasonal employment adjustments affecting a total of 284 workers. Nineteen reported that October/November were the months in which dislocations occur. These employers expect to lay-off 264 or 3% of the total reported employees. Eighteen employers reported that March/April were the months in which they rehire seasonal/temporary workers. The number of workers likely to be laid off and likely to be rehired were approximately the same.

Employers reporting routine seasonal employment adjustments 15%

18

Golf 2%

Wine 2%

Lodging 26%

Admin/Mgmt 3% Employers NOT reporting routine seasonal employment adjustments 85%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Restaurant 67%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

19

Hospitality Industry Overview

Hospitality Industry Overview Entry Level Job Availability

Recruitment The outlook for motivated Monterey County residents to gain employment in the hospitality industry is excellent! Responses to the survey question about recruitment patterns indicated that 95% of employee recruitment is within the county. Only 5% of available jobs are advertised outside county boundaries. Employers reported they expect to hire 21% to 26% of their workforce over the next 12 months. With the total average monthly workforce estimated at 18,500, employers may be expected to hire between 3,900 and 4,800 workers. With a 95% recruitment level within the County, that equates to approximately 3,700 to 5,000 job opportunities!

The occupational data provides a clear picture of what jobs will be available over the next 12 months that do not require experience or specific vocational training. The chart below provides the numbers of entry level jobs that were hired in the past 12 months and the number expected to be hired within each business area. Overall, businesses expect to hire 1,174 entry level workers in the next 12 months. Highlights include the following: •

Restaurants offer the most career opportunities with 725 workers expected to be hired over the next 12 months. Note this is a larger number than were hired in the past 12 months, indicating growth expectations in some businesses.

•

Hotels expect to provide 320 workers with entry level jobs that can have excellent career advancement potential.

•

This survey collected data from approximately 50% of hospitality industry businesses. The actual number of entry level jobs available may exceed 2,200.

Recruitment by Region Employer Region

% in Monterey County

% Outside County

Peninsula North

93%

7%

Peninsula South

94%

6%

Inland

97%

3%

Average for All Regions

95%

5%

Recruitment Within Monterey County

97%

Recent & Pending Entry Level Jobs by Business Business

Hired in Last 12 mos

% of Total

Expect to Hire next 12 mos

% of Total

Hotels

342

27%

320

27%

Restaurants

697

54%

725

62%

Lodging

155

12%

66

6%

Golf

66

5%

46

4%

Wine

19

1%

17

1%

Total

1,279

100%

1,174

100%

Entry Level Jobs Hiring Patterns by Business

94% 93%

697 725

800

Hired last 12 mos = Dark Expect to hire =Light

700 600 500 400

342 320 155

300 200 Inland

20

Peninsula South

Peninsula North

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

100 0

66

66 46

Hotels

Restaurants

Lodging

Golf

19 17

Wine

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

17

Hotels and Resorts

Hospitality Industry Overview Employee Benefits

Regional Profile The Hotel and Resorts segment profiles the sixteen members of the HR Group who completed the full industry survey. Included are 17 lodging properties, 7 golf courses, and a myriad of restaurants and specialized services. Employment is summarized in the chart below. This group employs a total of 4,517 workers or 45% of the total surveyed; 3,691 or 82% work full time and 826 or 18% part time. Regionally, 32% work in Peninsula North and 68% in Peninsula South as represented in the chart and graph below. The Hotel/Resort group includes the industry’s four largest businesses. Together they employ 2,525 workers or 25% of the surveyed workforce. All four are located in the Peninsula South region.

Hotel/Resort Employment by Region Area

Full Time

% of Total Part Time % of Total Total FT & PT

% All

Pen. North

1,215

27%

243

5%

1,458

15%

Pen. South

2,476

55%

583

13%

3,059

31%

Total

3,691

82%

826

18%

4,517

45%

The chart and graph below show the number of hotel/resort employees as compared to the total number of employees in these two regions. Peninsula South hotels and resorts employ 65% of the total workers in that region. Together, hotels and resorts employ 56% of the total number of workers in the two regions.

Hotel/Resort Employees Compared to Total in Region Region

Hotel Employees

Total in Region

% of Total

Peninsula North

1,458

3,349

44%

Peninsula South

3,059

4,736

65%

Total

4,517

8,085

56%

Hotel/Resort Employees Compared to Total in Region

Employee benefits are a complex and ever-changing topic, especially with the increasing costs of heath care coverage. Larger organizations often have multiple levels of benefits that apply to tiered groups of workers. As employee benefits were not the main focus of this survey, the information gathered was limited to a few basic questions asked in the General Questions area. If employers provided different levels of benefits they were asked to provide the most basic level. Responses for a variety of benefits offered are summarized below. Vacation Days 132 or 65% of the employers reported that their employees accrue vacation ranging from 1 to 24 days with an average of 9.3 vacation days per year. Sick Leave Days 66 or 33% of the employers reported that their employees accrue sick leave days. The number accrued ranged from 3 to 24 days with an average of 5.8 sick days per year. Medical & Dental Insurance, Retirement & Child Care The chart below reflects benefits where the employer pays at least half of the benefit’s cost. No effort was made to determine the scope or level of benefits or if family coverage was included or offered. A few employers reported they also provided one or more other kinds of insurance benefits such as disability and life insurance. % Full Time Employees Bene?ts Provided Medical Insurance Dental Insurance Retirement Plan Child Care

Employers 45% (92) 38% (78) 21% (42) 3% (7)

FT Employees 76% (5,077) 72% (4,789) 59% (3,966) 5% (356)

% Part Time Employees Employers 5% (11) 27% (54) 4% (9) 0

PT Employees 12% (347) 39% (1,167) 19% (566) 0

Tuition Reimbursement for Work-Related Classes 64 employers, 32% overall, provide tuition reimbursement for employees. Regional distribution is provided in the chart below.

8,085 9000 8000

Peninsula North Region

7000 6000

4,736

5000 4000

3,349

32%

4,517 Peninsula South Region

3,059

Inland Region

1,458

3000

All Regions Combined

2000

40% 24% 32%

1000 0 Peninsula North

24

Peninsula South

Total

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

21

Hospitality Industry Overview

Hospitality Industry Overview Skills Ratings

Where Employees Reside The majority of employees reside where they work. 7,562 employees work in businesses on the Peninsula. 5,919 or 78% reside in the Coastal region. 261 or 4% commute from North County and 1,169 or 15% from Salinas or South County commute to Peninsula businesses. 209 or 3% reside outside county boundaries. Employer Region

Residences of Employees

% of All Jobs in Region (#)

Peninsula North

Prunedale-Castroville-Pajaro Coastal from Big Sur to Marina Salinas South of Salinas Outside Monterey Co.

3% (96) 87% (2,525) 14% (442) 1% (22) 1% (26)

Prunedale-Castroville-Pajaro Coastal from Big Sur to Marina Salinas South of Salinas Outside Monterey Co.

4% (170) 73% (3,393) 14% (671) 1% (34) 4% (183)

Prunedale-Castroville-Pajaro Coastal from Big Sur to Marina Salinas South of Salinas Outside Monterey Co.

5% (90) 13% (247) 57% (1,056) 22% (409) 1% (19)

Prunedale-Castroville-Pajaro Coastal from Big Sur to Marina Salinas South of Salinas Outside Monterey Co.

4% 64% 22% 5% 2%

Peninsula South

Inland

Total

(356) (6,165) (2,169) (456) (228)

Where Hospitality Workers Live PrunedaleCastroville-Pajaro (3.8% )

Outside Monterey County (2.4% )

South of Salinas (5.0% )

Employers were asked to rank a series of basic skills using a scoring system that ranged from 1 to 5, with 5 being the highest. The same number could be used multiple times. The compiled averages are provided in the chart below. The highest skill rating, “having a positive, willing attitude“ provides excellent guidance to job seekers. Everyone is capable of developing this skill. The second and third highest skill rating, “ability to work on a team” and “customer service skills,” also provide strong clues to success in the workplace. Training providers should also take note of the ranking of these skills to provide training with emphasis on developing the attitudes and skills demanded by the hospitality industry.

Skill Ratings

Average

Having a positive, willing attitude

4.8

Ability to work with or on a team

4.7

Customer service skills

4.7

Willingness to work split shifts, evenings, weekends

4.2

Ability to work independently

4.1

English language skills

3.6

Basic computer skills

2.7

Ability to speak a second language

2.7

Key: Lowest Importance

1

2

3

4

5

Highest Importance

Salinas (23.1% )

Coastal region from Big Sur to Marina (65.7% )

22

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

23

Hospitality Industry Overview

Hospitality Industry Overview Skills Ratings

Where Employees Reside The majority of employees reside where they work. 7,562 employees work in businesses on the Peninsula. 5,919 or 78% reside in the Coastal region. 261 or 4% commute from North County and 1,169 or 15% from Salinas or South County commute to Peninsula businesses. 209 or 3% reside outside county boundaries. Employer Region

Residences of Employees

% of All Jobs in Region (#)

Peninsula North

Prunedale-Castroville-Pajaro Coastal from Big Sur to Marina Salinas South of Salinas Outside Monterey Co.

3% (96) 87% (2,525) 14% (442) 1% (22) 1% (26)

Prunedale-Castroville-Pajaro Coastal from Big Sur to Marina Salinas South of Salinas Outside Monterey Co.

4% (170) 73% (3,393) 14% (671) 1% (34) 4% (183)

Prunedale-Castroville-Pajaro Coastal from Big Sur to Marina Salinas South of Salinas Outside Monterey Co.

5% (90) 13% (247) 57% (1,056) 22% (409) 1% (19)

Prunedale-Castroville-Pajaro Coastal from Big Sur to Marina Salinas South of Salinas Outside Monterey Co.

4% 64% 22% 5% 2%

Peninsula South

Inland

Total

(356) (6,165) (2,169) (456) (228)

Where Hospitality Workers Live PrunedaleCastroville-Pajaro (3.8% )

Outside Monterey County (2.4% )

South of Salinas (5.0% )

Employers were asked to rank a series of basic skills using a scoring system that ranged from 1 to 5, with 5 being the highest. The same number could be used multiple times. The compiled averages are provided in the chart below. The highest skill rating, “having a positive, willing attitude“ provides excellent guidance to job seekers. Everyone is capable of developing this skill. The second and third highest skill rating, “ability to work on a team” and “customer service skills,” also provide strong clues to success in the workplace. Training providers should also take note of the ranking of these skills to provide training with emphasis on developing the attitudes and skills demanded by the hospitality industry.

Skill Ratings

Average

Having a positive, willing attitude

4.8

Ability to work with or on a team

4.7

Customer service skills

4.7

Willingness to work split shifts, evenings, weekends

4.2

Ability to work independently

4.1

English language skills

3.6

Basic computer skills

2.7

Ability to speak a second language

2.7

Key: Lowest Importance

1

2

3

4

5

Highest Importance

Salinas (23.1% )

Coastal region from Big Sur to Marina (65.7% )

22

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

23

Hotels and Resorts

Hospitality Industry Overview Employee Benefits

Regional Profile The Hotel and Resorts segment profiles the sixteen members of the HR Group who completed the full industry survey. Included are 17 lodging properties, 7 golf courses, and a myriad of restaurants and specialized services. Employment is summarized in the chart below. This group employs a total of 4,517 workers or 45% of the total surveyed; 3,691 or 82% work full time and 826 or 18% part time. Regionally, 32% work in Peninsula North and 68% in Peninsula South as represented in the chart and graph below. The Hotel/Resort group includes the industry’s four largest businesses. Together they employ 2,525 workers or 25% of the surveyed workforce. All four are located in the Peninsula South region.

Hotel/Resort Employment by Region Area

Full Time

% of Total Part Time % of Total Total FT & PT

% All

Pen. North

1,215

27%

243

5%

1,458

15%

Pen. South

2,476

55%

583

13%

3,059

31%

Total

3,691

82%

826

18%

4,517

45%

The chart and graph below show the number of hotel/resort employees as compared to the total number of employees in these two regions. Peninsula South hotels and resorts employ 65% of the total workers in that region. Together, hotels and resorts employ 56% of the total number of workers in the two regions.

Hotel/Resort Employees Compared to Total in Region Region

Hotel Employees

Total in Region

% of Total

Peninsula North

1,458

3,349

44%

Peninsula South

3,059

4,736

65%

Total

4,517

8,085

56%

Hotel/Resort Employees Compared to Total in Region

Employee benefits are a complex and ever-changing topic, especially with the increasing costs of heath care coverage. Larger organizations often have multiple levels of benefits that apply to tiered groups of workers. As employee benefits were not the main focus of this survey, the information gathered was limited to a few basic questions asked in the General Questions area. If employers provided different levels of benefits they were asked to provide the most basic level. Responses for a variety of benefits offered are summarized below. Vacation Days 132 or 65% of the employers reported that their employees accrue vacation ranging from 1 to 24 days with an average of 9.3 vacation days per year. Sick Leave Days 66 or 33% of the employers reported that their employees accrue sick leave days. The number accrued ranged from 3 to 24 days with an average of 5.8 sick days per year. Medical & Dental Insurance, Retirement & Child Care The chart below reflects benefits where the employer pays at least half of the benefit’s cost. No effort was made to determine the scope or level of benefits or if family coverage was included or offered. A few employers reported they also provided one or more other kinds of insurance benefits such as disability and life insurance. % Full Time Employees Bene?ts Provided Medical Insurance Dental Insurance Retirement Plan Child Care

Employers 45% (92) 38% (78) 21% (42) 3% (7)

FT Employees 76% (5,077) 72% (4,789) 59% (3,966) 5% (356)

% Part Time Employees Employers 5% (11) 27% (54) 4% (9) 0

PT Employees 12% (347) 39% (1,167) 19% (566) 0

Tuition Reimbursement for Work-Related Classes 64 employers, 32% overall, provide tuition reimbursement for employees. Regional distribution is provided in the chart below.

8,085 9000 8000

Peninsula North Region

7000 6000

4,736

5000 4000

3,349

32%

4,517 Peninsula South Region

3,059

Inland Region

1,458

3000

All Regions Combined

2000

40% 24% 32%

1000 0 Peninsula North

24

Peninsula South

Total

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

21

Administration and Management Occupations

Hotels and Resorts Occupational Profile Within the Occupations section of the survey, hotels and resorts reported employing 3,721 workers, which is 41% of the total workers surveyed through occupations. Of special note are the following: Fewer employees are reported in the Occupations section because not all occupations were surveyed. The larger hotels and resorts have several levels of management that are not found in smaller properties. The major discrepancies between the total number of employees reported and the totals in the Occupations section were in the four largest properties. The majority or 81% of the occupational employees work full time; only 19% work part time. Restaurants have the most part time workers with 322 or 9%. The Lodging segment has the most employees at 41% followed by Restaurants at 37%. Golf and Administration/Management employ 13% and 10% respectively. The charts and graph below show the proportion of hotel employees as compared to the total and provide additional breakdowns by full time/part time and occupational area.

Photo: 2004 Alex Vertikoff Reproduced by permission of Pebble Beach Company

This section contains Administration and Management occupations that are common to all segments of the hospitality industry. Lodging occupations are found on pages 45 - 68, Restaurant occupations on pages 69 - 95, Golf occupations on pages 96 - 113 and Wine Tasting occupations on pages 114 - 120. Entry Level Jobs Positions where at least 30% of the respondents do not require experience or specific vocational training are marked with an “ELJ” above and “Entry Level Career Opportunity” banner in the lower right hand section of the occupation page. This section contains the following: Accounting Clerk Accounting Manager or Staff Accountant Controller Employment Specialist Executive Assistant General Manager Groundskeeper Human Resources Assistant - ELJ Human Resources Manager Landscape Gardener - ELJ Payroll Administrator Receptionist Retail Sales Associate/Assistant - ELJ Storeroom Clerk - ELJ Systems Administrator

28

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Comparison: Hotel/Resort Employees as Portion of Total Surveyed by Occupation Full Time

% of Total

Part Time

% of Total Total Employees % of Total

Major Hotels/Resorts

3,017

49%

704

24%

3,721

41%

Total

6,174

100%

2,990

100%

9,164

100%

Hotel/Resort Employees by Occupational Area Occupation Area

Full Time

% of Total

Part Time

% of Total

Total

% of Total

Admin/Management

315

8%

41

1%

356

10%

Lodging

1291

35%

235

6%

1526

41%

Restaurant

1049

28%

322

9%

1371

37%

Golf

362

10%

106

3%

468

13%

Total

3017

81%

704

19%

3721

100%

Hotel/Resort Employees by Occupational Area FT Golf

PT

Restaurant Lodging Admin/Mgmt 0

500

1000

1500

2000

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

25

Hotels and Resorts

Hotels and Resorts Entry Level Jobs

Hiring Patterns and Expectations Hotel/Resort employers reported they expect to add 440 employees and replace 813 for a total of 1,253 employees or 28% in the next 12 months. Full time additional workers total 194 or 44%, part time at 101 or 23% and temporary staff at 145 or 33%. Hotel/Resort Workers to be Hired and Hotel/Resort Workers to be Added and Replaced - Next 12 months Replacem ent - Next 12 Months

Hotels and Resorts reported 1,254 entry-level jobs that require minimal vocational training and no prior work experience for a given occupation. Employers may require a high school diploma or GED and other basic skills such as a positive willing attitude, the ability to work on a team and customer service skills. The chart below indicates the numbers of full time and part time employees currently working in entry level positions, the number hired into these positions and the number expected to be hired in the next 12 months. The Lodging area offers the most opportunity with 167 positions or 24% of the total available entry level jobs. Specific occupations include room attendant or houseperson, lobby attendant, doorman, porter/valet, spa attendant, front desk clerk, concierge, PBX Operator and uniform attendant.

440 Added

Restaurants expect to fill 81 openings or 24% of the entry level jobs in that sector. Occupations include waitperson, busser, dishwasher, steward, hostperson, pantry cook and employee dining room attendant.

813 Replaced

In the Occupations section, employers reported that 863 workers were hired in the last 12 months and 638 workers are expected to be hired in the next 12 months. The chart and graph below show the hiring patterns by occupational area with Lodging providing 270 jobs or 42% and Restaurants expecting to hire 233 or 37% of those to be added. Note the overall adds and replacements are approximately double the expected hires reported by occupation. At least part of the difference may be due to expansion plans that are underway at several properties. However, the number expected to be hired in the occupations below is only 74% of those hired in the past 12 months. Past hiring practices are often a good predictor for future hires.

Administrative/Management areas expect to fill 42 jobs or 45% of the available entry level openings. Included are positions as retail and special events sales associate, storeroom clerk, receptionist and human resources assistant. The 30 openings on golf courses represent 21% of the available entry level jobs. Occupations include range attendant, member service representative/starter, golf shop attendant, marshall, level I greenskeeper and locker room attendant. More information about these positions is provided in the Lodging Occupations section, pages 45 - 68. Hotel/Resort Entry Level Jobs (ELJ) and Hiring Patterns By Occupation Area

Hotel/Resorts Hiring Patterns by Occupation Area Occupation Area

Hired last 12 Mos.

% of Total

Will hire next 12 Mos. % of Total

Admin/Management

79

9%

75

12%

Lodging

366

42%

270

42%

Restaurants

340

39%

233

37%

Golf

78

9%

60

Total

863

100%

638

Occupation Area Full Time

83

682

194

167

24%

Admin/Mgmt

69

25

94

24

42

45%

9%

Restaurant

240

95

335

96

81

24%

100%

Golf

102

41

143

28

30

21%

Total

1010

244

1254

342

320

26%

Hotel/Resort Expected Entry Level Job Openings Next 12 Months

Admin 12%

30 81

Restaurant Lodging 42%

42

Admin/Mgmt

167

Lodging 0

26

% of Total ELJs

599

Golf

Restaurants 37%

Total Hired Last Expect to Hire Employees 12 mos Next 12 mos

Lodging

Hotel/Resort Expected Hires Next 12 Months by Occupation Area

Golf 9%

Part Time

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

50

100

150

200

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

27

Hotels and Resorts

Hotels and Resorts Entry Level Jobs

Hiring Patterns and Expectations Hotel/Resort employers reported they expect to add 440 employees and replace 813 for a total of 1,253 employees or 28% in the next 12 months. Full time additional workers total 194 or 44%, part time at 101 or 23% and temporary staff at 145 or 33%. Hotel/Resort Workers to be Hired and Hotel/Resort Workers to be Added and Replaced - Next 12 months Replacem ent - Next 12 Months

Hotels and Resorts reported 1,254 entry-level jobs that require minimal vocational training and no prior work experience for a given occupation. Employers may require a high school diploma or GED and other basic skills such as a positive willing attitude, the ability to work on a team and customer service skills. The chart below indicates the numbers of full time and part time employees currently working in entry level positions, the number hired into these positions and the number expected to be hired in the next 12 months. The Lodging area offers the most opportunity with 167 positions or 24% of the total available entry level jobs. Specific occupations include room attendant or houseperson, lobby attendant, doorman, porter/valet, spa attendant, front desk clerk, concierge, PBX Operator and uniform attendant.

440 Added

Restaurants expect to fill 81 openings or 24% of the entry level jobs in that sector. Occupations include waitperson, busser, dishwasher, steward, hostperson, pantry cook and employee dining room attendant.

813 Replaced

In the Occupations section, employers reported that 863 workers were hired in the last 12 months and 638 workers are expected to be hired in the next 12 months. The chart and graph below show the hiring patterns by occupational area with Lodging providing 270 jobs or 42% and Restaurants expecting to hire 233 or 37% of those to be added. Note the overall adds and replacements are approximately double the expected hires reported by occupation. At least part of the difference may be due to expansion plans that are underway at several properties. However, the number expected to be hired in the occupations below is only 74% of those hired in the past 12 months. Past hiring practices are often a good predictor for future hires.

Administrative/Management areas expect to fill 42 jobs or 45% of the available entry level openings. Included are positions as retail and special events sales associate, storeroom clerk, receptionist and human resources assistant. The 30 openings on golf courses represent 21% of the available entry level jobs. Occupations include range attendant, member service representative/starter, golf shop attendant, marshall, level I greenskeeper and locker room attendant. More information about these positions is provided in the Lodging Occupations section, pages 45 - 68. Hotel/Resort Entry Level Jobs (ELJ) and Hiring Patterns By Occupation Area

Hotel/Resorts Hiring Patterns by Occupation Area Occupation Area

Hired last 12 Mos.

% of Total

Will hire next 12 Mos. % of Total

Admin/Management

79

9%

75

12%

Lodging

366

42%

270

42%

Restaurants

340

39%

233

37%

Golf

78

9%

60

Total

863

100%

638

Occupation Area Full Time

83

682

194

167

24%

Admin/Mgmt

69

25

94

24

42

45%

9%

Restaurant

240

95

335

96

81

24%

100%

Golf

102

41

143

28

30

21%

Total

1010

244

1254

342

320

26%

Hotel/Resort Expected Entry Level Job Openings Next 12 Months

Admin 12%

30 81

Restaurant Lodging 42%

42

Admin/Mgmt

167

Lodging 0

26

% of Total ELJs

599

Golf

Restaurants 37%

Total Hired Last Expect to Hire Employees 12 mos Next 12 mos

Lodging

Hotel/Resort Expected Hires Next 12 Months by Occupation Area

Golf 9%

Part Time

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

50

100

150

200

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

27

Administration and Management Occupations

Lodging Industry Overview

Photo: 2004 Alex Vertikoff Reproduced by permission of Pebble Beach Company

This section contains Administration and Management occupations that are common to all segments of the hospitality industry. Lodging occupations are found on pages 45 - 68, Restaurant occupations on pages 69 - 95, Golf occupations on pages 96 - 113 and Wine Tasting occupations on pages 114 - 120. Entry Level Jobs Positions where at least 30% of the respondents do not require experience or specific vocational training are marked with an “ELJ” above and “Entry Level Career Opportunity” banner in the lower right hand section of the occupation page. This section contains the following: Accounting Clerk Accounting Manager or Staff Accountant Controller Employment Specialist Executive Assistant General Manager Groundskeeper Human Resources Assistant - ELJ Human Resources Manager Landscape Gardener - ELJ Payroll Administrator Receptionist Retail Sales Associate/Assistant - ELJ Storeroom Clerk - ELJ Systems Administrator

28

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Photo: 2004 Alex Vertikoff. Reproduced by permission of Pebble Beach Company.

The Lodging Industry (Hotels and Other Accommodations SIC 70) includes all types of lodging, from five-star hotels and resorts to small motels and RV parks. Some hotels and resorts also include restaurants and golf courses. The largest of the occupational groups in this industry are service occupations that account for approximately 2 out of every 3 jobs. Most service jobs are in housekeeping and building service occupations including housekeepers, maintenance engineers, front desk and concierge staff, and a variety of attendants. Large hotels and resorts also employ various levels of supervisory and management staff, and public relations, convention and sales managers to promote their image and to attract businesses. Small employers may have one manager who is expected to oversee all the work necessary to operate the business.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

45

Accounting Clerk

Employment Specialist 4 Firms responding with 5 FT Employees

22 Firms responding with 31 FT, 4 PT Employees

M-13-1071.02

M-43-3031

Description

Description Facilitates the hiring of the most qualified individuals. Requires the ability to work independently, and interface equally well with applicants, co-workers and managers. Must be detail oriented, accurate, and capable of performing numerous on-going projects. Must possess excellent interpersonal skills, verbal & written communication skills, and follow-through skills. Ability to speak Spanish helpful. Reports to HR Director.

Computes, classifies and records numerical data to keep financial records complete. Performs any combination of routine calculating, posting, and verifying duties to obtain primary financial data for use in maintaining accounting records. May also check the accuracy of figures, calculations, and postings pertaining to business transactions recorded by other workers. This position is classified as non-exempt by 82% of the respondents.

This position is classified as non-exempt by 75% of the respondents.

Sample Tasks

Sample Tasks • Establish and maintain relationships with hiring managers to stay abreast of current and future hiring needs. • Interview applicants to obtain information on work history, training, education, and job skills. • Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act. • Perform searches for qualified candidates according to relevant job criteria, using computer databases, networking, Internet recruiting resources, cold calls, media, recruiting firms, and employee referrals. • Prepare and maintain employment records. • Contact applicants to inform them of employment possibilities, consideration, and selection. • Inform potential applicants about facilities, operations, benefits, and job or career opportunities in organizations. • Screen and refer applicants to hiring personnel in the organization, making hiring recommendations when appropriate. • Arrange for interviews and provide travel arrangements as necessary. • Advise managers and employees on staffing policies and procedures.

Wages Annual

Lowest

Highest

Average

$30,834

$43,399

Median

$32,187

$47,600

Range

$25k - 34k

$28k - 50.3k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

O*Net

Wages 13-1071.02 - Personnel Recruiters

Other Job Titles for this Position Employment Manager Human Resources Specialist Recruiter

Education and Experience A high school diploma or GED and previous work-related skill, knowledge, or experience is required for this occupation. Many employers will require specific vocational training or an associate’s degree. Some may require a bachelor’s degree. 100% of the responding employers required 12 - 18 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 2 Employers expect to hire in the next 12 months: 0 Employers that reported difficulty in hiring for this position: 0%

32

• Check figures, postings, and documents for correct entry, mathematical accuracy, and proper codes. • Operate computers programmed with accounting software to record, store, and analyze information. • Comply with federal, state, and company policies, procedures, and regulations. • Debit, credit, and total accounts on computer spreadsheets and databases, using specialized accounting software. • Classify, record, and summarize numerical and financial data in order to compile and keep financial records, using journals and ledgers or computers. • Calculate, prepare, and issue bills, invoices, account statements, and other financial statements according to established procedures. • Compile statistical, financial, accounting or auditing reports and tables pertaining to such matters as cash receipts, expenditures, accounts payable and receivable, and profits and losses. • Code documents according to company procedures. • Access computerized financial information to answer general questions as well as those related to specific accounts. • Operate 10-key calculators, typewriters, and copy machines to perform calculations and produce documents.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$13.12

$15.87

Median

$12.75

$15.00

Range

$8.75 - 20.00

$8.75 - 25.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 18% of employers Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

43-3031.00 - Bookkeeping, Accounting and Auditing Clerks

Other Job Titles for this Position Accounts Payable Clerk Accounts Receivable Clerk Bookkeeper Data Entry Clerk

Education and Experience A high school diploma or GED and previous work-related skill, knowledge, or experience is usually required for this occupation. Many employers will require specific vocational training or an associate’s degree. 86% of the responding employers required 6 - 36 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 10 Employers expect to hire in the next 12 months: 8 Employers that reported difficulty in hiring for this position: 42%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

29

Accounting Occupation Manager or Staff Accountant 18 Firms responding with 26 FT, 2 PT Employees

Description

Controllers M-13-2011

27 Firms responding with 25 FT, 2 PT Employees

M-11-3031

Description

Supervises employees who post and balance books of account, such as general journal, sales book, purchase register, and general ledgers. Supervises the preparation of balance sheets and profit and loss statements, coding of invoices, compilation of data for preparation, accounting reports, etc. At smaller properties this position may perform human resources functions.

Plans, directs, and coordinates the financial activities of an organization at the highest level of management. Oversees financial controls, pension, annual budget, prepares monthly financial statements, supervises accounting department, often has multiple properties. Reports to top executive.

This position is classified as exempt by 56% of the respondents. NOTE: Some properties also have Senior Accountant positions at 10 - 15% higher salaries.

This position is classified as exempt by 85% of the respondents.

Sample Tasks

Sample Tasks • Prepare, examine, and analyze accounting records, financial statements, and other financial reports to assess accuracy, completeness, and conformance to reporting and procedural standards. • Compute taxes owed and prepare tax returns, ensuring compliance with payment, reporting and other tax requirements. • Analyze business operations, trends, costs, revenues, financial commitments, and obligations, to project future revenues and expenses or to provide advice. • Establish tables of accounts, and assign entries to proper accounts. • Develop, maintain, and analyze budgets, preparing periodic reports that compare budgeted costs to actual costs. • Develop, implement, modify, and document record keeping and accounting systems using current computer technology. • Prepare forms and manuals for accounting and bookkeeping personnel, and direct their work activities. • Survey operations to ascertain accounting needs and to recommend, develop, and maintain solutions to business and financial problems.

Wages

O*Net

Wages 13-2011.01 – Accountants

Annual

Lowest

Highest

Average

$ $37,572

$ $47,426

Other Job Titles Reported

Median

$ $36,200

$ $48,920

Range

$ - 52k $22.9k

$ - 69k $33.3k

Accounts Payable Manager Assistant Controller Bookkeeper Chief Accountant

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 6% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

• Coordinate and direct the financial planning, budgeting, procurement, or investment activities of all or part of a business. • Develop internal control policies, guidelines, and procedures for activities such as budget administration, cash and credit management, and accounting. • Prepare or direct preparation of financial statements, business activity reports, financial forecasts and annual budgets and/or reports required by regulatory agencies. • Advise management on short-term and long-term financial objectives, policies, and actions. • Analyze the financial details of past, present, and expected operations to identify development opportunities and areas where improvement is needed. • Maintain current knowledge of organizational policies and procedures, federal and state policies and directives, and current accounting standards. • Supervise employees performing financial reporting, accounting, billing, collections, payroll, and budgeting duties. • Lead staff training and development in budgeting and financial management areas.

Education and Experience An accountant must complete four years of college and work for several years in accounting to be considered qualified. Lower level titles may not require a college degree. 100% of the responding employers required 12 to 60 months of experience for this position.

Supply & Demand

O*Net

11-3031.01 - Controllers

Annual

Lowest

Highest

Average

$51,984

$75,345

Other Job Titles for this Position

Median

$50,000

$72,000

Director of Finance

Range

$25k - 79.8k

$40k - 142.4k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 26% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience A bachelor’s degree is normally the minimum formal education required for this occupations. However, many employers also require graduate school. 100% of the responding employers required 12 to 84 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 3 Employers expect to hire in the next 12 months: 0 Employers that reported difficulty in hiring for this position: 48%

Employees hired in 12 months ending June 2005: 4 Employers expected to hire in next 12 months: 0 Employers that reported difficulty in hiring for this position: 44 %

30

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

31

Accounting Occupation Manager or Staff Accountant 18 Firms responding with 26 FT, 2 PT Employees

Description

Controllers M-13-2011

27 Firms responding with 25 FT, 2 PT Employees

M-11-3031

Description

Supervises employees who post and balance books of account, such as general journal, sales book, purchase register, and general ledgers. Supervises the preparation of balance sheets and profit and loss statements, coding of invoices, compilation of data for preparation, accounting reports, etc. At smaller properties this position may perform human resources functions.

Plans, directs, and coordinates the financial activities of an organization at the highest level of management. Oversees financial controls, pension, annual budget, prepares monthly financial statements, supervises accounting department, often has multiple properties. Reports to top executive.

This position is classified as exempt by 56% of the respondents. NOTE: Some properties also have Senior Accountant positions at 10 - 15% higher salaries.

This position is classified as exempt by 85% of the respondents.

Sample Tasks

Sample Tasks • Prepare, examine, and analyze accounting records, financial statements, and other financial reports to assess accuracy, completeness, and conformance to reporting and procedural standards. • Compute taxes owed and prepare tax returns, ensuring compliance with payment, reporting and other tax requirements. • Analyze business operations, trends, costs, revenues, financial commitments, and obligations, to project future revenues and expenses or to provide advice. • Establish tables of accounts, and assign entries to proper accounts. • Develop, maintain, and analyze budgets, preparing periodic reports that compare budgeted costs to actual costs. • Develop, implement, modify, and document record keeping and accounting systems using current computer technology. • Prepare forms and manuals for accounting and bookkeeping personnel, and direct their work activities. • Survey operations to ascertain accounting needs and to recommend, develop, and maintain solutions to business and financial problems.

Wages

O*Net

Wages 13-2011.01 – Accountants

Annual

Lowest

Highest

Average

$ $37,572

$ $47,426

Other Job Titles Reported

Median

$ $36,200

$ $48,920

Range

$ - 52k $22.9k

$ - 69k $33.3k

Accounts Payable Manager Assistant Controller Bookkeeper Chief Accountant

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 6% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

• Coordinate and direct the financial planning, budgeting, procurement, or investment activities of all or part of a business. • Develop internal control policies, guidelines, and procedures for activities such as budget administration, cash and credit management, and accounting. • Prepare or direct preparation of financial statements, business activity reports, financial forecasts and annual budgets and/or reports required by regulatory agencies. • Advise management on short-term and long-term financial objectives, policies, and actions. • Analyze the financial details of past, present, and expected operations to identify development opportunities and areas where improvement is needed. • Maintain current knowledge of organizational policies and procedures, federal and state policies and directives, and current accounting standards. • Supervise employees performing financial reporting, accounting, billing, collections, payroll, and budgeting duties. • Lead staff training and development in budgeting and financial management areas.

Education and Experience An accountant must complete four years of college and work for several years in accounting to be considered qualified. Lower level titles may not require a college degree. 100% of the responding employers required 12 to 60 months of experience for this position.

Supply & Demand

O*Net

11-3031.01 - Controllers

Annual

Lowest

Highest

Average

$51,984

$75,345

Other Job Titles for this Position

Median

$50,000

$72,000

Director of Finance

Range

$25k - 79.8k

$40k - 142.4k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 26% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience A bachelor’s degree is normally the minimum formal education required for this occupations. However, many employers also require graduate school. 100% of the responding employers required 12 to 84 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 3 Employers expect to hire in the next 12 months: 0 Employers that reported difficulty in hiring for this position: 48%

Employees hired in 12 months ending June 2005: 4 Employers expected to hire in next 12 months: 0 Employers that reported difficulty in hiring for this position: 44 %

30

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

31

Accounting Clerk

Employment Specialist 4 Firms responding with 5 FT Employees

22 Firms responding with 31 FT, 4 PT Employees

M-13-1071.02

M-43-3031

Description

Description Facilitates the hiring of the most qualified individuals. Requires the ability to work independently, and interface equally well with applicants, co-workers and managers. Must be detail oriented, accurate, and capable of performing numerous on-going projects. Must possess excellent interpersonal skills, verbal & written communication skills, and follow-through skills. Ability to speak Spanish helpful. Reports to HR Director.

Computes, classifies and records numerical data to keep financial records complete. Performs any combination of routine calculating, posting, and verifying duties to obtain primary financial data for use in maintaining accounting records. May also check the accuracy of figures, calculations, and postings pertaining to business transactions recorded by other workers. This position is classified as non-exempt by 82% of the respondents.

This position is classified as non-exempt by 75% of the respondents.

Sample Tasks

Sample Tasks • Establish and maintain relationships with hiring managers to stay abreast of current and future hiring needs. • Interview applicants to obtain information on work history, training, education, and job skills. • Maintain current knowledge of Equal Employment Opportunity (EEO) and affirmative action guidelines and laws, such as the Americans with Disabilities Act. • Perform searches for qualified candidates according to relevant job criteria, using computer databases, networking, Internet recruiting resources, cold calls, media, recruiting firms, and employee referrals. • Prepare and maintain employment records. • Contact applicants to inform them of employment possibilities, consideration, and selection. • Inform potential applicants about facilities, operations, benefits, and job or career opportunities in organizations. • Screen and refer applicants to hiring personnel in the organization, making hiring recommendations when appropriate. • Arrange for interviews and provide travel arrangements as necessary. • Advise managers and employees on staffing policies and procedures.

Wages Annual

Lowest

Highest

Average

$30,834

$43,399

Median

$32,187

$47,600

Range

$25k - 34k

$28k - 50.3k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

O*Net

Wages 13-1071.02 - Personnel Recruiters

Other Job Titles for this Position Employment Manager Human Resources Specialist Recruiter

Education and Experience A high school diploma or GED and previous work-related skill, knowledge, or experience is required for this occupation. Many employers will require specific vocational training or an associate’s degree. Some may require a bachelor’s degree. 100% of the responding employers required 12 - 18 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 2 Employers expect to hire in the next 12 months: 0 Employers that reported difficulty in hiring for this position: 0%

32

• Check figures, postings, and documents for correct entry, mathematical accuracy, and proper codes. • Operate computers programmed with accounting software to record, store, and analyze information. • Comply with federal, state, and company policies, procedures, and regulations. • Debit, credit, and total accounts on computer spreadsheets and databases, using specialized accounting software. • Classify, record, and summarize numerical and financial data in order to compile and keep financial records, using journals and ledgers or computers. • Calculate, prepare, and issue bills, invoices, account statements, and other financial statements according to established procedures. • Compile statistical, financial, accounting or auditing reports and tables pertaining to such matters as cash receipts, expenditures, accounts payable and receivable, and profits and losses. • Code documents according to company procedures. • Access computerized financial information to answer general questions as well as those related to specific accounts. • Operate 10-key calculators, typewriters, and copy machines to perform calculations and produce documents.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$13.12

$15.87

Median

$12.75

$15.00

Range

$8.75 - 20.00

$8.75 - 25.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 18% of employers Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

43-3031.00 - Bookkeeping, Accounting and Auditing Clerks

Other Job Titles for this Position Accounts Payable Clerk Accounts Receivable Clerk Bookkeeper Data Entry Clerk

Education and Experience A high school diploma or GED and previous work-related skill, knowledge, or experience is usually required for this occupation. Many employers will require specific vocational training or an associate’s degree. 86% of the responding employers required 6 - 36 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 10 Employers expect to hire in the next 12 months: 8 Employers that reported difficulty in hiring for this position: 42%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

29

Human Resources Assistant 7 Firms responding with 7 FT, 2 PT Employees

General Manager Executive Assistant (Top Executive) M-43-4161.01

Description

28 Firms responding with 52 FT, 4 PT Employees

M-43-6011

Description

Provides administrative support to functional areas of the human resources department, which may include recruitment and employment, personnel records, employee relations, job evaluation, compensation administration, benefits administration, organization development and training. Has knowledge of HR practices, and procedures. Reports to Human Resources Manager.

Responsible Reports to thefor Board fulfilling of Directors. administrative Directs and thesecretarial development duties of shortfor topand executive long-range andobjectives, may provide policies, clericalbudgets supportand to the operating Board plans of Directors. for the Oversees organization. all administrative As approved by functions the Board to ensure of Directors, the executive overseesand consistent divisions interpretation, operate at maximum implementation efficiency. and achievement Handles a wide of plans. varietyEstablishes of situations an and organization conflicts hierarchy involving and the clerical delegates and limits administrative of authority function to subordinate of the senior office.managers Performs duties regarding of apolicies, highly confidential contractualnature. commitments, Usually reports expenditures to top and executive personnel or General matters. Manager.

This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt exempt by ___ by 68% % of of thethe respondents. respondents.

Sample Tasks

Sample Tasks

• Explain company personnel policies, benefits, and procedures to employees or job applicants. • Process, verify, and maintain documentation relating to personnel activities such as staffing, recruitment, training, grievances, performance evaluations, and classifications. • Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations. • Process and review employment applications in order to evaluate qualifications or eligibility of applicants. • Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. • Examine employee files to answer inquiries and provide information for personnel actions. • Search employee files in order to obtain information for authorized organizations, such as credit bureaus or finance companies. • Interview job applicants to obtain and verify information used to screen and evaluate them. • Request information from law enforcement officials, previous employers, and other references in order to determine applicants’ employability.

Wages

Wages Hourly

Lowest

Highest

Average

$13.87

$17.56

Median

$14.00

$18.17

Range

$12.09 -15.00

• Manage and maintain executives’ schedules. • Prepare invoices, reports, memos, letters, financial statements and other documents, using word processing, spreadsheet, database, and/or presentation software. • Read and analyze incoming memos, submissions, and reports in order to determine their significance and plan their distribution. • Open, sort, and distribute incoming correspondence, including faxes and email. • File and retrieve corporate documents, records, and reports. • Greet visitors and determine whether they should be given access to specific individuals. • Prepare responses to correspondence containing routine inquiries. • Perform general office duties such as ordering supplies, maintaining records management systems, and performing basic bookkeeping work. • Prepare agendas and make arrangements for committee, board, and other meetings. • Make travel arrangements for executives.

O*Net

$15.00 - 20.38

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 14 % of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Hourly

Lowest

Highest

Average

$14.31

$18.18

Other Job Titles for this Position

Median

$14.75

$17.00

Human Resources Coordinator

Range

$6.75 - 22.78

$10.00 - 31.25

43-4161.00 - Human Resources Assistants

Education and Experience A high school diploma or GED and previous work-related skill, knowledge, or experience is required for this occupation. Many employers will require specific vocational training or an associate’s degree. Some may require a bachelor’s degree.

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

57% of the responding employers required 6 - 12 months of experience for this position.

Additional income for this position was reported by 21% of employers.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 43%

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

43-6011.00 Executive Secretaries and Administrative Assistants

Other Job Titles for this Position Executive Secretary Office Administrator Manager Assistant

Education and Experience A high school diploma or GED and previous work-related skill, knowledge, or experience is required for this occupation. Many employers will require specific vocational training or an associate’s degree. Some may require a bachelor’s degree. 79% of the responding employers required 6 - 60 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 10 Employers expect to hire in the next 12 months: 7 Employers that reported difficulty in hiring for this position: 32%

Entry-level career opportunity!!!

36

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

33

General Manager

General Manager - Wages by Industry Segment

159 Firms responding with 189 FT, 6 PT Employees

M-11-1011

Description

Hotels/Resorts

Golf GMs - see Director of Golf

13 Firms responding with 15 FT Employees Directs the development of short- and long-range objectives, policies, budgets and operating plans for the organization. Oversees consistent interpretation, implementation and achievement of plans. Establishes an organization hierarchy and delegates limits of authority to subordinate senior managers regarding policies, contractual commitments, expenditures and personnel matters. Reports to the business owner or a Board of Directors. This position is classified as exempt by 82% of the respondents.

Sample Tasks • Analyze operations to evaluate performance of a company and its staff in meeting objectives, and to determine areas of potential cost reduction, program improvement, or policy change. • Appoint department heads or managers, and assign or delegate responsibilities to them. • Confer with board members and staff to discuss issues, coordinate activities and resolve problems. • Coordinate the development and implementation of budgetary control systems, record-keeping systems, and other administrative control processes. • Direct human resources activities, including the approval of human resource plans and activities, the selection of directors and other high-level staff, and establishment and organization of major departments. • Direct, plan, and implement policies, objectives, and activities of organizations or businesses to ensure continuing operations, to maximize return on investment, and to increase productivity. • Implement corrective action plans to solve organizational or departmental problems. • Prepare and present reports concerning activities, expenses, budgets, government statutes and rulings.

Wages Hourly

Lowest

Highest

Average

$43,736

$59,173

Median

$41,600

$50,000

Range

$14.4k - 115k

$15k - 200k

O*Net

Other Job Titles for this Position Director District Manager Head Manager President Property Manager

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Employers usually require advanced vocational training and months or years of management experience for these occupations. Many require an associate’s or bachelor’s degree.

Additional income for this position was reported by 33% of employers.

91% of the responding employers required 12 - 120 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

34

11-1011.00 - Chief Executives

Wages Hourly

Lowest

Highest

Average

$92,034

$131,550

Median

$90,000

$144,500

Range

$72.8k - 115k

$65k - 170k

Lodging 55 Firms responding with 56 FT, 1 PT Employees

Wages

Fast Food

Employees hired in 12 months ending June 2005: 27 Employers expect to hire in the next 12 months: 10 Employers that reported difficulty in hiring for this position: 18 - 78% depending on industry segment.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Lowest

Highest

Average

$40,430

$53,131

Median

$38,000

$50,000

Range

$18k - 80k

$23k - 120k

24 Firms responding with 31 FT, 3 PT Employees

Wages Annual

Lowest

Highest

Average

$30,050

$43,290

Median

$30,000

$30,000

Range

$14.4k - 80k

$15.1k - 115k

Wine Tasting 7 Firms responding with 7 FT Employees

Wages

Education and Experience

Supply & Demand

Annual

Restaurant

Annual

Lowest

Highest

Average

$70,429

$105,714

Median

$75,000

$90,000

Range

$38k - 100k

$55k - 200k

60 Firms responding with 80 FT, 2 PT Employees

Wages Annual

Lowest

Highest

Average

$41,486

$56,470

Median

$41,000

$53,000

Range

$14.4k - 100k

$18.2k - 150k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

35

General Manager

General Manager - Wages by Industry Segment

159 Firms responding with 189 FT, 6 PT Employees

M-11-1011

Description

Hotels/Resorts

Golf GMs - see Director of Golf

13 Firms responding with 15 FT Employees Directs the development of short- and long-range objectives, policies, budgets and operating plans for the organization. Oversees consistent interpretation, implementation and achievement of plans. Establishes an organization hierarchy and delegates limits of authority to subordinate senior managers regarding policies, contractual commitments, expenditures and personnel matters. Reports to the business owner or a Board of Directors. This position is classified as exempt by 82% of the respondents.

Sample Tasks • Analyze operations to evaluate performance of a company and its staff in meeting objectives, and to determine areas of potential cost reduction, program improvement, or policy change. • Appoint department heads or managers, and assign or delegate responsibilities to them. • Confer with board members and staff to discuss issues, coordinate activities and resolve problems. • Coordinate the development and implementation of budgetary control systems, record-keeping systems, and other administrative control processes. • Direct human resources activities, including the approval of human resource plans and activities, the selection of directors and other high-level staff, and establishment and organization of major departments. • Direct, plan, and implement policies, objectives, and activities of organizations or businesses to ensure continuing operations, to maximize return on investment, and to increase productivity. • Implement corrective action plans to solve organizational or departmental problems. • Prepare and present reports concerning activities, expenses, budgets, government statutes and rulings.

Wages Hourly

Lowest

Highest

Average

$43,736

$59,173

Median

$41,600

$50,000

Range

$14.4k - 115k

$15k - 200k

O*Net

Other Job Titles for this Position Director District Manager Head Manager President Property Manager

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Employers usually require advanced vocational training and months or years of management experience for these occupations. Many require an associate’s or bachelor’s degree.

Additional income for this position was reported by 33% of employers.

91% of the responding employers required 12 - 120 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

34

11-1011.00 - Chief Executives

Wages Hourly

Lowest

Highest

Average

$92,034

$131,550

Median

$90,000

$144,500

Range

$72.8k - 115k

$65k - 170k

Lodging 55 Firms responding with 56 FT, 1 PT Employees

Wages

Fast Food

Employees hired in 12 months ending June 2005: 27 Employers expect to hire in the next 12 months: 10 Employers that reported difficulty in hiring for this position: 18 - 78% depending on industry segment.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Lowest

Highest

Average

$40,430

$53,131

Median

$38,000

$50,000

Range

$18k - 80k

$23k - 120k

24 Firms responding with 31 FT, 3 PT Employees

Wages Annual

Lowest

Highest

Average

$30,050

$43,290

Median

$30,000

$30,000

Range

$14.4k - 80k

$15.1k - 115k

Wine Tasting 7 Firms responding with 7 FT Employees

Wages

Education and Experience

Supply & Demand

Annual

Restaurant

Annual

Lowest

Highest

Average

$70,429

$105,714

Median

$75,000

$90,000

Range

$38k - 100k

$55k - 200k

60 Firms responding with 80 FT, 2 PT Employees

Wages Annual

Lowest

Highest

Average

$41,486

$56,470

Median

$41,000

$53,000

Range

$14.4k - 100k

$18.2k - 150k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

35

Human Resources Assistant 7 Firms responding with 7 FT, 2 PT Employees

General Manager Executive Assistant (Top Executive) M-43-4161.01

Description

28 Firms responding with 52 FT, 4 PT Employees

M-43-6011

Description

Provides administrative support to functional areas of the human resources department, which may include recruitment and employment, personnel records, employee relations, job evaluation, compensation administration, benefits administration, organization development and training. Has knowledge of HR practices, and procedures. Reports to Human Resources Manager.

Responsible Reports to thefor Board fulfilling of Directors. administrative Directs and thesecretarial development duties of shortfor topand executive long-range andobjectives, may provide policies, clericalbudgets supportand to the operating Board plans of Directors. for the Oversees organization. all administrative As approved by functions the Board to ensure of Directors, the executive overseesand consistent divisions interpretation, operate at maximum implementation efficiency. and achievement Handles a wide of plans. varietyEstablishes of situations an and organization conflicts hierarchy involving and the clerical delegates and limits administrative of authority function to subordinate of the senior office.managers Performs duties regarding of apolicies, highly confidential contractualnature. commitments, Usually reports expenditures to top and executive personnel or General matters. Manager.

This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt exempt by ___ by 68% % of of thethe respondents. respondents.

Sample Tasks

Sample Tasks

• Explain company personnel policies, benefits, and procedures to employees or job applicants. • Process, verify, and maintain documentation relating to personnel activities such as staffing, recruitment, training, grievances, performance evaluations, and classifications. • Record data for each employee, including such information as addresses, weekly earnings, absences, amount of sales or production, supervisory reports on performance, and dates of and reasons for terminations. • Process and review employment applications in order to evaluate qualifications or eligibility of applicants. • Answer questions regarding examinations, eligibility, salaries, benefits, and other pertinent information. • Examine employee files to answer inquiries and provide information for personnel actions. • Search employee files in order to obtain information for authorized organizations, such as credit bureaus or finance companies. • Interview job applicants to obtain and verify information used to screen and evaluate them. • Request information from law enforcement officials, previous employers, and other references in order to determine applicants’ employability.

Wages

Wages Hourly

Lowest

Highest

Average

$13.87

$17.56

Median

$14.00

$18.17

Range

$12.09 -15.00

• Manage and maintain executives’ schedules. • Prepare invoices, reports, memos, letters, financial statements and other documents, using word processing, spreadsheet, database, and/or presentation software. • Read and analyze incoming memos, submissions, and reports in order to determine their significance and plan their distribution. • Open, sort, and distribute incoming correspondence, including faxes and email. • File and retrieve corporate documents, records, and reports. • Greet visitors and determine whether they should be given access to specific individuals. • Prepare responses to correspondence containing routine inquiries. • Perform general office duties such as ordering supplies, maintaining records management systems, and performing basic bookkeeping work. • Prepare agendas and make arrangements for committee, board, and other meetings. • Make travel arrangements for executives.

O*Net

$15.00 - 20.38

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 14 % of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Hourly

Lowest

Highest

Average

$14.31

$18.18

Other Job Titles for this Position

Median

$14.75

$17.00

Human Resources Coordinator

Range

$6.75 - 22.78

$10.00 - 31.25

43-4161.00 - Human Resources Assistants

Education and Experience A high school diploma or GED and previous work-related skill, knowledge, or experience is required for this occupation. Many employers will require specific vocational training or an associate’s degree. Some may require a bachelor’s degree.

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

57% of the responding employers required 6 - 12 months of experience for this position.

Additional income for this position was reported by 21% of employers.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 43%

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

43-6011.00 Executive Secretaries and Administrative Assistants

Other Job Titles for this Position Executive Secretary Office Administrator Manager Assistant

Education and Experience A high school diploma or GED and previous work-related skill, knowledge, or experience is required for this occupation. Many employers will require specific vocational training or an associate’s degree. Some may require a bachelor’s degree. 79% of the responding employers required 6 - 60 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 10 Employers expect to hire in the next 12 months: 7 Employers that reported difficulty in hiring for this position: 32%

Entry-level career opportunity!!!

36

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

33

Payroll Administrator

Human Resources Manager

15 Firms that employ 16 FT Employees

M-43-3051

Description

M-11-3040

Description

Administers employee payroll records and files. Requires filing and record administration skills. Must be able to work in an accurate, organized and efficient manner. Basic understanding of applicable regulations helpful. Working knowledge of a computerized payroll system required. Must have 2 to 3 years payroll experience. Usually reports to Controller.

Develops, implements, and coordinates policies and procedures covering several or all of the following: employment, labor relations, wage and salary administration, orientation and training, placement, safety and health, benefits and employee services. Reports to top executive or General Manager.

This position is classified as non-exempt by 60% of the respondents.

This position is classified as exempt by 84% of the respondents.

Sample Tasks

Sample Tasks

• Process and issue employee paychecks and statements of earnings and deductions. • Compute wages and deductions, and enter data into computers. • Compile employee time, production, and payroll data from time sheets and other records. • Review time sheets, work charts, wage computation, and other information in order to detect and reconcile payroll discrepancies. • Issue and record adjustments to pay related to previous errors or retroactive increases. • Verify attendance, hours worked, and pay adjustments, and post information onto designated records. • Record employee information, such as exemptions, transfers, and resignations, to maintain and update payroll records. • Keep informed about changes in tax and deduction laws that apply to the payroll process. • Provide information to employees and managers on payroll matters, tax issues, benefit plans, and collective agreement provisions. • Complete time sheets showing employees’ arrival and departure times.

Wages

O*Net

Lowest

Highest

Average

$15.74

$19.16

Other Job Titles for this Position

Median

$16.17

$20.00

Range

Paymaster Payroll General Cashier

$9.50 - 25.00

$10.78 - 26.44

Additional income for this position was reported by 0% of employers.

• Administer compensation, benefits and performance management systems, and safety and recreation programs. • Identify staff vacancies and recruit, interview and select applicants. • Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits. • Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. • Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance. • Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.

Wages 43-3051.00 - Payroll and Timekeeping Clerks

Hourly

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Education and Experience A high school diploma or GED and previous work-related skill, knowledge, or experience is required for this occupation. Many employers will require specific vocational training or an associate’s degree. 93% of the responding employers required 12 - 36 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 2 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 33%

40

19 Firms responding with 22 FT, 1 PT Employees

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Annual

Lowest

Highest

Average

$46,372

$64,372

Median

$50,000

$60,528

Range

$20.8k - 63k

$31.2k - 95.3k

O*Net

11-3040.00 - Human Resources Managers

Other Job Titles for this Position Director of Human Resources

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 32 % of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires excellent customer service skills. Employers require specific vocational training for this occupation. Some may require an associate’s degree or a bachelor’s degree in addition to experience. 100% of the responding employers required 12 to 60 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 10 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 21%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

37

Groundskeeper

Landscape Gardener

14 Firms responding with 80 FT, 3 PT Employees

G-37-3011.04

Description

22 Firms responding with 63 FT, 4 PT Employees

G-408.161

Description

Landscapes or maintains grounds of property using hand or power tools or equipment. Workers typically perform a variety of tasks, which may include any combination of the following: sod laying, mowing, trimming, planting, watering, fertilizing, digging, raking, sprinkler installation, and installation of mortarless segmental concrete masonry wall units.

Maintains flowers, plants, trees, and other vegetation, in ground or potted, both inside facilities and outside on business property and surrounding areas. Hotels, resorts, motels, and golf courses employ Landscape Gardeners. This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt by 100% of the respondents. NOTE: Larger properties may employ Landscape Gardener II and III at 10 - 30% higher wages. LG III may also be called Head Gardener or Lead Grounds.

Sample Tasks

Sample Tasks

• Prepare ground and lay sod. • Care for established lawns by mulching, aerating, weeding, grubbing and removing thatch, and trimming and edging around flower beds, walks, and walls. • Mix and spray or spread fertilizers, herbicides, or insecticides onto grass, shrubs, and trees, using hand or automatic sprayers or spreaders. • Mow and edge lawns, using power mowers and edgers. • Attach wires from planted trees to support stakes. • Decorate gardens with stones and plants. • Follow planned landscaping designs to determine where to lay sod, sow grass, or plant flowers and foliage. • Gather and remove litter. • Haul or spread topsoil, and spread straw over seeded soil to hold soil in place.

Wages

Wages

O*Net

37-3011.00 - Landscaping and Groundskeeping Workers

Hourly

Lowest

Highest

Average

$9.91

$12.83

Median

$10.00

$12.25

Range

$7.00 - 13.59

$8.00 - 18.00

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 21% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

• Care for established lawns by mulching, aerating, weeding, grubbing and removing thatch, and trimming and edging around flower beds, walks, and walls. • Mix and spray or spread fertilizers, herbicides, or insecticides onto grass, shrubs, and trees, using hand or automatic sprayers or spreaders. • Mow and edge lawns, using power mowers and edgers. • Plant seeds, bulbs, foliage, flowering plants, grass, ground covers, trees, and shrubs, and apply mulch for protection, using gardening tools. • Attach wires from planted trees to support stakes. • Decorate gardens with stones and plants. • Follow planned landscaping designs to determine where to lay sod, sow grass, or plant flowers and foliage. • Gather and remove litter. • Haul or spread topsoil, and spread straw over seeded soil to hold soil in place. • Maintain irrigation systems, including winterizing the systems and starting them up in spring.

Gardener Mower Tractor Driver

Education and Experience Most employers require previous work-related skill, knowledge, or experience for this occupation. Some employers may require specific vocational training in landscaping and gardening. 71% of the responding employers required 6 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 15 Employers expect to hire in the next 12 months: 9 Employers that reported difficulty in hiring for this position: 7%

Hourly

Lowest

Highest

Average

$10.52

$13.35

Median

$10.25

$12.75

Range

$7.50 - 16.83

$9.25 - 19.25

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 5% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

37-3011.00 - Landscaping and Groundskeeping Workers

Other Job Titles for this Position Landscaper Maintenance Tree Trimmers and Pruners Yard Person

Education and Experience Many employers will require specific vocational training in identification and maintenance of a wide variety of trees and plants. 64% of the responding employers required 6 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 5 Employers expect to hire in the next 12 months: 6 Employers that reported difficulty in hiring for this position: 9%

Entry-level career opportunity!!!

38

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

39

Groundskeeper

Landscape Gardener

14 Firms responding with 80 FT, 3 PT Employees

G-37-3011.04

Description

22 Firms responding with 63 FT, 4 PT Employees

G-408.161

Description

Landscapes or maintains grounds of property using hand or power tools or equipment. Workers typically perform a variety of tasks, which may include any combination of the following: sod laying, mowing, trimming, planting, watering, fertilizing, digging, raking, sprinkler installation, and installation of mortarless segmental concrete masonry wall units.

Maintains flowers, plants, trees, and other vegetation, in ground or potted, both inside facilities and outside on business property and surrounding areas. Hotels, resorts, motels, and golf courses employ Landscape Gardeners. This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt by 100% of the respondents. NOTE: Larger properties may employ Landscape Gardener II and III at 10 - 30% higher wages. LG III may also be called Head Gardener or Lead Grounds.

Sample Tasks

Sample Tasks

• Prepare ground and lay sod. • Care for established lawns by mulching, aerating, weeding, grubbing and removing thatch, and trimming and edging around flower beds, walks, and walls. • Mix and spray or spread fertilizers, herbicides, or insecticides onto grass, shrubs, and trees, using hand or automatic sprayers or spreaders. • Mow and edge lawns, using power mowers and edgers. • Attach wires from planted trees to support stakes. • Decorate gardens with stones and plants. • Follow planned landscaping designs to determine where to lay sod, sow grass, or plant flowers and foliage. • Gather and remove litter. • Haul or spread topsoil, and spread straw over seeded soil to hold soil in place.

Wages

Wages

O*Net

37-3011.00 - Landscaping and Groundskeeping Workers

Hourly

Lowest

Highest

Average

$9.91

$12.83

Median

$10.00

$12.25

Range

$7.00 - 13.59

$8.00 - 18.00

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 21% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

• Care for established lawns by mulching, aerating, weeding, grubbing and removing thatch, and trimming and edging around flower beds, walks, and walls. • Mix and spray or spread fertilizers, herbicides, or insecticides onto grass, shrubs, and trees, using hand or automatic sprayers or spreaders. • Mow and edge lawns, using power mowers and edgers. • Plant seeds, bulbs, foliage, flowering plants, grass, ground covers, trees, and shrubs, and apply mulch for protection, using gardening tools. • Attach wires from planted trees to support stakes. • Decorate gardens with stones and plants. • Follow planned landscaping designs to determine where to lay sod, sow grass, or plant flowers and foliage. • Gather and remove litter. • Haul or spread topsoil, and spread straw over seeded soil to hold soil in place. • Maintain irrigation systems, including winterizing the systems and starting them up in spring.

Gardener Mower Tractor Driver

Education and Experience Most employers require previous work-related skill, knowledge, or experience for this occupation. Some employers may require specific vocational training in landscaping and gardening. 71% of the responding employers required 6 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 15 Employers expect to hire in the next 12 months: 9 Employers that reported difficulty in hiring for this position: 7%

Hourly

Lowest

Highest

Average

$10.52

$13.35

Median

$10.25

$12.75

Range

$7.50 - 16.83

$9.25 - 19.25

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 5% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

37-3011.00 - Landscaping and Groundskeeping Workers

Other Job Titles for this Position Landscaper Maintenance Tree Trimmers and Pruners Yard Person

Education and Experience Many employers will require specific vocational training in identification and maintenance of a wide variety of trees and plants. 64% of the responding employers required 6 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 5 Employers expect to hire in the next 12 months: 6 Employers that reported difficulty in hiring for this position: 9%

Entry-level career opportunity!!!

38

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

39

Payroll Administrator

Human Resources Manager

15 Firms that employ 16 FT Employees

M-43-3051

Description

M-11-3040

Description

Administers employee payroll records and files. Requires filing and record administration skills. Must be able to work in an accurate, organized and efficient manner. Basic understanding of applicable regulations helpful. Working knowledge of a computerized payroll system required. Must have 2 to 3 years payroll experience. Usually reports to Controller.

Develops, implements, and coordinates policies and procedures covering several or all of the following: employment, labor relations, wage and salary administration, orientation and training, placement, safety and health, benefits and employee services. Reports to top executive or General Manager.

This position is classified as non-exempt by 60% of the respondents.

This position is classified as exempt by 84% of the respondents.

Sample Tasks

Sample Tasks

• Process and issue employee paychecks and statements of earnings and deductions. • Compute wages and deductions, and enter data into computers. • Compile employee time, production, and payroll data from time sheets and other records. • Review time sheets, work charts, wage computation, and other information in order to detect and reconcile payroll discrepancies. • Issue and record adjustments to pay related to previous errors or retroactive increases. • Verify attendance, hours worked, and pay adjustments, and post information onto designated records. • Record employee information, such as exemptions, transfers, and resignations, to maintain and update payroll records. • Keep informed about changes in tax and deduction laws that apply to the payroll process. • Provide information to employees and managers on payroll matters, tax issues, benefit plans, and collective agreement provisions. • Complete time sheets showing employees’ arrival and departure times.

Wages

O*Net

Lowest

Highest

Average

$15.74

$19.16

Other Job Titles for this Position

Median

$16.17

$20.00

Range

Paymaster Payroll General Cashier

$9.50 - 25.00

$10.78 - 26.44

Additional income for this position was reported by 0% of employers.

• Administer compensation, benefits and performance management systems, and safety and recreation programs. • Identify staff vacancies and recruit, interview and select applicants. • Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion and employee benefits. • Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. • Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and recommend needed changes. • Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance. • Plan and conduct new employee orientation to foster positive attitude toward organizational objectives. • Serve as a link between management and employees by handling questions, interpreting and administering contracts and helping resolve work-related problems.

Wages 43-3051.00 - Payroll and Timekeeping Clerks

Hourly

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Education and Experience A high school diploma or GED and previous work-related skill, knowledge, or experience is required for this occupation. Many employers will require specific vocational training or an associate’s degree. 93% of the responding employers required 12 - 36 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 2 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 33%

40

19 Firms responding with 22 FT, 1 PT Employees

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Annual

Lowest

Highest

Average

$46,372

$64,372

Median

$50,000

$60,528

Range

$20.8k - 63k

$31.2k - 95.3k

O*Net

11-3040.00 - Human Resources Managers

Other Job Titles for this Position Director of Human Resources

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 32 % of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires excellent customer service skills. Employers require specific vocational training for this occupation. Some may require an associate’s degree or a bachelor’s degree in addition to experience. 100% of the responding employers required 12 to 60 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 10 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 21%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

37

Systems Administrator

Receptionist

4 Firms responding with 6 FT Employees

M-15-1071

Description

9 Firms responding with 16 FT, 5 PT Employees

M-43-4171

Description

Manages and maintains all computer-related functions. Installs new software releases, system upgrades, evaluates and installs patches and resolves software related problems. Performs system backups and recovery. Maintains data files and monitors system configuration to ensure data integrity. Usually reports to Controller.

Routes all incoming calls, assists with written correspondence, and distributes mail. Answers inquiries and obtains information for general public, customers, visitors, and other interested parties. Provides information regarding activities conducted at establishment, location of departments, offices, and employees within organization. Usually reports to Executive Assistant or General Manager.

This position is classified as exempt by 50% of the respondents. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Diagnose hardware and software problems, and replace defective components. • Perform data backups and disaster recovery operations. • Maintain and administer computer networks and related computing environments, including computer hardware, systems software, applications software, and all configurations. • Plan, coordinate, and implement network security measures in order to protect data, software, and hardware. • Operate master consoles in order to monitor the performance of computer systems and networks, and to coordinate computer network access and use. • Design, configure, and test computer hardware, networking software and operating system software. • Recommend changes to improve systems and network configurations, and determine hardware or software requirements • Monitor network performance in order to determine whether adjustments need to be made, and where changes will need to be made in the future.

Wages

O*Net

Hourly

Lowest

Highest

Average

$22.14

$29.67

Median

$22.27

$29.67

Range

$20.00 - 24.04

$20.00 - 39.34

15-1071.00 - Network and Computer Systems Administrators

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 25% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

MIS Manager PC Support Systems Administrator Systems Analyst

Education and Experience

• Operate telephone switchboard to answer and forward calls, provide information and take messages. • Receive payment and record receipts for services. File and maintain records. • Perform administrative support tasks such as proofreading, transcribing handwritten information, and operating calculators or computers to work with pay records, invoices, balance sheets and other documents. • Greet persons entering establishment, determine nature and purpose of visit, and direct or escort them to specific destinations. • Transmit information or documents to customers, using computer, mail, or facsimile machine. • Schedule appointments, and maintain and update appointment calendars. • Hear and resolve complaints from customers and public. • Analyze data to determine answers to questions from customers or members of the public. • Provide information about establishment, such as location of departments or offices, employees within the organization, or services provided.

Wages

43-4171.00 - Receptionists

Lowest

Highest

Average

$12.87

$15.45

Other Job Titles for this Position

Median

$12.50

$16.00

Administrative Assistant

Range

$10.83 - 15.00

$12.49 - 18.00

Education and Experience

A high school diploma or GED and previous work-related skill, knowledge, or experience is required for this occupation. Many employers will require specific vocational training or an associate’s degree. Some may require a bachelor’s degree.

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

100% of the responding employers required 24 - 60 months of experience for this position.

Additional income for this position was reported by 0% of employers.

Supply & Demand

O*Net

Hourly

Requires excellent customer service and English language skills. A high school diploma or GED and previous work-related skill, knowledge, or experience is usually required for this occupation. Many employers will require specific vocational training. 78% of the responding employers required 6 - 36 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 9 Employers expect to hire in the next 12 months: 2 Employers that reported difficulty in hiring for this position: 22%

Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 0%

44

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

41

Retail Sales Associate/Assistant 23 Firms responding with 125 FT, 92 PT Employees

Storeroom Clerk M-41-2031

Description

6 Firms responding with 15 FT Employees

M-43.5081

Description

Provides the highest quality of service to guests and members by performing retail sales and various functions related to the operation of the functional area (gifts and clothing, golf, wine tasting, tennis).

Handles goods procured and issued by purchasing staff in an efficient and careful manner to ensure that food, beverage and operating supplies are readily available for hotel operations. Requires ability to safely lift and move heavy objects. Requires good math, reading, spelling, communication, written and verbal skills. Some familiarity with basic accounting is helpful.

This position is classified as non-exempt by 100% of the respondents. This position is classified as non-exempt by 100% of the respondents. NOTE: Positions are available in hotels, resorts, golf courses, wine tasting, and tennis facilities.

Sample Tasks

Sample Tasks

• Greet customers, members, or guests and ascertain what each client wants or needs. • Open and close cash registers, performing tasks such as counting money, separating charge slips, coupons, and vouchers, balancing cash drawers, and making deposits. • Check in golfers or tennis players and process merchandise sales in golf and tennis shops. • Pour wine samples and explains the features and qualities of the vintage offered. • Check IDs as necessary to ensure legal drinking age as appropriate. • Maintain knowledge of current sales and promotions, policies regarding payment and exchanges, and security practices. • Compute sales prices, total purchases and receive and process cash or credit payment. • Maintain records related to sales. • Watch for and recognize security risks and thefts, and know how to prevent or handle these situations. • Recommend, select, and help locate or obtain merchandise based on customer needs and desires. • Answer questions regarding the facility, its merchandise, sport rules and regulations, and/or winemaking as appropriate. • Tag, arrange and display merchandise to promote sales.

Wages Hourly

Lowest

Highest

Average

$9.85

$12.24

Median

$10.00

$12.00

Range

$8.00 - 12.50

O*Net

Wages 41-2031.00 - Retail Salespersons

Other Job Titles for this Position

$9.00 - 16.00

• Receive and count stock items, and record data manually or using computer. • Pack and unpack items to be stocked on shelves in stockrooms or warehouse. • Verify inventory computations by comparing them to physical counts of stock, and investigate discrepancies or adjust errors. • Store items in an orderly and accessible manner in warehouses, supply rooms, or other areas. • Mark stock items using identification tags, stamps, electric marking tools, or other labeling equipment. • Clean and maintain supplies, tools, equipment, and storage areas in order to ensure compliance with safety regulations. • Determine proper storage methods, identification, and stock location based on turnover, environmental factors, and physical capabilities of facilities. • Keep records on the use and/or damage of stock or stock handling equipment. • Examine and inspect stock items for wear or defects, reporting any damage to supervisors.

Bar Sales Associate, Buyers, Gift Shop Clerk Golf Pro Shop Associate/Assistant Sales Associate, Salesperson Tasting Room Staff Tennis Pro Shop Assistant

Hourly

Lowest

Highest

Average

$10.79

$12.83

Median

$10.00

$11.94

Range

$9.50 - 15.00

$10.30 - 18.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Requires excellent customer service skills, filing skills and the ability to operate a cash register. Must be accurate with a basic understanding of retail merchandise, golf, tennis or wine as appropriate.

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 17% of employers.

26% of the responding employers required 12 - 36 months of prior experience for this position.

Additional income for this position was reported by 0% of employers.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience

Supply & Demand Employees hired in 12 months ending June 2005: 62 Employers expect to hire in the next 12 months: 39 Employers that reported difficulty in hiring for this position: 22%

O*Net

43-5081.03 - Stock Clerks- Stockroom, Warehouse, or Storage Yard

Other Job Titles for this Position Purchasing Clerk Storeroom Attendant

Education and Experience Requires good math, reading, spelling, communication, written and verbal skills and ability to safely lift and move heavy objects.

33% of the responding employers required 3 - 6 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 3 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 17%

Entry-level career opportunity!!!

Entry-level career opportunity!!!

42

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

43

Retail Sales Associate/Assistant 23 Firms responding with 125 FT, 92 PT Employees

Storeroom Clerk M-41-2031

Description

6 Firms responding with 15 FT Employees

M-43.5081

Description

Provides the highest quality of service to guests and members by performing retail sales and various functions related to the operation of the functional area (gifts and clothing, golf, wine tasting, tennis).

Handles goods procured and issued by purchasing staff in an efficient and careful manner to ensure that food, beverage and operating supplies are readily available for hotel operations. Requires ability to safely lift and move heavy objects. Requires good math, reading, spelling, communication, written and verbal skills. Some familiarity with basic accounting is helpful.

This position is classified as non-exempt by 100% of the respondents. This position is classified as non-exempt by 100% of the respondents. NOTE: Positions are available in hotels, resorts, golf courses, wine tasting, and tennis facilities.

Sample Tasks

Sample Tasks

• Greet customers, members, or guests and ascertain what each client wants or needs. • Open and close cash registers, performing tasks such as counting money, separating charge slips, coupons, and vouchers, balancing cash drawers, and making deposits. • Check in golfers or tennis players and process merchandise sales in golf and tennis shops. • Pour wine samples and explains the features and qualities of the vintage offered. • Check IDs as necessary to ensure legal drinking age as appropriate. • Maintain knowledge of current sales and promotions, policies regarding payment and exchanges, and security practices. • Compute sales prices, total purchases and receive and process cash or credit payment. • Maintain records related to sales. • Watch for and recognize security risks and thefts, and know how to prevent or handle these situations. • Recommend, select, and help locate or obtain merchandise based on customer needs and desires. • Answer questions regarding the facility, its merchandise, sport rules and regulations, and/or winemaking as appropriate. • Tag, arrange and display merchandise to promote sales.

Wages Hourly

Lowest

Highest

Average

$9.85

$12.24

Median

$10.00

$12.00

Range

$8.00 - 12.50

O*Net

Wages 41-2031.00 - Retail Salespersons

Other Job Titles for this Position

$9.00 - 16.00

• Receive and count stock items, and record data manually or using computer. • Pack and unpack items to be stocked on shelves in stockrooms or warehouse. • Verify inventory computations by comparing them to physical counts of stock, and investigate discrepancies or adjust errors. • Store items in an orderly and accessible manner in warehouses, supply rooms, or other areas. • Mark stock items using identification tags, stamps, electric marking tools, or other labeling equipment. • Clean and maintain supplies, tools, equipment, and storage areas in order to ensure compliance with safety regulations. • Determine proper storage methods, identification, and stock location based on turnover, environmental factors, and physical capabilities of facilities. • Keep records on the use and/or damage of stock or stock handling equipment. • Examine and inspect stock items for wear or defects, reporting any damage to supervisors.

Bar Sales Associate, Buyers, Gift Shop Clerk Golf Pro Shop Associate/Assistant Sales Associate, Salesperson Tasting Room Staff Tennis Pro Shop Assistant

Hourly

Lowest

Highest

Average

$10.79

$12.83

Median

$10.00

$11.94

Range

$9.50 - 15.00

$10.30 - 18.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Requires excellent customer service skills, filing skills and the ability to operate a cash register. Must be accurate with a basic understanding of retail merchandise, golf, tennis or wine as appropriate.

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 17% of employers.

26% of the responding employers required 12 - 36 months of prior experience for this position.

Additional income for this position was reported by 0% of employers.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience

Supply & Demand Employees hired in 12 months ending June 2005: 62 Employers expect to hire in the next 12 months: 39 Employers that reported difficulty in hiring for this position: 22%

O*Net

43-5081.03 - Stock Clerks- Stockroom, Warehouse, or Storage Yard

Other Job Titles for this Position Purchasing Clerk Storeroom Attendant

Education and Experience Requires good math, reading, spelling, communication, written and verbal skills and ability to safely lift and move heavy objects.

33% of the responding employers required 3 - 6 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 3 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 17%

Entry-level career opportunity!!!

Entry-level career opportunity!!!

42

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

43

Systems Administrator

Receptionist

4 Firms responding with 6 FT Employees

M-15-1071

Description

9 Firms responding with 16 FT, 5 PT Employees

M-43-4171

Description

Manages and maintains all computer-related functions. Installs new software releases, system upgrades, evaluates and installs patches and resolves software related problems. Performs system backups and recovery. Maintains data files and monitors system configuration to ensure data integrity. Usually reports to Controller.

Routes all incoming calls, assists with written correspondence, and distributes mail. Answers inquiries and obtains information for general public, customers, visitors, and other interested parties. Provides information regarding activities conducted at establishment, location of departments, offices, and employees within organization. Usually reports to Executive Assistant or General Manager.

This position is classified as exempt by 50% of the respondents. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Diagnose hardware and software problems, and replace defective components. • Perform data backups and disaster recovery operations. • Maintain and administer computer networks and related computing environments, including computer hardware, systems software, applications software, and all configurations. • Plan, coordinate, and implement network security measures in order to protect data, software, and hardware. • Operate master consoles in order to monitor the performance of computer systems and networks, and to coordinate computer network access and use. • Design, configure, and test computer hardware, networking software and operating system software. • Recommend changes to improve systems and network configurations, and determine hardware or software requirements • Monitor network performance in order to determine whether adjustments need to be made, and where changes will need to be made in the future.

Wages

O*Net

Hourly

Lowest

Highest

Average

$22.14

$29.67

Median

$22.27

$29.67

Range

$20.00 - 24.04

$20.00 - 39.34

15-1071.00 - Network and Computer Systems Administrators

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 25% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

MIS Manager PC Support Systems Administrator Systems Analyst

Education and Experience

• Operate telephone switchboard to answer and forward calls, provide information and take messages. • Receive payment and record receipts for services. File and maintain records. • Perform administrative support tasks such as proofreading, transcribing handwritten information, and operating calculators or computers to work with pay records, invoices, balance sheets and other documents. • Greet persons entering establishment, determine nature and purpose of visit, and direct or escort them to specific destinations. • Transmit information or documents to customers, using computer, mail, or facsimile machine. • Schedule appointments, and maintain and update appointment calendars. • Hear and resolve complaints from customers and public. • Analyze data to determine answers to questions from customers or members of the public. • Provide information about establishment, such as location of departments or offices, employees within the organization, or services provided.

Wages

43-4171.00 - Receptionists

Lowest

Highest

Average

$12.87

$15.45

Other Job Titles for this Position

Median

$12.50

$16.00

Administrative Assistant

Range

$10.83 - 15.00

$12.49 - 18.00

Education and Experience

A high school diploma or GED and previous work-related skill, knowledge, or experience is required for this occupation. Many employers will require specific vocational training or an associate’s degree. Some may require a bachelor’s degree.

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

100% of the responding employers required 24 - 60 months of experience for this position.

Additional income for this position was reported by 0% of employers.

Supply & Demand

O*Net

Hourly

Requires excellent customer service and English language skills. A high school diploma or GED and previous work-related skill, knowledge, or experience is usually required for this occupation. Many employers will require specific vocational training. 78% of the responding employers required 6 - 36 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 9 Employers expect to hire in the next 12 months: 2 Employers that reported difficulty in hiring for this position: 22%

Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 0%

44

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

41

Administration and Management Occupations

Lodging Industry Overview

Photo: 2004 Alex Vertikoff Reproduced by permission of Pebble Beach Company

This section contains Administration and Management occupations that are common to all segments of the hospitality industry. Lodging occupations are found on pages 45 - 68, Restaurant occupations on pages 69 - 95, Golf occupations on pages 96 - 113 and Wine Tasting occupations on pages 114 - 120. Entry Level Jobs Positions where at least 30% of the respondents do not require experience or specific vocational training are marked with an “ELJ” above and “Entry Level Career Opportunity” banner in the lower right hand section of the occupation page. This section contains the following: Accounting Clerk Accounting Manager or Staff Accountant Controller Employment Specialist Executive Assistant General Manager Groundskeeper Human Resources Assistant - ELJ Human Resources Manager Landscape Gardener - ELJ Payroll Administrator Receptionist Retail Sales Associate/Assistant - ELJ Storeroom Clerk - ELJ Systems Administrator

28

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Photo: 2004 Alex Vertikoff. Reproduced by permission of Pebble Beach Company.

The Lodging Industry (Hotels and Other Accommodations SIC 70) includes all types of lodging, from five-star hotels and resorts to small motels and RV parks. Some hotels and resorts also include restaurants and golf courses. The largest of the occupational groups in this industry are service occupations that account for approximately 2 out of every 3 jobs. Most service jobs are in housekeeping and building service occupations including housekeepers, maintenance engineers, front desk and concierge staff, and a variety of attendants. Large hotels and resorts also employ various levels of supervisory and management staff, and public relations, convention and sales managers to promote their image and to attract businesses. Small employers may have one manager who is expected to oversee all the work necessary to operate the business.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

45

Lodging Industry Overview

Admissions Membership Coordinator 5 Firms responding with 5 FT Employees

L-13-1199

Description

Training Although the skills and experience needed for jobs in this industry vary depending on the specific job, most entry-level positions require little or no previous training. Basic tasks are typically learned during a short period of on-the-job training. Some larger employers may provide formal training to new employees, while others may require completion of a certificate-training program through a local training provider. Such training programs range in length from a few weeks to several years. Many community colleges offer 2-year degree programs in hotel or restaurant management. See the Training Directory on page 121 for more information. Advancement Management positions in this industry are frequently filled by promoting employees that have the right combination of skills and experience. Lodging employers in this survey reported that they promote from within for 64% of the non entry-level vacancies. This section contains occupations specific to the Lodging segment of the industry. Administration/ Management jobs are found on pages 28 - 44, Restaurant occupations on pages 69 - 95, Golf occupations on pages 96 - 113 and Wine Tasting occupations on pages 114 - 120. The following occupations are included in this section: Admissions Membership Coordinator Attendants: Various Service Positions (combined) - ELJ Chief Engineering Concierge - ELJ Concierge Supervisor Doorman and Porter/Valet (combined) - ELJ Engineer I Engineer Supervisor Front Desk Clerk Front Desk Supervisor Guest Services/Group Coordinator - ELJ Housekeeping Supervisor Houseperson and Lobby Attendant (combined) - ELJ Honor Bar Attendant - ELJ Night Auditor Painter/Maintenance Technician PBX Operator - ELJ Resort Security Officer - ELJ Room Attendant (Housekeeper) - ELJ Room Service Order Taker - ELJ Turndown Attendant - ELJ Uniform Attendant and Laundry Attendant (combined) - ELJ

Coordinates the membership admissions and sales function, and ensures that processing is done in a timely manner. Reports to top executive or General Manager. This position is classified as non-exempt by 60% of the respondents.

Sample Tasks • Act as liaisons between on-site managers and guests or owners. • Confer regularly with members and guests of members to ensure their needs are being met. • Determine and certify the eligibility of prospective owners, following government regulations. • Direct and coordinate the activities of staff and contract personnel. • Inspect grounds, facilities, and equipment routinely to determine necessity of repairs or maintenance. • Investigate complaints, disturbances and violations, and resolve problems, following management rules and regulations. • Maintain records of sales, rental or usage activity, special permits issued, maintenance and operating costs, or property availability.

Wages Hourly

Lowest

Highest

Average

$17.08

$21.65

Median

$15.00

$20.50

Range

$12.00 - 24.04

$15.00 -30.58

O*Net

11-9141.00 - Property, Real Estate, and Community Association Managers

Other Job Titles for this Position Member Services Manager

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

Education and Experience Requires excellent customer service skills and vocational training or experience in real estate procedures. 100% of the responding employers required 12 - 24 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 0 Employers that reported difficulty in hiring for this position: 40%

Entry Level Jobs Positions where at least 30% of the respondents do not require experience or specific vocational training are marked with an “ELJ” above and “Entry Level Career Opportunity” banner in the lower right hand section of the occupation page.

46

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

47

Lodging Industry Overview

Admissions Membership Coordinator 5 Firms responding with 5 FT Employees

L-13-1199

Description

Training Although the skills and experience needed for jobs in this industry vary depending on the specific job, most entry-level positions require little or no previous training. Basic tasks are typically learned during a short period of on-the-job training. Some larger employers may provide formal training to new employees, while others may require completion of a certificate-training program through a local training provider. Such training programs range in length from a few weeks to several years. Many community colleges offer 2-year degree programs in hotel or restaurant management. See the Training Directory on page 121 for more information. Advancement Management positions in this industry are frequently filled by promoting employees that have the right combination of skills and experience. Lodging employers in this survey reported that they promote from within for 64% of the non entry-level vacancies. This section contains occupations specific to the Lodging segment of the industry. Administration/ Management jobs are found on pages 28 - 44, Restaurant occupations on pages 69 - 95, Golf occupations on pages 96 - 113 and Wine Tasting occupations on pages 114 - 120. The following occupations are included in this section: Admissions Membership Coordinator Attendants: Various Service Positions (combined) - ELJ Chief Engineering Concierge - ELJ Concierge Supervisor Doorman and Porter/Valet (combined) - ELJ Engineer I Engineer Supervisor Front Desk Clerk Front Desk Supervisor Guest Services/Group Coordinator - ELJ Housekeeping Supervisor Houseperson and Lobby Attendant (combined) - ELJ Honor Bar Attendant - ELJ Night Auditor Painter/Maintenance Technician PBX Operator - ELJ Resort Security Officer - ELJ Room Attendant (Housekeeper) - ELJ Room Service Order Taker - ELJ Turndown Attendant - ELJ Uniform Attendant and Laundry Attendant (combined) - ELJ

Coordinates the membership admissions and sales function, and ensures that processing is done in a timely manner. Reports to top executive or General Manager. This position is classified as non-exempt by 60% of the respondents.

Sample Tasks • Act as liaisons between on-site managers and guests or owners. • Confer regularly with members and guests of members to ensure their needs are being met. • Determine and certify the eligibility of prospective owners, following government regulations. • Direct and coordinate the activities of staff and contract personnel. • Inspect grounds, facilities, and equipment routinely to determine necessity of repairs or maintenance. • Investigate complaints, disturbances and violations, and resolve problems, following management rules and regulations. • Maintain records of sales, rental or usage activity, special permits issued, maintenance and operating costs, or property availability.

Wages Hourly

Lowest

Highest

Average

$17.08

$21.65

Median

$15.00

$20.50

Range

$12.00 - 24.04

$15.00 -30.58

O*Net

11-9141.00 - Property, Real Estate, and Community Association Managers

Other Job Titles for this Position Member Services Manager

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

Education and Experience Requires excellent customer service skills and vocational training or experience in real estate procedures. 100% of the responding employers required 12 - 24 months of experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 0 Employers that reported difficulty in hiring for this position: 40%

Entry Level Jobs Positions where at least 30% of the respondents do not require experience or specific vocational training are marked with an “ELJ” above and “Entry Level Career Opportunity” banner in the lower right hand section of the occupation page.

46

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

47

Attendant, Various Service Positions 8 Firms responding with 15 FT, 8 PT Employees

Lodging Industry L-39-3093

Description

Overview

Provides services to guests as needed such as accepting, storing and retrieving personal items and handing out towels, robes, sandals, locker keys, refreshments and other amenities. These positions are classified as non-exempt by 100% of the respondents. Wages and requirements are similar. Note: Includes COAT ROOM ATTENDANT, SPA ATTENDANT, and TENNIS/HEALTH CLUB ATTENDANT:

Sample Tasks • Organize personal items for safekeeping and efficient retrieval. • Assign dressing room facilities, locker space, or clothing containers to guests • Answer customer inquiries and explain cost, availability, policies, and procedures of facilities. • Check supplies to ensure adequate availability, and order new supplies when necessary. • Refer guest problems or complaints to supervisors. • Report and documents safety hazards, potentially hazardous conditions, and unsafe practices and procedures. • Procure beverages, food, and other items as requested. • Maintain the day-to-day cleaning of the work area including removal of trash, soiled linen and recyclables.

Wages

O*Net

Hourly

Lowest

Highest

Average

$9.00

$13.00

Median

$8.50

$12.75

Range

$7.00 - 9.91

$11.00 - 14.09

39-3093.00 - Locker Room, Coat Room, and Dressing Room Attendants

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 13% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Coat Room Attendant Pool/Spa Attendant Spa Attendant Tennis and Health Club Attendant

Education and Experience Requires excellent customer service and English language skills. Prior experience is not usually required for these positions. 13% of the responding employers required 1 month of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 3 Employers expect to hire in the next 12 months: 4 Employers that reported difficulty in hiring for this position: 38%

Entry-level career opportunity!!!

48

Photo: 2004 Alex Vertikoff. Reproduced by permission of Pebble Beach Company.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

The Lodging Industry (Hotels and Other Accommodations SIC 70) includes all types of lodging, from five-star hotels and resorts to small motels and RV parks. Some hotels and resorts also include restaurants and golf courses. The largest of the occupational groups in this industry are service occupations that account for approximately 2 out of every 3 jobs. Most service jobs are in housekeeping and building service occupations including housekeepers, maintenance engineers, front desk and concierge staff, and a variety of attendants. Large hotels and resorts also employ various levels of supervisory and management staff, and public relations, convention and sales managers to promote their image and to attract businesses. Small employers may have one manager who is expected to oversee all the work necessary to operate the business.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

45

Doorman and Porter/Valet

Chief Engineer

12 Firms responding with 67 FT, 25 PT Employees

L-39-6011

Description

14 Firms responding with 16 FT Employees

Description

L-11-3011.99

DOORMAN: Ensures the smooth flow of activity at the front entrances and supervises Porter/Valet Staff. Previous supervisory experience preferred.

Manages and organizes all engineering operations. Administers all engineering operations. May have multiple properties and resort facilities. Must be proficient in use of computers.

PORTER/VALET: Parks cars and assists in maintaining the flow of traffic at entrance. with drivers, employees and guests and give clear directions.

This position is classified as exempt by 86% of the respondents.

Must be able to communicate clearly

These positions are classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Transfer luggage, trunks, and packages to and from rooms, loading areas, vehicles, by hand or using baggage carts. • Supply guests or travelers with directions, travel information, and other information such as available services and points of interest. • Receive and mark baggage by completing and attaching claim checks. • Greet incoming guests and escort them to their rooms. • Assist physically challenged travelers and other guests with special needs. • Act as part of the security team at transportation terminals, hotels, or similar establishments. • Deliver messages and room service orders, and run errands for guests. • Explain the operation of room features such as locks, ventilation systems, and televisions. • Arrange for shipments of baggage, express mail, and parcels by providing weighing and billing services. • Maintain clean lobbies or entrance areas for travelers or guests.

• Monitor the facility to ensure that it remains safe, secure, and well-maintained. • Direct or coordinate maintenance and other supportive services for the facilities. • Oversee the maintenance and repair of machinery, equipment, and electrical and mechanical systems. • Set goals and deadlines for the department. • Prepare and review operational reports and schedules to ensure accuracy and efficiency. • Analyze internal processes and recommend and implement procedural or policy changes to improve operations, such as supply changes or the disposal of records. • Acquire, distribute and store supplies. • Plan, administer and control budgets for contracts, equipment and supplies. • Oversee construction and renovation projects to improve efficiency and to ensure that facilities meet environmental, health, and security standards, and comply with government regulations.

Wages Wages

O*Net

Hourly

Lowest

Highest

Average

$7.20

$8.28

Median

$6.88

$7.75

Range

$6.75 - 10.00

$6.75 - 11.75

39-6011.00 - Baggage Porters and Bellhops

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for these positions was reported by 83% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Bell Host Bell Person Valet

Education and Experience Requires good driving record, polished manners and interpersonal skills. Must be able to communicate clearly with drivers, employees and guests and give clear directions. Must be able to lift safely and stand for an entire shift. Ability to drive cars with standard and automatic transmissions required. Hospitality industry experience preferred. 33% of the responding employers required 6 - 12 months of experience for this position.

Supply & Demand

Employees hired in 12 months ending June 2005: 25 Employers expect to hire in the next 12 months: 17 Employers that reported difficulty in hiring for this position: 25%

Annual

Lowest

Highest

Average

$51,573

$57,392

Median

$52,500

$68,250

Range

$22.5k - 84k

$26.1k - 92.7k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 29% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

11-3011.00 - Administrative Services Managers

Other Job Titles for this Position Director of Engineering Facilities Director Facilities Manager Maintenance Manager

Education and Experience This occupation usually requires valid California driver’s license, 500 Boiler License, State of California Certification, Universal Technician EPA approved certificate, knowledge of computerized energy management systems and knowledge of hotel maintenance software. Must be proficient in use of computers. 100% of the responding employers required 24 - 72 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 36%

Entry-level career opportunity!!!

52

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

49

Concierge

Concierge Supervisor 10 Firms responding with 31 FT, 9 PT Employees

L-39-6012

Description

5 Firms that employ 7 FT Employees

L-39-1021

Description

Facilitates guests’ and visitors’ enjoyment of the facility and surrounding area by providing information and assistance in response to a wide variety of requests. Requires excellent guest relations skills and the ability to stay well informed and knowledgeable about all hotel and local activities, restaurants, services and other attractions. Usually reports to the Front Desk Supervisor.

Directs and coordinates the activities of concierge staff. Facilitates guests’ and visitors’ enjoyment of the facility and surrounding area by providing information and assistance in response to a wide variety of requests. This position is classified as non-exempt by 80% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks Sample Tasks • Make dining and other reservations for patrons, and obtain tickets for events. • Provide information about local features such as shopping, dining, nightlife, and recreational destinations. • Make travel arrangements for sightseeing and other tours. • Receive, store, and deliver luggage and mail. • Perform office duties on a temporary basis when needed. • Pick up and deliver items, or run errands for guests. • Carry out unusual requests such as searching for hard-to-find items and arranging for exotic services such as hot-air balloon rides. • Arrange for the replacement of items lost by travelers. • Arrange for interpreters or translators when patrons require such services. • Plan special events, parties, and meetings, which may include booking musicians or celebrities.

Wages

Wages Hourly

Lowest

Highest

Average

$11.17

$13.15

Median Range

$11.38 $9.50 - 14.42

O*Net

39-6012.00 – Concierges

Other Job Titles for this Position Front Desk Staff

$12.50 $10.18 - 20.19

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 60% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Excellent customer service skills, knowledge of the local area, a high school diploma or GED are generally required for this occupation. Many employers will also require previous work-related skill, knowledge, or experience. 70% of the responding employers required 12 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 15 Employers expect to hire in the next 12 months: 6 Employers that reported difficulty in hiring for this position: 20%

Entry-level career opportunity!!!

50

• Assign work schedules, following work requirements, to ensure quality and timely delivery of service. • Observe and evaluate workers’ appearance and performance to ensure quality service and compliance with specifications. • Apply guest feedback to service improvement efforts. • Inspect work areas and operating equipment to ensure conformance to established standards in areas such as cleanliness and maintenance. • Analyze and record personnel and operational data, and write related activity reports. • Meet with managers and other supervisors to stay informed of changes affecting operations. • Recruit and hire staff members. • Requisition necessary supplies, equipment, and services. Resolve customer complaints regarding worker performance and services rendered.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$12.84

$14.76

Median

$12.00

$13.50

Range

$8.89 - 16.83

$12.55 - 19.23

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 40% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

39-1021.00 First-Line Supervisors/Managers of Personal Service Workers

Other Job Titles for this Position Assistant Guest Services Manager Lead Concierge

Education and Experience Requires the ability to stay well informed and knowledgeable about all hotel and local activities, restaurants, services and other attractions, and to give clear directions. Requires basic clerical skills, including typing and use of facsimile machine to assist guests with business needs. Second language is preferred. Also requires excellent customer service skills, 100% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 2 Employers that reported difficulty in hiring for this position: 0%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

51

Concierge

Concierge Supervisor 10 Firms responding with 31 FT, 9 PT Employees

L-39-6012

Description

5 Firms that employ 7 FT Employees

L-39-1021

Description

Facilitates guests’ and visitors’ enjoyment of the facility and surrounding area by providing information and assistance in response to a wide variety of requests. Requires excellent guest relations skills and the ability to stay well informed and knowledgeable about all hotel and local activities, restaurants, services and other attractions. Usually reports to the Front Desk Supervisor.

Directs and coordinates the activities of concierge staff. Facilitates guests’ and visitors’ enjoyment of the facility and surrounding area by providing information and assistance in response to a wide variety of requests. This position is classified as non-exempt by 80% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks Sample Tasks • Make dining and other reservations for patrons, and obtain tickets for events. • Provide information about local features such as shopping, dining, nightlife, and recreational destinations. • Make travel arrangements for sightseeing and other tours. • Receive, store, and deliver luggage and mail. • Perform office duties on a temporary basis when needed. • Pick up and deliver items, or run errands for guests. • Carry out unusual requests such as searching for hard-to-find items and arranging for exotic services such as hot-air balloon rides. • Arrange for the replacement of items lost by travelers. • Arrange for interpreters or translators when patrons require such services. • Plan special events, parties, and meetings, which may include booking musicians or celebrities.

Wages

Wages Hourly

Lowest

Highest

Average

$11.17

$13.15

Median Range

$11.38 $9.50 - 14.42

O*Net

39-6012.00 – Concierges

Other Job Titles for this Position Front Desk Staff

$12.50 $10.18 - 20.19

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 60% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Excellent customer service skills, knowledge of the local area, a high school diploma or GED are generally required for this occupation. Many employers will also require previous work-related skill, knowledge, or experience. 70% of the responding employers required 12 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 15 Employers expect to hire in the next 12 months: 6 Employers that reported difficulty in hiring for this position: 20%

Entry-level career opportunity!!!

50

• Assign work schedules, following work requirements, to ensure quality and timely delivery of service. • Observe and evaluate workers’ appearance and performance to ensure quality service and compliance with specifications. • Apply guest feedback to service improvement efforts. • Inspect work areas and operating equipment to ensure conformance to established standards in areas such as cleanliness and maintenance. • Analyze and record personnel and operational data, and write related activity reports. • Meet with managers and other supervisors to stay informed of changes affecting operations. • Recruit and hire staff members. • Requisition necessary supplies, equipment, and services. Resolve customer complaints regarding worker performance and services rendered.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$12.84

$14.76

Median

$12.00

$13.50

Range

$8.89 - 16.83

$12.55 - 19.23

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 40% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

39-1021.00 First-Line Supervisors/Managers of Personal Service Workers

Other Job Titles for this Position Assistant Guest Services Manager Lead Concierge

Education and Experience Requires the ability to stay well informed and knowledgeable about all hotel and local activities, restaurants, services and other attractions, and to give clear directions. Requires basic clerical skills, including typing and use of facsimile machine to assist guests with business needs. Second language is preferred. Also requires excellent customer service skills, 100% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 2 Employers that reported difficulty in hiring for this position: 0%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

51

Doorman and Porter/Valet

Chief Engineer

12 Firms responding with 67 FT, 25 PT Employees

L-39-6011

Description

14 Firms responding with 16 FT Employees

Description

L-11-3011.99

DOORMAN: Ensures the smooth flow of activity at the front entrances and supervises Porter/Valet Staff. Previous supervisory experience preferred.

Manages and organizes all engineering operations. Administers all engineering operations. May have multiple properties and resort facilities. Must be proficient in use of computers.

PORTER/VALET: Parks cars and assists in maintaining the flow of traffic at entrance. with drivers, employees and guests and give clear directions.

This position is classified as exempt by 86% of the respondents.

Must be able to communicate clearly

These positions are classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Transfer luggage, trunks, and packages to and from rooms, loading areas, vehicles, by hand or using baggage carts. • Supply guests or travelers with directions, travel information, and other information such as available services and points of interest. • Receive and mark baggage by completing and attaching claim checks. • Greet incoming guests and escort them to their rooms. • Assist physically challenged travelers and other guests with special needs. • Act as part of the security team at transportation terminals, hotels, or similar establishments. • Deliver messages and room service orders, and run errands for guests. • Explain the operation of room features such as locks, ventilation systems, and televisions. • Arrange for shipments of baggage, express mail, and parcels by providing weighing and billing services. • Maintain clean lobbies or entrance areas for travelers or guests.

• Monitor the facility to ensure that it remains safe, secure, and well-maintained. • Direct or coordinate maintenance and other supportive services for the facilities. • Oversee the maintenance and repair of machinery, equipment, and electrical and mechanical systems. • Set goals and deadlines for the department. • Prepare and review operational reports and schedules to ensure accuracy and efficiency. • Analyze internal processes and recommend and implement procedural or policy changes to improve operations, such as supply changes or the disposal of records. • Acquire, distribute and store supplies. • Plan, administer and control budgets for contracts, equipment and supplies. • Oversee construction and renovation projects to improve efficiency and to ensure that facilities meet environmental, health, and security standards, and comply with government regulations.

Wages Wages

O*Net

Hourly

Lowest

Highest

Average

$7.20

$8.28

Median

$6.88

$7.75

Range

$6.75 - 10.00

$6.75 - 11.75

39-6011.00 - Baggage Porters and Bellhops

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for these positions was reported by 83% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Bell Host Bell Person Valet

Education and Experience Requires good driving record, polished manners and interpersonal skills. Must be able to communicate clearly with drivers, employees and guests and give clear directions. Must be able to lift safely and stand for an entire shift. Ability to drive cars with standard and automatic transmissions required. Hospitality industry experience preferred. 33% of the responding employers required 6 - 12 months of experience for this position.

Supply & Demand

Employees hired in 12 months ending June 2005: 25 Employers expect to hire in the next 12 months: 17 Employers that reported difficulty in hiring for this position: 25%

Annual

Lowest

Highest

Average

$51,573

$57,392

Median

$52,500

$68,250

Range

$22.5k - 84k

$26.1k - 92.7k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 29% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

11-3011.00 - Administrative Services Managers

Other Job Titles for this Position Director of Engineering Facilities Director Facilities Manager Maintenance Manager

Education and Experience This occupation usually requires valid California driver’s license, 500 Boiler License, State of California Certification, Universal Technician EPA approved certificate, knowledge of computerized energy management systems and knowledge of hotel maintenance software. Must be proficient in use of computers. 100% of the responding employers required 24 - 72 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 36%

Entry-level career opportunity!!!

52

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

49

Front Desk Supervisor

Engineer I

31 Firms responding with 45 FT Employees

L-43-1011.01

Description

44 Firms responding with 95 FT, 22 PT Employees

L-49-9042.01

Description

Ensures efficient and accurate guest check-in and check-out. Requires basic math and accounting skills, polished telephone etiquette and interpersonal skills. Must be able to delegate tasks to front desk staff and ensure their accurate completion. Assists with scheduling and suggests staffing levels consistent with budget and hotel activity.

Assists in maintenance operations of buildings and facilities. Fill-ins for painter as needed. Requires valid California driver’s license. Must be able to work in a neat and orderly way, maintain a professional appearance at all times, perform physically active work, including heavy lifting, for an entire shift.

This position is classified as non-exempt by 65% of the respondents.

This position is classified as non-exempt by 91% of the respondents. NOTE: Large properties also have Engineer II positions with additional requirements and 10 - 15% higher pay scales.

Sample Tasks

Sample Tasks

• Supervise and coordinate activities of workers engaged in customer service activities. • Plan, prepare, and devise work schedules, according to budgets and workloads. • Observe and evaluate workers’ performance. • Issue instructions and assign duties to workers. • Train and instructs employees. • Hire and discharge workers. • Communicate with other departments and management to resolve problems and expedite work. • Interpret and communicate work procedures and company policies to staff. • Help workers in resolving problems and completing work. • Resolve complaints and answer questions of customers regarding services and procedures.

Wages

O*Net

Hourly

Lowest

Highest

Average

$12.75

$15.71

Median

$12.00

$15.00

Range

$6.75 - 19.23

$9.00 - 27.80

Additional income for this position was reported by 16% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

56

Wages 43-1011.01 - First-Line Supervisors, Customer Service

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

• Repair or replace defective equipment parts using hand tools and power tools, and reassemble equipment. • Perform routine preventive maintenance to ensure that machines continue to run smoothly, building systems operate efficiently, and the physical condition of buildings does not deteriorate. • Inspect drives, motors, and belts, check fluid levels, replace filters, and perform other maintenance actions, following checklists. • Use tools ranging from common hand and power tools, such as hammers, hoists, saws, drills, and wrenches, to precision measuring instruments and electrical and electronic testing devices. • Assemble, install or repair wiring, electrical and electronic components, pipe systems, plumbing, machinery, and equipment. • Diagnose mechanical problems and determine how to correct them, checking blueprints, repair manuals, and parts catalogs as necessary. • Inspect, operate, and test machinery and equipment in order to diagnose machine malfunctions.

Assistant Manager Front Office Manager Lead Guest Services Representative Manager of Property

Education and Experience Requires supervisory experience and excellent customer service skills. Many employers will require specific vocational training or an associate’s degree in addition to experience. 84% of the responding employers required 6 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 15 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 35%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$11.65

$14.70

Median

$11.63

$14.59

Range

$7.00 - 21.60

$7.50 - 25.00

O*Net

49-9042.00 - Maintenance and Repair Workers, General

Other Job Titles for this Position Facilities Repair Maintenance Shop Maintenance

Education and Experience

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Mechanical skills and engineering maintenance experience are required. Ability to perform carpentry work helpful. Knowledge of lockout procedures important. Some employers require the ability to obtain CFC certification for handling spent coolant within 1 year.

Additional income for this position was reported by 16% of employers.

82% of the responding employers required 3 to 60 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Supply & Demand Employees hired in 12 months ending June 2005: 19 Employers expect to hire in the next 12 months: 12 Employers that reported difficulty in hiring for this position: 34%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

53

Engineer Supervisor

Front Desk Clerk

19 Firms responding with 21 FT, 4 PT Employees

L-49-1011

Description

75 Firms that employ 296 FT, 116 PT Employees

L-43-4081.01

Description

Assists in maintenance operations of buildings and facilities. Supervises staff and delegates projects. Schedules employees and approves overtime. Trains new and existing employees. Monitors and maintains control systems.

Facilitates guest check-in and check-out by providing efficient and accurate service. Requires basic math and accounting skills, good telephone etiquette and interpersonal skills. Previous experience with property management systems preferred. Reports to Front Desk Supervisor or general manager.

This position is classified as non-exempt by 68% of the respondents. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Determine schedules, sequences, and assignments for work activities, based on work priority, quantity of equipment and skill of personnel. • Patrol and monitor work areas and examine tools and equipment to detect unsafe conditions, violations of procedures, or safety rules. • Monitor employees’ work levels and review work performance. • Examine objects, systems, or facilities; and analyze information to determine needed installations, services, or repairs. • Participate in budget preparation and administration, coordinating purchasing and documentation, and monitoring departmental expenditures. • Counsel employees about work-related issues and assist employees to correct job-skill deficiencies. • Requisition materials and supplies, such as tools, equipment, and replacement parts. • Compute estimates and actual costs of factors such as materials, labor, and outside contractors. • Interpret specifications, blueprints, and job orders in order to construct templates and lay out reference points for workers.

Wages

O*Net

Hourly

Lowest

Highest

Average

$13.88

$18.12

Median

$15.00

$20.00

Range

$6.75 - 20.19

$10.00 - 27.50

Wages 49-1011.00 - Engineer Supervisor

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 21% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

• Greet, register, and assign rooms to guests of hotels or motels. • Verify customers’ credit, and establish how the customer will pay for the accommodation. • Keep records of room availability and guests’ accounts, manually or using computers. • Compute bills, collect payments, and make change for guests. • Perform simple bookkeeping activities, such as balancing cash accounts. • Issue room keys and escort instructions to bellhops. • Review accounts and charges with guests during the check out process. • Post charges, such as those for rooms, food, liquor, or telephone calls, to ledgers manually, or by using computers. • Transmit and receive messages, using telephones or telephone switchboards. • Contact housekeeping or maintenance staff when guests report problems.

Assistant Engineering Supervisor Bell man/Houseman Lead Engineer Maintenance Supervisor

Education and Experience May require some or all of the following: Pool Operators Certificate, Refrigeration Certificate, EPA Certificate, Heater and Boiler Technician, Electrician Journeyman status.

89% of the responding employers required 6 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 0 Employers that reported difficulty in hiring for this position: 37%

Hourly

Lowest

Highest

Average

$9.53

$11.74

Median

$9.75

$12.00

Range

$6.75 - 13.00

$6.75 - 17.00

O*Net

43-4081.00 Hotel, Motel and Resort Desk Clerk

Other Job Titles for this Position Front Office Guest Service Representative Reservation Clerk Room Clerk

Education and Experience

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Requires basic math and accounting skills, good telephone etiquette and interpersonal skills. A high school diploma or GED and previous work-related skill, knowledge, or experience may be required for this occupation.

Additional income for this position was reported by 27% of employers.

48% of the responding employers required 6 - 36 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Supply & Demand Employees hired in 12 months ending June 2005: 149 Employers expect to hire in the next 12 months: 70 Employers that reported difficulty in hiring for this position: 29%

Entry-level career opportunity!!!

54

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

55

Engineer Supervisor

Front Desk Clerk

19 Firms responding with 21 FT, 4 PT Employees

L-49-1011

Description

75 Firms that employ 296 FT, 116 PT Employees

L-43-4081.01

Description

Assists in maintenance operations of buildings and facilities. Supervises staff and delegates projects. Schedules employees and approves overtime. Trains new and existing employees. Monitors and maintains control systems.

Facilitates guest check-in and check-out by providing efficient and accurate service. Requires basic math and accounting skills, good telephone etiquette and interpersonal skills. Previous experience with property management systems preferred. Reports to Front Desk Supervisor or general manager.

This position is classified as non-exempt by 68% of the respondents. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Determine schedules, sequences, and assignments for work activities, based on work priority, quantity of equipment and skill of personnel. • Patrol and monitor work areas and examine tools and equipment to detect unsafe conditions, violations of procedures, or safety rules. • Monitor employees’ work levels and review work performance. • Examine objects, systems, or facilities; and analyze information to determine needed installations, services, or repairs. • Participate in budget preparation and administration, coordinating purchasing and documentation, and monitoring departmental expenditures. • Counsel employees about work-related issues and assist employees to correct job-skill deficiencies. • Requisition materials and supplies, such as tools, equipment, and replacement parts. • Compute estimates and actual costs of factors such as materials, labor, and outside contractors. • Interpret specifications, blueprints, and job orders in order to construct templates and lay out reference points for workers.

Wages

O*Net

Hourly

Lowest

Highest

Average

$13.88

$18.12

Median

$15.00

$20.00

Range

$6.75 - 20.19

$10.00 - 27.50

Wages 49-1011.00 - Engineer Supervisor

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 21% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

• Greet, register, and assign rooms to guests of hotels or motels. • Verify customers’ credit, and establish how the customer will pay for the accommodation. • Keep records of room availability and guests’ accounts, manually or using computers. • Compute bills, collect payments, and make change for guests. • Perform simple bookkeeping activities, such as balancing cash accounts. • Issue room keys and escort instructions to bellhops. • Review accounts and charges with guests during the check out process. • Post charges, such as those for rooms, food, liquor, or telephone calls, to ledgers manually, or by using computers. • Transmit and receive messages, using telephones or telephone switchboards. • Contact housekeeping or maintenance staff when guests report problems.

Assistant Engineering Supervisor Bell man/Houseman Lead Engineer Maintenance Supervisor

Education and Experience May require some or all of the following: Pool Operators Certificate, Refrigeration Certificate, EPA Certificate, Heater and Boiler Technician, Electrician Journeyman status.

89% of the responding employers required 6 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 0 Employers that reported difficulty in hiring for this position: 37%

Hourly

Lowest

Highest

Average

$9.53

$11.74

Median

$9.75

$12.00

Range

$6.75 - 13.00

$6.75 - 17.00

O*Net

43-4081.00 Hotel, Motel and Resort Desk Clerk

Other Job Titles for this Position Front Office Guest Service Representative Reservation Clerk Room Clerk

Education and Experience

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Requires basic math and accounting skills, good telephone etiquette and interpersonal skills. A high school diploma or GED and previous work-related skill, knowledge, or experience may be required for this occupation.

Additional income for this position was reported by 27% of employers.

48% of the responding employers required 6 - 36 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Supply & Demand Employees hired in 12 months ending June 2005: 149 Employers expect to hire in the next 12 months: 70 Employers that reported difficulty in hiring for this position: 29%

Entry-level career opportunity!!!

54

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

55

Front Desk Supervisor

Engineer I

31 Firms responding with 45 FT Employees

L-43-1011.01

Description

44 Firms responding with 95 FT, 22 PT Employees

L-49-9042.01

Description

Ensures efficient and accurate guest check-in and check-out. Requires basic math and accounting skills, polished telephone etiquette and interpersonal skills. Must be able to delegate tasks to front desk staff and ensure their accurate completion. Assists with scheduling and suggests staffing levels consistent with budget and hotel activity.

Assists in maintenance operations of buildings and facilities. Fill-ins for painter as needed. Requires valid California driver’s license. Must be able to work in a neat and orderly way, maintain a professional appearance at all times, perform physically active work, including heavy lifting, for an entire shift.

This position is classified as non-exempt by 65% of the respondents.

This position is classified as non-exempt by 91% of the respondents. NOTE: Large properties also have Engineer II positions with additional requirements and 10 - 15% higher pay scales.

Sample Tasks

Sample Tasks

• Supervise and coordinate activities of workers engaged in customer service activities. • Plan, prepare, and devise work schedules, according to budgets and workloads. • Observe and evaluate workers’ performance. • Issue instructions and assign duties to workers. • Train and instructs employees. • Hire and discharge workers. • Communicate with other departments and management to resolve problems and expedite work. • Interpret and communicate work procedures and company policies to staff. • Help workers in resolving problems and completing work. • Resolve complaints and answer questions of customers regarding services and procedures.

Wages

O*Net

Hourly

Lowest

Highest

Average

$12.75

$15.71

Median

$12.00

$15.00

Range

$6.75 - 19.23

$9.00 - 27.80

Additional income for this position was reported by 16% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

56

Wages 43-1011.01 - First-Line Supervisors, Customer Service

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

• Repair or replace defective equipment parts using hand tools and power tools, and reassemble equipment. • Perform routine preventive maintenance to ensure that machines continue to run smoothly, building systems operate efficiently, and the physical condition of buildings does not deteriorate. • Inspect drives, motors, and belts, check fluid levels, replace filters, and perform other maintenance actions, following checklists. • Use tools ranging from common hand and power tools, such as hammers, hoists, saws, drills, and wrenches, to precision measuring instruments and electrical and electronic testing devices. • Assemble, install or repair wiring, electrical and electronic components, pipe systems, plumbing, machinery, and equipment. • Diagnose mechanical problems and determine how to correct them, checking blueprints, repair manuals, and parts catalogs as necessary. • Inspect, operate, and test machinery and equipment in order to diagnose machine malfunctions.

Assistant Manager Front Office Manager Lead Guest Services Representative Manager of Property

Education and Experience Requires supervisory experience and excellent customer service skills. Many employers will require specific vocational training or an associate’s degree in addition to experience. 84% of the responding employers required 6 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 15 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 35%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$11.65

$14.70

Median

$11.63

$14.59

Range

$7.00 - 21.60

$7.50 - 25.00

O*Net

49-9042.00 - Maintenance and Repair Workers, General

Other Job Titles for this Position Facilities Repair Maintenance Shop Maintenance

Education and Experience

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Mechanical skills and engineering maintenance experience are required. Ability to perform carpentry work helpful. Knowledge of lockout procedures important. Some employers require the ability to obtain CFC certification for handling spent coolant within 1 year.

Additional income for this position was reported by 16% of employers.

82% of the responding employers required 3 to 60 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Supply & Demand Employees hired in 12 months ending June 2005: 19 Employers expect to hire in the next 12 months: 12 Employers that reported difficulty in hiring for this position: 34%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

53

Guest Serves/Group Coordinator

Honor Bar Attendant 6 Firms that employ 19 FT and 9 PT Employees

L-35-3041.01

Description

6 Firms responding with 21 FT Employees

L-43-4181

Description

Ensures that guest room mini-bar is fully stocked and clean. Requires basic math and good organizational skills. Must be able to push a heavy cart over long distances and on uneven ground or to carry heavy boxes up and down stairs to guest rooms. Requires clear communication skills and polite manner while speaking on the telephone.

Coordinates reservations for groups booked by Sales, Reservations or Golf staff members. Requires data entry skills. Knowledge of hotel reservations is helpful. This position is classified as non-exempt by 71% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Replenish supplies of food and beverages in hotel room mini-bars. • Maintain accurate records of replaced supplies and report items to guest accounting. • Maintain adequate supplies of items stocked in mini-bars including soft and alcoholic beverages, snacks, napkins, etc. • Remove opened or empty bottles and trash from mini-bar area. • Maintain stocks of items used and notify supervisor when replacements are required. • May be required to serve food and beverages to hotel room guests.

Wages

O*Net

• Consult with clients to determine objectives and requirements for events such as meetings, conferences, and conventions. • Monitor event activities in order to ensure compliance with applicable regulations and laws, satisfaction of participants, and resolution of any problems that arise. • Confer with staff at a chosen event site in order to coordinate details. • Review event bills for accuracy, and approve payment. • Plan and develop programs, agendas, budgets, and services according to customer requirements. • Coordinate services for events, such as accommodation and transportation for participants, facilities, catering, signage, displays, special needs requirements, printing and event security. • Arrange the availability of audio-visual equipment, transportation, displays, and other event needs. • Inspect event facilities in order to ensure that they conform to customer requirements. • Maintain records of event aspects, including financial details. • Conduct post-event evaluations in order to determine how future events could be improved.

35-3041.00 - Food Servers, Non-restaurant

Hourly

Lowest

Highest

Average

$8.85

$10.16

Other Job Titles for this Position

Median

$8.55

$10.30

Room Service Server

Hourly

Lowest

Highest

Range

$7.00 - 10.86

$7.25 - 12.00

Education and Experience

Average

$12.92

$15.46

Requires basic math and good organizational skills. May be required to push a heavy cart over long distances and on uneven ground or to carry heavy boxes up and down stairs to guest rooms. Requires clear communication skills and polite manner while speaking on the telephone.

Median

$12.54

$15.44

Range

$10.00 - 17.31

$13.00 - 17.31

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 50% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

100% of the responding employers did not require prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 0%

Entry-level career opportunity!!!

Wages

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 33% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

13-1121.00 - Meeting and Convention Planners

Other Job Titles for this Position Group Rooms Coordinator Conference Coordinator

Education and Experience Excellent customer service skills, a high school diploma or GED, and working knowledge of computer data entry are usually required for this position. 50% of the responding employers required 6 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 8 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 50%

Entry-level career opportunity!!!

60

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

57

Housekeeping Supervisor

Houseperson and Lobby Attendant

56 Firms that employ 92 FT, 4 PT Employees

L-37-1011.01

Description

22 Firms responding with 95 FT, 3 PT Employees

L-37-2012

Description

Supervises the daily operations of the Housekeeping Services Department. Oversees work activities of cleaning personnel to ensure clean, orderly, and attractive rooms in hotels, motels and lodging establishments. Assigns duties, inspects work, and investigates complaints regarding housekeeping service and equipment and takes corrective action. May purchase housekeeping supplies and equipment, take periodic inventories, screen applicants, train new employees, and recommend dismissals.

HOUSEPERSON: Performs housekeeping and janitorial duties to maintain offices and public areas in a clean and orderly fashion. This may include vacuuming, dusting, emptying trash, cleaning windows, mopping, buffing and shampooing.

This position is classified as non-exempt by 70% of the respondents.

These positions are classified as non-exempt by 100% of the respondents.

Sample Tasks

LOBBY ATTENDANT: Provides the highest quality cleaning services to ensure that all public and service areas under the care of the Housekeeping Department meet the highest standards.

Sample Tasks

• Assigns workers their duties and inspects work for conformance to prescribed standards of cleanliness. • Investigates complaints regarding housekeeping service and equipment, and takes corrective action. • Obtains list of rooms to be cleaned immediately and list of prospective check-outs or discharges to prepare work assignments. • Coordinates work activities among departments. • Conducts orientation training and in-service training to explain policies, work procedures, and to demonstrate use and maintenance of equipment. • Inventories stock to ensure adequate supplies. • Evaluates records to forecast department personnel requirements. • Makes recommendations to improve service and ensure efficient operation. • Prepares reports concerning room occupancy, payroll, and department expenses. • Selects and purchases new furnishings.

Wages

O*Net

Hourly

Lowest

Highest

Average

$11.27

$14.28

Median

$10.50

$13.00

Range

$6.75 - 19.23

$7.25 - 27.88

Additional income for this position was reported by 38% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

NOTE: Hotels hire under both occupations. Duties differ slightly, but salary ranges are similar.

Wages 37-1011.01 - Housekeeping Supervisors

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

• Clean hallways, lobbies, lounges, restrooms, corridors, elevators, stairways, locker rooms and other work areas so that health standards are met. • Clean rugs, carpets, upholstered furniture, and/or draperies, using vacuum cleaners and/or shampooers. • Empty wastebaskets, empty and clean ashtrays, and transport other trash and waste to disposal areas. • Sweep, scrub, wax, and/or polish floors, using brooms, mops, and/or powered scrubbing and waxing machines. • Dust and polish furniture and equipment. • Keep storage areas and carts well-stocked, clean, and tidy. • Polish silver accessories and metalwork such as fixtures and fittings. • Remove debris from driveways, garages, and swimming pool areas. • Replace light bulbs.

Assistant Executive Housekeeper Executive Housekeeper Housekeeping Manager

Education and Experience Excellent customer service, supervisory and labor relations skills, good organization, and resource allocation knowledge are required for this position. May require English and Spanish language skills. 88% of the responding employers required 12 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 7 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 27%

Hourly

Lowest

Highest

Average

$9.48

$11.20

Median

$10.00

$11.00

Range

$7.00 - 10.95

$9.00 - 14.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 36% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

37-2012.00 - Maids and Housekeeping Cleaners

Other Job Titles for this Position Convention Services Houseperson Housekeeping Utility, House Man Houseperson, Lobby Attendant Maintenance, Porter

Education and Experience Must be able to work efficiently and thoroughly and perform physical tasks for the entire shift. Must be familiar with sanitation and cleaning standards and be self-motivated and detail oriented.

23% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 19 Employers expect to hire in the next 12 months: 15 Employers that reported difficulty in hiring for this position: 41%

Entry-level career opportunity!!!

58

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

59

Housekeeping Supervisor

Houseperson and Lobby Attendant

56 Firms that employ 92 FT, 4 PT Employees

L-37-1011.01

Description

22 Firms responding with 95 FT, 3 PT Employees

L-37-2012

Description

Supervises the daily operations of the Housekeeping Services Department. Oversees work activities of cleaning personnel to ensure clean, orderly, and attractive rooms in hotels, motels and lodging establishments. Assigns duties, inspects work, and investigates complaints regarding housekeeping service and equipment and takes corrective action. May purchase housekeeping supplies and equipment, take periodic inventories, screen applicants, train new employees, and recommend dismissals.

HOUSEPERSON: Performs housekeeping and janitorial duties to maintain offices and public areas in a clean and orderly fashion. This may include vacuuming, dusting, emptying trash, cleaning windows, mopping, buffing and shampooing.

This position is classified as non-exempt by 70% of the respondents.

These positions are classified as non-exempt by 100% of the respondents.

Sample Tasks

LOBBY ATTENDANT: Provides the highest quality cleaning services to ensure that all public and service areas under the care of the Housekeeping Department meet the highest standards.

Sample Tasks

• Assigns workers their duties and inspects work for conformance to prescribed standards of cleanliness. • Investigates complaints regarding housekeeping service and equipment, and takes corrective action. • Obtains list of rooms to be cleaned immediately and list of prospective check-outs or discharges to prepare work assignments. • Coordinates work activities among departments. • Conducts orientation training and in-service training to explain policies, work procedures, and to demonstrate use and maintenance of equipment. • Inventories stock to ensure adequate supplies. • Evaluates records to forecast department personnel requirements. • Makes recommendations to improve service and ensure efficient operation. • Prepares reports concerning room occupancy, payroll, and department expenses. • Selects and purchases new furnishings.

Wages

O*Net

Hourly

Lowest

Highest

Average

$11.27

$14.28

Median

$10.50

$13.00

Range

$6.75 - 19.23

$7.25 - 27.88

Additional income for this position was reported by 38% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

NOTE: Hotels hire under both occupations. Duties differ slightly, but salary ranges are similar.

Wages 37-1011.01 - Housekeeping Supervisors

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

• Clean hallways, lobbies, lounges, restrooms, corridors, elevators, stairways, locker rooms and other work areas so that health standards are met. • Clean rugs, carpets, upholstered furniture, and/or draperies, using vacuum cleaners and/or shampooers. • Empty wastebaskets, empty and clean ashtrays, and transport other trash and waste to disposal areas. • Sweep, scrub, wax, and/or polish floors, using brooms, mops, and/or powered scrubbing and waxing machines. • Dust and polish furniture and equipment. • Keep storage areas and carts well-stocked, clean, and tidy. • Polish silver accessories and metalwork such as fixtures and fittings. • Remove debris from driveways, garages, and swimming pool areas. • Replace light bulbs.

Assistant Executive Housekeeper Executive Housekeeper Housekeeping Manager

Education and Experience Excellent customer service, supervisory and labor relations skills, good organization, and resource allocation knowledge are required for this position. May require English and Spanish language skills. 88% of the responding employers required 12 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 7 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 27%

Hourly

Lowest

Highest

Average

$9.48

$11.20

Median

$10.00

$11.00

Range

$7.00 - 10.95

$9.00 - 14.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 36% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

37-2012.00 - Maids and Housekeeping Cleaners

Other Job Titles for this Position Convention Services Houseperson Housekeeping Utility, House Man Houseperson, Lobby Attendant Maintenance, Porter

Education and Experience Must be able to work efficiently and thoroughly and perform physical tasks for the entire shift. Must be familiar with sanitation and cleaning standards and be self-motivated and detail oriented.

23% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 19 Employers expect to hire in the next 12 months: 15 Employers that reported difficulty in hiring for this position: 41%

Entry-level career opportunity!!!

58

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

59

Guest Serves/Group Coordinator

Honor Bar Attendant 6 Firms that employ 19 FT and 9 PT Employees

L-35-3041.01

Description

6 Firms responding with 21 FT Employees

L-43-4181

Description

Ensures that guest room mini-bar is fully stocked and clean. Requires basic math and good organizational skills. Must be able to push a heavy cart over long distances and on uneven ground or to carry heavy boxes up and down stairs to guest rooms. Requires clear communication skills and polite manner while speaking on the telephone.

Coordinates reservations for groups booked by Sales, Reservations or Golf staff members. Requires data entry skills. Knowledge of hotel reservations is helpful. This position is classified as non-exempt by 71% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Replenish supplies of food and beverages in hotel room mini-bars. • Maintain accurate records of replaced supplies and report items to guest accounting. • Maintain adequate supplies of items stocked in mini-bars including soft and alcoholic beverages, snacks, napkins, etc. • Remove opened or empty bottles and trash from mini-bar area. • Maintain stocks of items used and notify supervisor when replacements are required. • May be required to serve food and beverages to hotel room guests.

Wages

O*Net

• Consult with clients to determine objectives and requirements for events such as meetings, conferences, and conventions. • Monitor event activities in order to ensure compliance with applicable regulations and laws, satisfaction of participants, and resolution of any problems that arise. • Confer with staff at a chosen event site in order to coordinate details. • Review event bills for accuracy, and approve payment. • Plan and develop programs, agendas, budgets, and services according to customer requirements. • Coordinate services for events, such as accommodation and transportation for participants, facilities, catering, signage, displays, special needs requirements, printing and event security. • Arrange the availability of audio-visual equipment, transportation, displays, and other event needs. • Inspect event facilities in order to ensure that they conform to customer requirements. • Maintain records of event aspects, including financial details. • Conduct post-event evaluations in order to determine how future events could be improved.

35-3041.00 - Food Servers, Non-restaurant

Hourly

Lowest

Highest

Average

$8.85

$10.16

Other Job Titles for this Position

Median

$8.55

$10.30

Room Service Server

Hourly

Lowest

Highest

Range

$7.00 - 10.86

$7.25 - 12.00

Education and Experience

Average

$12.92

$15.46

Requires basic math and good organizational skills. May be required to push a heavy cart over long distances and on uneven ground or to carry heavy boxes up and down stairs to guest rooms. Requires clear communication skills and polite manner while speaking on the telephone.

Median

$12.54

$15.44

Range

$10.00 - 17.31

$13.00 - 17.31

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 50% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

100% of the responding employers did not require prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 0%

Entry-level career opportunity!!!

Wages

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 33% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

13-1121.00 - Meeting and Convention Planners

Other Job Titles for this Position Group Rooms Coordinator Conference Coordinator

Education and Experience Excellent customer service skills, a high school diploma or GED, and working knowledge of computer data entry are usually required for this position. 50% of the responding employers required 6 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 8 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 50%

Entry-level career opportunity!!!

60

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

57

Night Auditor

Resort Security Officer 6 Firms that employ 30 FT, 11 PT Employees

L-33-9032

Description

L-43-4081.02

Description

Safeguards the property and the well being of guests and employees.

Records all daily revenue from all Revenue Departments. Performs daily reset of operating systems and distribution of daily un-audited revenues. Must be detail oriented. Requires ability to operate a 10-key adding machine and other general office equipment, working knowledge of Word, Excel and a property management system. Must have good communication and problem-solving skills, ability to work independently in an accurate, organized and efficient manner, and meet strict deadlines.

This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks • Patrol premises to prevent and detect signs of intrusion and ensure security of doors, windows, and gates. • Answer alarms and investigate disturbances. • Monitor and authorize entrance and departure of employees, visitors, and other persons to guard against theft and maintain security of premises. • Write reports of daily activities and irregularities, such as equipment or property damage, theft, presence of unauthorized persons, or unusual occurrences. • Call police or fire departments in cases of emergency, such as fire or presence of unauthorized persons. • Circulate among visitors, patrons, and employees to preserve order and protect property. • Answer telephone calls to take messages, answer questions, and provide information during non-business hours or when switchboard is closed. • Warn persons of rule infractions or violations, and apprehend or evict violators from premises, using force when necessary.

Wages

O*Net

Hourly

Lowest

Highest

Average

$9.54

$12.06

Median

$9.75

$12.05

Range

$8.00 - 10.85

$10.78 - 13.94

33-9032.00 - Security Guards

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 17% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Sample Tasks • Check figures, postings, and documents for correct entry, mathematical accuracy, and proper codes. • Operate computers programmed with accounting software to record, store, and analyze information. • Comply with federal, state, and company policies, procedures, and regulations. • Debit, credit, and total accounts on computer spreadsheets and databases, using specialized accounting software. • Classify, record, and summarize numerical and financial data in order to compile and keep financial records, using journals, ledgers or computers. • Calculate, prepare, and issue bills and other financial statements according to established procedures. • Compile statistical, financial, accounting or auditing reports and tables pertaining to such matters as cash receipts, expenditures, accounts payable & receivable, and profits & losses. • Code documents according to company procedures. • Access computerized financial information to answer general questions as well as those related to specific accounts. • Operate 10-key adding machine, typewriters, and copy machines to perform calculations and produce documents.

Wages Hourly

Lowest

Highest

Loss Prevention Officer Night Security Security Officer

Average

$11.08

$13.57

Median

$11.50

$13.50

Education and Experience

Range

$6.75 - 13.70

$10.00 - 17.31

Requires excellent customer service and English language skills and knowledge of local law enforcement policies and procedures. 67% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 9 Employers expect to hire in the next 12 months: 6 Employers that reported difficulty in hiring for this position: 67%

Entry-level career opportunity!!!

64

27 Firms responding with 43 FT, 18 PT Employees

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

O*Net 43-3031.00 Bookkeeping, Accounting, and Auditing Clerks Other Job Titles for this Position Night Guest Services

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 22% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires ability to operate a 10-key adding machine and other general office equipment, working knowledge of Word, Excel and a property management system. Must have good communication and problem-solving skills and be able to work independently in an accurate, organized and efficient manner, and meet strict deadlines. 78% of the responding employers required 6 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 26 Employers expect to hire in the next 12 months: 7 Employers that reported difficulty in hiring for this position: 67%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

61

Painter / Maintenance Technician 7 Firms responding with 31 FT, 2 PT Employees

PBX Operator L-47-2141

Description

9 Firms responding with 37 FT, 6 PT Employees

L-43-2011

Description

Applies, removes, mixes and matches paint. Removes old finishes and prepares surfaces for painting by repairing, sanding and patching. May assist with maintenance services and repairs.

Answers and directs all incoming calls in a pleasant and polite manner. Requires a clear, concise speaking voice and manner with the ability to understand, speak and write English. Ability to speak a second language is preferred. Must be able to type 40 wpm and willing to work various hours including weekends and holidays.

This position is classified as non-exempt by 100% of the respondents. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Paints surfaces using brushes, spray gun, or rollers. • Applies paint to simulate wood grain, marble, brick, or stonework. • Cuts stencils, and brushes and sprays lettering and decorations on surfaces. • Sands surfaces between coats and polishes final coat to specified finish. • Bakes finish on painted and enameled articles in baking oven. • Washes and treats surfaces with oil, turpentine, mildew remover, or other preparations. • Mixes and matches colors of paint, stain, or varnish. • Fills cracks, holes, and joints with caulk putty, plaster, or other filler, using caulking gun or putty knife. • Reads work order or receives instructions from supervisor or homeowner. • Erects scaffolding or sets up ladders to work above ground level.

Wages

Wages

O*Net

Hourly

Lowest

Highest

Average

$13.03

$17.11

Median

$13.00

$16.34

Range

$10.00 - 16.00

$12.00 - 25.00

47-2141.00 - Painters, Construction and Maintenance

Other Job Titles for this Position Painter

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

62

• Operate switchboard and other complex communication systems. • Answer incoming calls, greeting callers, providing information, transferring calls and/or taking messages as necessary. • Route emergency calls appropriately. • Use paging and interoffice communication equipment to page individuals informing them of telephone calls. • Relay and route written and verbal messages. • Place telephone calls or arrange conference calls as instructed. • Perform clerical duties, such as typing, proofreading, accepting orders, scheduling appointments, and sorting mail. • Monitor alarm systems in order to ensure that secure conditions are maintained. • Contact security staff members when necessary, using radio-telephones. • Keep records of calls placed and charges incurred.

Education and Experience Requires ability to distinguish color variations, wrist-finger speed, arm-hand steadiness, manual dexterity and physical stamina. 100% of the responding employers required 12 - 72 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 16 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 71%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

O*Net

43-2011.00 - PBX Operator

Hourly

Lowest

Highest

Average

$10.73

$12.50

Other Job Titles for this Position

Median

$10.83

$12.40

At Your Service

Range

$8.50 - 12.00

$10.00 - 15.94

Education and Experience

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 22% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Requires strong customer service and English language skills. A high school diploma or GED is generally required for this occupation. 44% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 17 Employers expect to hire in the next 12 months: 7 Employers that reported difficulty in hiring for this position: 22%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

63

Painter / Maintenance Technician 7 Firms responding with 31 FT, 2 PT Employees

PBX Operator L-47-2141

Description

9 Firms responding with 37 FT, 6 PT Employees

L-43-2011

Description

Applies, removes, mixes and matches paint. Removes old finishes and prepares surfaces for painting by repairing, sanding and patching. May assist with maintenance services and repairs.

Answers and directs all incoming calls in a pleasant and polite manner. Requires a clear, concise speaking voice and manner with the ability to understand, speak and write English. Ability to speak a second language is preferred. Must be able to type 40 wpm and willing to work various hours including weekends and holidays.

This position is classified as non-exempt by 100% of the respondents. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Paints surfaces using brushes, spray gun, or rollers. • Applies paint to simulate wood grain, marble, brick, or stonework. • Cuts stencils, and brushes and sprays lettering and decorations on surfaces. • Sands surfaces between coats and polishes final coat to specified finish. • Bakes finish on painted and enameled articles in baking oven. • Washes and treats surfaces with oil, turpentine, mildew remover, or other preparations. • Mixes and matches colors of paint, stain, or varnish. • Fills cracks, holes, and joints with caulk putty, plaster, or other filler, using caulking gun or putty knife. • Reads work order or receives instructions from supervisor or homeowner. • Erects scaffolding or sets up ladders to work above ground level.

Wages

Wages

O*Net

Hourly

Lowest

Highest

Average

$13.03

$17.11

Median

$13.00

$16.34

Range

$10.00 - 16.00

$12.00 - 25.00

47-2141.00 - Painters, Construction and Maintenance

Other Job Titles for this Position Painter

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

62

• Operate switchboard and other complex communication systems. • Answer incoming calls, greeting callers, providing information, transferring calls and/or taking messages as necessary. • Route emergency calls appropriately. • Use paging and interoffice communication equipment to page individuals informing them of telephone calls. • Relay and route written and verbal messages. • Place telephone calls or arrange conference calls as instructed. • Perform clerical duties, such as typing, proofreading, accepting orders, scheduling appointments, and sorting mail. • Monitor alarm systems in order to ensure that secure conditions are maintained. • Contact security staff members when necessary, using radio-telephones. • Keep records of calls placed and charges incurred.

Education and Experience Requires ability to distinguish color variations, wrist-finger speed, arm-hand steadiness, manual dexterity and physical stamina. 100% of the responding employers required 12 - 72 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 16 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 71%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

O*Net

43-2011.00 - PBX Operator

Hourly

Lowest

Highest

Average

$10.73

$12.50

Other Job Titles for this Position

Median

$10.83

$12.40

At Your Service

Range

$8.50 - 12.00

$10.00 - 15.94

Education and Experience

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 22% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Requires strong customer service and English language skills. A high school diploma or GED is generally required for this occupation. 44% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 17 Employers expect to hire in the next 12 months: 7 Employers that reported difficulty in hiring for this position: 22%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

63

Night Auditor

Resort Security Officer 6 Firms that employ 30 FT, 11 PT Employees

L-33-9032

Description

L-43-4081.02

Description

Safeguards the property and the well being of guests and employees.

Records all daily revenue from all Revenue Departments. Performs daily reset of operating systems and distribution of daily un-audited revenues. Must be detail oriented. Requires ability to operate a 10-key adding machine and other general office equipment, working knowledge of Word, Excel and a property management system. Must have good communication and problem-solving skills, ability to work independently in an accurate, organized and efficient manner, and meet strict deadlines.

This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks • Patrol premises to prevent and detect signs of intrusion and ensure security of doors, windows, and gates. • Answer alarms and investigate disturbances. • Monitor and authorize entrance and departure of employees, visitors, and other persons to guard against theft and maintain security of premises. • Write reports of daily activities and irregularities, such as equipment or property damage, theft, presence of unauthorized persons, or unusual occurrences. • Call police or fire departments in cases of emergency, such as fire or presence of unauthorized persons. • Circulate among visitors, patrons, and employees to preserve order and protect property. • Answer telephone calls to take messages, answer questions, and provide information during non-business hours or when switchboard is closed. • Warn persons of rule infractions or violations, and apprehend or evict violators from premises, using force when necessary.

Wages

O*Net

Hourly

Lowest

Highest

Average

$9.54

$12.06

Median

$9.75

$12.05

Range

$8.00 - 10.85

$10.78 - 13.94

33-9032.00 - Security Guards

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 17% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Sample Tasks • Check figures, postings, and documents for correct entry, mathematical accuracy, and proper codes. • Operate computers programmed with accounting software to record, store, and analyze information. • Comply with federal, state, and company policies, procedures, and regulations. • Debit, credit, and total accounts on computer spreadsheets and databases, using specialized accounting software. • Classify, record, and summarize numerical and financial data in order to compile and keep financial records, using journals, ledgers or computers. • Calculate, prepare, and issue bills and other financial statements according to established procedures. • Compile statistical, financial, accounting or auditing reports and tables pertaining to such matters as cash receipts, expenditures, accounts payable & receivable, and profits & losses. • Code documents according to company procedures. • Access computerized financial information to answer general questions as well as those related to specific accounts. • Operate 10-key adding machine, typewriters, and copy machines to perform calculations and produce documents.

Wages Hourly

Lowest

Highest

Loss Prevention Officer Night Security Security Officer

Average

$11.08

$13.57

Median

$11.50

$13.50

Education and Experience

Range

$6.75 - 13.70

$10.00 - 17.31

Requires excellent customer service and English language skills and knowledge of local law enforcement policies and procedures. 67% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 9 Employers expect to hire in the next 12 months: 6 Employers that reported difficulty in hiring for this position: 67%

Entry-level career opportunity!!!

64

27 Firms responding with 43 FT, 18 PT Employees

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

O*Net 43-3031.00 Bookkeeping, Accounting, and Auditing Clerks Other Job Titles for this Position Night Guest Services

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 22% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires ability to operate a 10-key adding machine and other general office equipment, working knowledge of Word, Excel and a property management system. Must have good communication and problem-solving skills and be able to work independently in an accurate, organized and efficient manner, and meet strict deadlines. 78% of the responding employers required 6 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 26 Employers expect to hire in the next 12 months: 7 Employers that reported difficulty in hiring for this position: 67%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

61

Uniform or Laundry Attendant

Room Attendant (Housekeeper)

7 Firms responding with 19 FT, 1 PT Employees

L-51-6011.99

Description

76 Firms that employ 680 FT, 186 PT Employees

L-37-2012.01

Description

Ensures the adequate supply of clean and well-maintained linens and uniforms; and oversees the handling of guests’ personal laundry by outside vendors. Must be able to sew and perform simple repairs and alterations. Requires the ability to communicate clearly both in writing and orally to staff and guests. Some knowledge of food and beverage operations is helpful.

Provides the highest quality cleaning services to ensure the rooms and all areas of the lodging facility meet the highest standards. Must be able to work efficiently and thoroughly and perform physical tasks at a steady pace for the entire shift. Requires an eye for detail and high standards of cleanliness. Must be familiar with sanitation and cleaning standards. Requires the ability to interact and communicate with guests and staff in a courteous and efficient manner. Usually reports to the Housekeeping Supervisor.

These positions are classified as non-exempt by 100% of the respondents. Positions have similar duties and wages. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Starts washers or other machinery to regulate and monitor cleaning or drying operations. • Loads or directs other workers to load articles into washer or dry cleaning machine. • Cleans machine filters and lubricates equipment. • Mends and sews articles, using hand stitching, adhesive patch, or power sewing machine. • Hangs curtains, drapes, blankets, pants, and other garments on stretch frames to dry, and transports items between specified locations. • Irons or presses articles and fabrics using hand iron or pressing machine. • Receives and marks articles for laundry or dry cleaning with identifying code number or name, using hand or machine marker. • Sorts and counts articles removed from dryer and • Folds, wraps, or hangs items for airing out, pickup, or delivery.

Wages

O*Net

Hourly

Lowest

Highest

Average

$9.43

$10.44

Median

$9.09

$11.00

Range

$7.50 - 11.00

$8.50 - 12.55

Additional income for this position was reported by 0% of employers.

Wages 51-6011.00 - Laundry and Dry-Cleaning Workers

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Tailor

Education and Experience Must be able to sew and perform simple repairs and alterations. Requires the ability to communicate clearly both in writing and verbally to staff and guests.

14% of the responding employers required 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 2 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 0%

Entry-level career opportunity!!!

68

• Clean rooms, hallways, lobbies, lounges, restrooms, corridors, elevators, stairways, locker rooms and other work areas so that health standards are met. • Clean rugs, carpets, upholstered furniture, and/or draperies, using vacuum cleaners and/or shampooers. • Empty wastebaskets, empty and clean ashtrays, and transport other trash and waste to disposal areas. • Sweep, scrub, wax, and/or polish floors, using brooms, mops, and/or powered scrubbing and waxing machines. • Dust and polish furniture and equipment. • Keep storage areas and carts well-stocked, clean, and tidy. • Polish silver accessories and metalwork such as fixtures and fittings. • Remove debris from driveways, garages, and swimming pool areas. • Replace light bulbs. • Replenish supplies such as drinking glasses, linens, writing supplies, and bathroom items.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$8.14

$10.12

Median

$8.00

$10.00

Range

$6.75 - 10.70

$6.75 - 15.13

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 71% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

37-2012.00 - Maids and Housekeeping Cleaners

Other Job Titles for this Position Housekeeper Houseman

Education and Experience Requires strong customer service skills, abdominal and back strength, wrist-finger speed and manual dexterity. 29% of the responding employers required 3 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 170 Employers expect to hire in the next 12 months: 138 Employers that reported difficulty in hiring for this position: 20%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

65

Room Service Order Taker

Turndown Attendant

5 Firms responding with 11 FT, 2 PT Employees

L-35-3041.02

Description

14 Firms responding with 38 FT, 11 PT Employees

L-37-2012.03

Description

Accurately and quickly takes guest food orders over the telephone. Requires basic math and good organizational skills. Must have clear communication skills and polite manner of speaking on the telephone.

Provides the highest quality cleaning service to ensure that the rooms and all areas of the facility meet the highest standards. Turns down covers in guest rooms at designated times. Must be able to communicate clearly to staff, managers and guests. Reports to Housekeeping Supervisor.

This position is classified as non-exempt by 100% of the respondents. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Take food orders from guests over the telephone and provide information about menu items as required. • Total items ordered and inform guests of charges. • Forward guest orders to food preparation staff. • Keep records of guest orders, recording details of inquiries, complaints and comments, and actions taken. • Resolve guest service or billing complaints by performing activities such as exchanging food items, refunding money, or adjusting bills. • Check to ensure that appropriate changes are made to resolve guest complaints.

• Turn down covers in guest rooms according to established procedures. • Check bathrooms and replenish supplies such as drinking glasses, linens and bathroom items. • Provide amenities or treats according to policies of establishment. • Check overall condition of guest rooms and respond as needed to ensure highest standards. • Contact maintenance staff as needed, if repairs are required. • Complete room check forms, as required.

Wages Wages

O*Net

Hourly

Lowest

Highest

Average

$9.43

$10.09

Median

$9.30

$10.30

Range

$6.95 - 11.02

$7.20 - 12.55

43-4051.00 - Customer Service Representatives

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 20% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Cashier Order Taker Cashier Order taker

Education and Experience Requires basic math and good organizational skills. Must have clear communication skills and polite manner of speaking on the telephone.

40% of the responding employers required 6 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 8 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 0%

O*Net

37-2012.00 - Maids and Housekeeping Cleaners

Hourly

Lowest

Highest

Average

$9.06

$10.93

Other Job Titles for this Position

Median

$8.82

$10.93

Range

Houseman Night Turndown

$7.45 - 11.02

$8.50 - 12.55

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 57% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires excellent customer service skills including meeting quality standards for services, and evaluation of customer satisfaction. 29% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 15 Employers expect to hire in the next 12 months: 14 Employers that reported difficulty in hiring for this position: 36%

Entry-level career opportunity!!!

Entry-level career opportunity

66

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

67

Room Service Order Taker

Turndown Attendant

5 Firms responding with 11 FT, 2 PT Employees

L-35-3041.02

Description

14 Firms responding with 38 FT, 11 PT Employees

L-37-2012.03

Description

Accurately and quickly takes guest food orders over the telephone. Requires basic math and good organizational skills. Must have clear communication skills and polite manner of speaking on the telephone.

Provides the highest quality cleaning service to ensure that the rooms and all areas of the facility meet the highest standards. Turns down covers in guest rooms at designated times. Must be able to communicate clearly to staff, managers and guests. Reports to Housekeeping Supervisor.

This position is classified as non-exempt by 100% of the respondents. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Take food orders from guests over the telephone and provide information about menu items as required. • Total items ordered and inform guests of charges. • Forward guest orders to food preparation staff. • Keep records of guest orders, recording details of inquiries, complaints and comments, and actions taken. • Resolve guest service or billing complaints by performing activities such as exchanging food items, refunding money, or adjusting bills. • Check to ensure that appropriate changes are made to resolve guest complaints.

• Turn down covers in guest rooms according to established procedures. • Check bathrooms and replenish supplies such as drinking glasses, linens and bathroom items. • Provide amenities or treats according to policies of establishment. • Check overall condition of guest rooms and respond as needed to ensure highest standards. • Contact maintenance staff as needed, if repairs are required. • Complete room check forms, as required.

Wages Wages

O*Net

Hourly

Lowest

Highest

Average

$9.43

$10.09

Median

$9.30

$10.30

Range

$6.95 - 11.02

$7.20 - 12.55

43-4051.00 - Customer Service Representatives

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 20% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Cashier Order Taker Cashier Order taker

Education and Experience Requires basic math and good organizational skills. Must have clear communication skills and polite manner of speaking on the telephone.

40% of the responding employers required 6 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 8 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 0%

O*Net

37-2012.00 - Maids and Housekeeping Cleaners

Hourly

Lowest

Highest

Average

$9.06

$10.93

Other Job Titles for this Position

Median

$8.82

$10.93

Range

Houseman Night Turndown

$7.45 - 11.02

$8.50 - 12.55

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 57% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires excellent customer service skills including meeting quality standards for services, and evaluation of customer satisfaction. 29% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 15 Employers expect to hire in the next 12 months: 14 Employers that reported difficulty in hiring for this position: 36%

Entry-level career opportunity!!!

Entry-level career opportunity

66

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

67

Uniform or Laundry Attendant

Room Attendant (Housekeeper)

7 Firms responding with 19 FT, 1 PT Employees

L-51-6011.99

Description

76 Firms that employ 680 FT, 186 PT Employees

L-37-2012.01

Description

Ensures the adequate supply of clean and well-maintained linens and uniforms; and oversees the handling of guests’ personal laundry by outside vendors. Must be able to sew and perform simple repairs and alterations. Requires the ability to communicate clearly both in writing and orally to staff and guests. Some knowledge of food and beverage operations is helpful.

Provides the highest quality cleaning services to ensure the rooms and all areas of the lodging facility meet the highest standards. Must be able to work efficiently and thoroughly and perform physical tasks at a steady pace for the entire shift. Requires an eye for detail and high standards of cleanliness. Must be familiar with sanitation and cleaning standards. Requires the ability to interact and communicate with guests and staff in a courteous and efficient manner. Usually reports to the Housekeeping Supervisor.

These positions are classified as non-exempt by 100% of the respondents. Positions have similar duties and wages. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Starts washers or other machinery to regulate and monitor cleaning or drying operations. • Loads or directs other workers to load articles into washer or dry cleaning machine. • Cleans machine filters and lubricates equipment. • Mends and sews articles, using hand stitching, adhesive patch, or power sewing machine. • Hangs curtains, drapes, blankets, pants, and other garments on stretch frames to dry, and transports items between specified locations. • Irons or presses articles and fabrics using hand iron or pressing machine. • Receives and marks articles for laundry or dry cleaning with identifying code number or name, using hand or machine marker. • Sorts and counts articles removed from dryer and • Folds, wraps, or hangs items for airing out, pickup, or delivery.

Wages

O*Net

Hourly

Lowest

Highest

Average

$9.43

$10.44

Median

$9.09

$11.00

Range

$7.50 - 11.00

$8.50 - 12.55

Additional income for this position was reported by 0% of employers.

Wages 51-6011.00 - Laundry and Dry-Cleaning Workers

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Tailor

Education and Experience Must be able to sew and perform simple repairs and alterations. Requires the ability to communicate clearly both in writing and verbally to staff and guests.

14% of the responding employers required 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 2 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 0%

Entry-level career opportunity!!!

68

• Clean rooms, hallways, lobbies, lounges, restrooms, corridors, elevators, stairways, locker rooms and other work areas so that health standards are met. • Clean rugs, carpets, upholstered furniture, and/or draperies, using vacuum cleaners and/or shampooers. • Empty wastebaskets, empty and clean ashtrays, and transport other trash and waste to disposal areas. • Sweep, scrub, wax, and/or polish floors, using brooms, mops, and/or powered scrubbing and waxing machines. • Dust and polish furniture and equipment. • Keep storage areas and carts well-stocked, clean, and tidy. • Polish silver accessories and metalwork such as fixtures and fittings. • Remove debris from driveways, garages, and swimming pool areas. • Replace light bulbs. • Replenish supplies such as drinking glasses, linens, writing supplies, and bathroom items.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$8.14

$10.12

Median

$8.00

$10.00

Range

$6.75 - 10.70

$6.75 - 15.13

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 71% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

37-2012.00 - Maids and Housekeeping Cleaners

Other Job Titles for this Position Housekeeper Houseman

Education and Experience Requires strong customer service skills, abdominal and back strength, wrist-finger speed and manual dexterity. 29% of the responding employers required 3 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 170 Employers expect to hire in the next 12 months: 138 Employers that reported difficulty in hiring for this position: 20%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

65

Restaurant Industry

Golf Industry

Overview

Overview

Photo: © 2004 Alex Vertikoff. Reproduced by permission of Pebble Beach Company.

Photo: Richard Green

The Golf Course and Country Club industry (part of SIC 79) includes municipal golf courses and privately owned courses that may be open to the public or restricted to members that pay a membership fee and monthly or annual additional assessments. These establishments usually provide food and beverage services, equipment rentals, and golf instruction. Many also have extensive banquet and special events facilities and cater to weddings and other non-golfing occasions. Many public and private clubs also provide dining and other recreational facilities that may include tennis courts, spas and swimming pools. This survey segment did not include establishments such as golf driving ranges or miniature golf facilities.

This section contains occupations that are common to the restarurant segments of the hospitality Industry. Administration/Management occupations are found on pages 28 - 44, Lodging occupations on pages 45 - 68, Golf occupations on pages 96 - 113 and Wine Tasting occupations on pages 114 - 120. The restaurant segment (Food Services and Drinking Places - SIC 58) of the hospitality industry includes all types of food & drink-serving businesses from fast-food restaurants to formal dining establishments. This segment employs a high percentage of part-time workers. About 47 percent of jobs reported in this survey are part-time positions - more than twice the proportion for other industry segments. Part-time employees, such as waiters and waitresses, hosts and hostesses, and fast-food workers, may work 4-6 hours per day or fewer days per week. Full-time employees, such as managers and chefs, typically work longer hours - 12-hour days are common - and also may be on-call to work when needed.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Approximately 40 percent of the jobs at golf courses are part-time. Some establishments dramatically increase employment during the summer season. Workers are usually required to work weekends and holidays when golfing establishments are busiest. This industry has a wide variety of occupations. At most private facilities a Director of Golf manages the entire operation including food and beverage services, golf shop and the outside services for golf course and cart maintenance. Golf courses usually employ golf pros to give lessons, to organize tournaments and other special events. As most golf courses and country clubs have restaurants, jobs are available in food preparation and service occupations. There are also jobs in office and administrative support occupations. The larger establishments may also offer a wide range of jobs in management, marketing, and human resources. Landscapers and groundskeepers, known in the industry as greenskeepers, are found at every golf facility, usually under the supervision of a Superintendent of Golf who is specially trained in the areas of turfs, textures, landscaping, and irrigation of golf courses. Many establishments have a retail operation or pro shop, and employ retail salespersons. Golf courses frequently provide employees with complimentary golf play as scheduling permits.

69

96

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Restaurant Industry Overview

Baker 16 Firms responding with 34 FT, 21 PT Employees

Training The skills and experience required by workers in food services and drinking places differ by occupation and by type of establishment. Many entry-level positions, such as waiters and waitresses or food prep workers, require little or no formal education or previous training. Similarly, work in limited-service eating places, including fast food, generally requires less experience than work in full-service restaurants. Many fast-food workers are part-time workers. For many young people, fast food offers them their first job opportunity. For others, part-time schedules provide them with needed flexibility. On-the-job training, typically under the close supervision of an experienced employee or manager, is common for many of these jobs and often lasts just a few weeks. Manager or chefs may require formal training or prior food-service experience. Formal culinary training is available through private schools, community colleges, and universities. Consult the Training Directory on page 121 for more information. Entry Level Jobs Positions where at least 30% of the respondents do not require experience or specific vocational training are marked with an “ELJ” above and “Entry Level Career Opportunity” banner in the lower right hand section of the occupation page. This section includes the following occupations: Baker - ELJ Bartender Busser - ELJ Cashier - ELJ Combined Food Prep & Serving Worker - ELJ Cooks - All Around and Sushi or Teppan (combined) Cooks – Fast Food - ELJ Cooks – Line Cook I and Line Cook II (combined) Cooks – Pantry Cook/Prep Cook - ELJ Cooks – Short Order Counter Attendants, Food Concession, & Coffee Shop - ELJ Dishwashers - ELJ Drivers, Pizza - ELJ Employee Dining Room Attendant - ELJ Executive Chef Food & Beverage and Catering Manager/Director (combined) Food & Beverage Supervisor Hostperson - ELJ Kitchen Night Cleaner - ELJ Lead Server/Captain Restaurant Manager/Director Sous Chef Steward - ELJ Storeroom Supervisor Waitperson/Server - ELJ

R-51-3011

Description Produces the highest quality baked goods for all outlets, banquets and special parties. Requires excellent baking and sanitation skills. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks • Weighs and measures ingredients, using measuring cups and spoons. • Mixes ingredients to form dough or batter by hand or using electric mixer. • Rolls and shapes dough, using rolling pin and cuts dough in uniform portions with knife, divider, or cookie cutter. • Molds dough in desired shapes, places dough in greased or floured pans, and trims overlapping edges with knife. • Mixes and cooks pie fillings, and pours fillings into pie shells and tops filling with meringue or cream. • Checks production schedule to determine variety and quantity of goods to bake. • Spreads or sprinkles toppings on loaves or specialties and places dough in oven, using long-handled paddle (peel). • Covers filling with top crust; places pies in oven; and adjusts drafts or thermostatic controls to regulate oven temperatures. • Mixes ingredients to make icings, decorates cakes and pastries, and blends colors for icings, shaped ornaments, and statuaries. • Cuts, peels, and prepares fruit for pie fillings.

Wages Hourly

Lowest

Highest

Average

$9.60

$12.11

Median

$9.00

$13.00

Range

$6.75 - 13.59

$6.75 - 17.43

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 6% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

51-3011.01 - Bakers, Bread and Pastry

Other Job Titles for this Position Baker I, Bread Maker Kettle Baker, Pastry Chef Pastry Cook

Education and Experience A certificate in food safety and sanitation may be required. Many employers require specific culinary training or prior experience. 69% of the responding employers required 6 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 14 Employers expect to hire in the next 12 months: 11 Employers that reported difficulty in hiring for this position: 56%

Entry-level career opportunity!!!

70

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

71

Restaurant Industry Overview

Baker 16 Firms responding with 34 FT, 21 PT Employees

Training The skills and experience required by workers in food services and drinking places differ by occupation and by type of establishment. Many entry-level positions, such as waiters and waitresses or food prep workers, require little or no formal education or previous training. Similarly, work in limited-service eating places, including fast food, generally requires less experience than work in full-service restaurants. Many fast-food workers are part-time workers. For many young people, fast food offers them their first job opportunity. For others, part-time schedules provide them with needed flexibility. On-the-job training, typically under the close supervision of an experienced employee or manager, is common for many of these jobs and often lasts just a few weeks. Manager or chefs may require formal training or prior food-service experience. Formal culinary training is available through private schools, community colleges, and universities. Consult the Training Directory on page 121 for more information. Entry Level Jobs Positions where at least 30% of the respondents do not require experience or specific vocational training are marked with an “ELJ” above and “Entry Level Career Opportunity” banner in the lower right hand section of the occupation page. This section includes the following occupations: Baker - ELJ Bartender Busser - ELJ Cashier - ELJ Combined Food Prep & Serving Worker - ELJ Cooks - All Around and Sushi or Teppan (combined) Cooks – Fast Food - ELJ Cooks – Line Cook I and Line Cook II (combined) Cooks – Pantry Cook/Prep Cook - ELJ Cooks – Short Order Counter Attendants, Food Concession, & Coffee Shop - ELJ Dishwashers - ELJ Drivers, Pizza - ELJ Employee Dining Room Attendant - ELJ Executive Chef Food & Beverage and Catering Manager/Director (combined) Food & Beverage Supervisor Hostperson - ELJ Kitchen Night Cleaner - ELJ Lead Server/Captain Restaurant Manager/Director Sous Chef Steward - ELJ Storeroom Supervisor Waitperson/Server - ELJ

R-51-3011

Description Produces the highest quality baked goods for all outlets, banquets and special parties. Requires excellent baking and sanitation skills. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks • Weighs and measures ingredients, using measuring cups and spoons. • Mixes ingredients to form dough or batter by hand or using electric mixer. • Rolls and shapes dough, using rolling pin and cuts dough in uniform portions with knife, divider, or cookie cutter. • Molds dough in desired shapes, places dough in greased or floured pans, and trims overlapping edges with knife. • Mixes and cooks pie fillings, and pours fillings into pie shells and tops filling with meringue or cream. • Checks production schedule to determine variety and quantity of goods to bake. • Spreads or sprinkles toppings on loaves or specialties and places dough in oven, using long-handled paddle (peel). • Covers filling with top crust; places pies in oven; and adjusts drafts or thermostatic controls to regulate oven temperatures. • Mixes ingredients to make icings, decorates cakes and pastries, and blends colors for icings, shaped ornaments, and statuaries. • Cuts, peels, and prepares fruit for pie fillings.

Wages Hourly

Lowest

Highest

Average

$9.60

$12.11

Median

$9.00

$13.00

Range

$6.75 - 13.59

$6.75 - 17.43

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 6% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

51-3011.01 - Bakers, Bread and Pastry

Other Job Titles for this Position Baker I, Bread Maker Kettle Baker, Pastry Chef Pastry Cook

Education and Experience A certificate in food safety and sanitation may be required. Many employers require specific culinary training or prior experience. 69% of the responding employers required 6 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 14 Employers expect to hire in the next 12 months: 11 Employers that reported difficulty in hiring for this position: 56%

Entry-level career opportunity!!!

70

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

71

Restaurant Industry

Bartender 56 Firms responding with 124 FT, 124 PT Employees

R-35-3011

Overview

Description Mixes and serves alcoholic and nonalcoholic beverages. Supports wait staff orders from dining room or bar tables. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks • Collect money for drinks served. • Check identification of customers in order to verify age requirements for purchase of alcohol. • Balance cash receipts. • Attempt to limit problems and liability related to customers’ excessive drinking by persuading customers to stop drinking, or arrange transportation for intoxicated patrons. • Clean glasses, utensils, and bar equipment. • Take beverage orders from serving staff or directly from patrons. • Serve wine and bottled or draft beer. • Clean bars, work areas, and tables. • Mix ingredients, such as liquor, soda, water, sugar, and bitters to prepare cocktails and other drinks. • Serve snacks or food items to customers seated at the bar.

Wages

O*Net

Hourly

Lowest

Highest

Average

$8.85

$10.92

Median

$8.00

$10.50

Range

$6.75 - 15.00

$7.00 - 19.25

Photo: © 2004 Alex Vertikoff. Reproduced by permission of Pebble Beach Company.

Other Job Titles for this Position Bartenders in Banquets and Restaurants Lounge Bartender Server

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Requires excellent customer service skills. Also requires basic math, knowledge of liquor laws, and the ability to work in a fast-paced environment. Must be 21 years of age.

Additional income for this position was reported by 91% of employers.

91% of the responding employers required 6 - 36 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

72

35-3011.00 - Bartenders

Education and Experience

Supply & Demand

This section contains occupations that are common to the restarurant segments of the hospitality Industry. Administration/Management occupations are found on pages 28 - 44, Lodging occupations on pages 45 - 68, Golf occupations on pages 96 - 113 and Wine Tasting occupations on pages 114 - 120. The restaurant segment (Food Services and Drinking Places - SIC 58) of the hospitality industry includes all types of food & drink-serving businesses from fast-food restaurants to formal dining establishments. This segment employs a high percentage of part-time workers. About 47 percent of jobs reported in this survey are part-time positions - more than twice the proportion for other industry segments. Part-time employees, such as waiters and waitresses, hosts and hostesses, and fast-food workers, may work 4-6 hours per day or fewer days per week. Full-time employees, such as managers and chefs, typically work longer hours - 12-hour days are common - and also may be on-call to work when needed.

Employees hired in 12 months ending June 2005: 48 Employers expect to hire in the next 12 months: 27 Employers that reported difficulty in hiring for this position: 36%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

69

Cooks, All Around and Sushi or Teppan Chef 48 Firms responding with 173 FT, 72 PT Employees

Busser

R-35-3014

Description

78 Firms that employ 216 FT, 194 PT Employees

R-35-9011.00

Description

Prepares, seasons and cooks soups, meats, vegetables, desserts and other food for consumption. Prepares recipes using a variety of kitchen utensils. Reads menus to estimate food requirements and orders food from supplier or procures food from storage.

Assists the wait staff and other food and beverage personnel in serving meals and drinks. This position is classified as non-exempt by 100% of the respondents.

NOTE: Sushi and Teppan Chefs prepare specialized Japanese cuisine. Wage ranges are similar. Both require experience.

Sample Tasks

These positions are classified as non-exempt by 96% of the respondents.

Sample Tasks • Inspect food preparation and serving areas to ensure observance of safe, sanitary food-handling practices. • Turn or stir foods to ensure even cooking. • Season and cook food according to recipes, personal judgment and experience. • Observe and test foods to determine if they have been cooked sufficiently, using methods such as tasting, smelling, or piercing them with utensils. • Weigh, measure, and mix ingredients according to recipes or personal judgment, using various kitchen utensils and equipment. • Portion, arrange, and garnish food, and serve food to waiters or patrons. • Regulate temperature of ovens, broilers, grills, and roasters. • Substitute for or assist other cooks during emergencies or rush periods. • Bake, roast, broil, and steam meats, fish, vegetables, and other foods. • Wash, peel, cut, and seed fruits and vegetables to prepare them for consumption.

Wages

O*Net

Hourly

Lowest

Highest

Average

$9.66

$13.00

Median

$8.88

$13.00

Range

$6.75 - 15.00

$8.00 - 17.79

Other Job Titles for this Position Chef’s Assistant Cook Senior Cooks Sushi Chef Teppan Chef

Wages Hourly

Lowest

Highest

Average

$7.01

$7.29

Median

$6.75

$6.75

Range

$6.75 - 9.75

$6.75 - 13.25

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Many employers require a high school diploma or GED and some culinary training. Some may require training in food safety and sanitation.

Additional income for this position was reported by 88% of employers.

Additional income for this position was reported by 42% of employers.

75% of the responding employers required 6 - 48 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

76

35-2014.00 - Cooks, Restaurant

• Perform serving, cleaning, and stocking duties in establishments such as cafeterias or dining rooms in order to facilitate customer service. • Clean up spilled food, drink or broken dishes, and remove empty bottles and trash. • Carry food, dishes, trays, and silverware from kitchens and supply departments to serving counters. • Carry trays from food counters to tables for cafeteria patrons. • Fill beverage and ice dispensers. • Garnish plates of food and position them on tables to make them visible and accessible. • Maintain adequate supplies of items such as clean linens, silverware, glassware, dishes, and trays. • Mix and prepare flavors for mixed drinks. • Replenish supplies of food and equipment at steam tables and service bars. • Scrape and stack used dishes and other tableware and carry to kitchens for cleaning.

Education and Experience

Supply & Demand Employees hired in 12 months ending June 2005: 41 Employers expect to hire in the next 12 months: 32 Employers that reported difficulty in hiring for this position: 23%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

O*Net

35-9011.00 - Dining Room and Cafeteria Attendants and Bartender Helpers

Other Job Titles for this Position Busperson Complimentary Breakfast/Beverage Utility Dining Room Attendant Food Server Assistant

Education and Experience Requires excellent customer service skills, the ability to lift heavy trays and manual dexterity. 32% of the responding employers required 3 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 113 Employers expect to hire in the next 12 months: 107 Employers that reported difficulty in hiring for this position: 18%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

73

Cashier

Combined Food Prep & Serving Worker 13 Firms responding with 42 FT, 40 PT Employees

R-43-3031.03

Description

20 Firms responding with 43 FT, 60 PT Employees

R-35-3021

Description

Receives and disburses money in hospitality establishments. Requires use of electronic scanners, cash registers, or related equipment. Often involves the processing of credit or debit card transactions and validating checks.

Performs duties which combine both food preparation and food service. This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Receive payment by cash, check, credit card, voucher, or automatic debit card. • Issue receipts, refunds, credits, or change due to customers. • Count money in cash drawers at the beginning of shifts to ensure that amounts are correct and that there is adequate change. • Greet customers entering establishments. • Maintain clean and orderly checkout areas. • Establish or identify prices of items and tabulate bills using calculators, cash registers, or optical price scanners. • Resolve customer complaints. • Answer customer questions and provide information on procedures or policies.

Wages Hourly

Lowest

Highest

Average

$6.98

$8.32

Median

$7.00

$8.50

Range

O*Net

35-9031.00 - Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop

Other Job Titles for this Position Host

$6.75 - 8.00

$6.75 - 10.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 38% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires excellent language and customer service skills. Also requires math skills and ability to work with cash registers and other electronic devices. 31% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 39 Employers expect to hire in the next 12 months: 24 Employers that reported difficulty in hiring for this position: 15%

Entry-level career opportunity!!!

• Accept payment from customers and make change as necessary. • Request and record customer orders and compute bills using cash registers, calculators or pencil and paper. • Clean and organize eating and service areas. • Serve customers in eating places that specialize in fast service and inexpensive carry-out food. • Prepare and serve cold drinks, or frozen milk drinks or desserts, using drink-dispensing, milkshake, or frozen custard machines. • Select food items from serving or storage areas and place on dishes, serving trays, or in takeout bags. • Prepare simple foods and beverages such as sandwiches, salads, and coffee. • Notify kitchen personnel of shortages or special orders. • Cook or re-heat food items such as french fries. • Wash dishes, glassware, and silverware after meals.

Wages Hourly

Lowest

Highest

Average

$7.77

$9.12

Median

$7.00

$9.25

Range

$6.75 - 10.50

$6.75 - 13.50

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 25% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

35-3021.00 - Combined Food Preparation and Serving Workers, Including Fast Food

Other Job Titles for this Position Barback Board Person Food Prep Kitchen Helper Sushi Helper

Education and Experience Some employers will require specific vocational training, but many hire workers with little or no experience. 30% of the responding employers required 6 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 33 Employers expect to hire in the next 12 months: 29 Employers that reported difficulty in hiring for this position: 10%

Entry-level career opportunity!!!

74

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

75

Cashier

Combined Food Prep & Serving Worker 13 Firms responding with 42 FT, 40 PT Employees

R-43-3031.03

Description

20 Firms responding with 43 FT, 60 PT Employees

R-35-3021

Description

Receives and disburses money in hospitality establishments. Requires use of electronic scanners, cash registers, or related equipment. Often involves the processing of credit or debit card transactions and validating checks.

Performs duties which combine both food preparation and food service. This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Receive payment by cash, check, credit card, voucher, or automatic debit card. • Issue receipts, refunds, credits, or change due to customers. • Count money in cash drawers at the beginning of shifts to ensure that amounts are correct and that there is adequate change. • Greet customers entering establishments. • Maintain clean and orderly checkout areas. • Establish or identify prices of items and tabulate bills using calculators, cash registers, or optical price scanners. • Resolve customer complaints. • Answer customer questions and provide information on procedures or policies.

Wages Hourly

Lowest

Highest

Average

$6.98

$8.32

Median

$7.00

$8.50

Range

O*Net

35-9031.00 - Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop

Other Job Titles for this Position Host

$6.75 - 8.00

$6.75 - 10.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 38% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires excellent language and customer service skills. Also requires math skills and ability to work with cash registers and other electronic devices. 31% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 39 Employers expect to hire in the next 12 months: 24 Employers that reported difficulty in hiring for this position: 15%

Entry-level career opportunity!!!

• Accept payment from customers and make change as necessary. • Request and record customer orders and compute bills using cash registers, calculators or pencil and paper. • Clean and organize eating and service areas. • Serve customers in eating places that specialize in fast service and inexpensive carry-out food. • Prepare and serve cold drinks, or frozen milk drinks or desserts, using drink-dispensing, milkshake, or frozen custard machines. • Select food items from serving or storage areas and place on dishes, serving trays, or in takeout bags. • Prepare simple foods and beverages such as sandwiches, salads, and coffee. • Notify kitchen personnel of shortages or special orders. • Cook or re-heat food items such as french fries. • Wash dishes, glassware, and silverware after meals.

Wages Hourly

Lowest

Highest

Average

$7.77

$9.12

Median

$7.00

$9.25

Range

$6.75 - 10.50

$6.75 - 13.50

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 25% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

35-3021.00 - Combined Food Preparation and Serving Workers, Including Fast Food

Other Job Titles for this Position Barback Board Person Food Prep Kitchen Helper Sushi Helper

Education and Experience Some employers will require specific vocational training, but many hire workers with little or no experience. 30% of the responding employers required 6 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 33 Employers expect to hire in the next 12 months: 29 Employers that reported difficulty in hiring for this position: 10%

Entry-level career opportunity!!!

74

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

75

Cooks, All Around and Sushi or Teppan Chef 48 Firms responding with 173 FT, 72 PT Employees

Busser

R-35-3014

Description

78 Firms that employ 216 FT, 194 PT Employees

R-35-9011.00

Description

Prepares, seasons and cooks soups, meats, vegetables, desserts and other food for consumption. Prepares recipes using a variety of kitchen utensils. Reads menus to estimate food requirements and orders food from supplier or procures food from storage.

Assists the wait staff and other food and beverage personnel in serving meals and drinks. This position is classified as non-exempt by 100% of the respondents.

NOTE: Sushi and Teppan Chefs prepare specialized Japanese cuisine. Wage ranges are similar. Both require experience.

Sample Tasks

These positions are classified as non-exempt by 96% of the respondents.

Sample Tasks • Inspect food preparation and serving areas to ensure observance of safe, sanitary food-handling practices. • Turn or stir foods to ensure even cooking. • Season and cook food according to recipes, personal judgment and experience. • Observe and test foods to determine if they have been cooked sufficiently, using methods such as tasting, smelling, or piercing them with utensils. • Weigh, measure, and mix ingredients according to recipes or personal judgment, using various kitchen utensils and equipment. • Portion, arrange, and garnish food, and serve food to waiters or patrons. • Regulate temperature of ovens, broilers, grills, and roasters. • Substitute for or assist other cooks during emergencies or rush periods. • Bake, roast, broil, and steam meats, fish, vegetables, and other foods. • Wash, peel, cut, and seed fruits and vegetables to prepare them for consumption.

Wages

O*Net

Hourly

Lowest

Highest

Average

$9.66

$13.00

Median

$8.88

$13.00

Range

$6.75 - 15.00

$8.00 - 17.79

Other Job Titles for this Position Chef’s Assistant Cook Senior Cooks Sushi Chef Teppan Chef

Wages Hourly

Lowest

Highest

Average

$7.01

$7.29

Median

$6.75

$6.75

Range

$6.75 - 9.75

$6.75 - 13.25

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Many employers require a high school diploma or GED and some culinary training. Some may require training in food safety and sanitation.

Additional income for this position was reported by 88% of employers.

Additional income for this position was reported by 42% of employers.

75% of the responding employers required 6 - 48 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

76

35-2014.00 - Cooks, Restaurant

• Perform serving, cleaning, and stocking duties in establishments such as cafeterias or dining rooms in order to facilitate customer service. • Clean up spilled food, drink or broken dishes, and remove empty bottles and trash. • Carry food, dishes, trays, and silverware from kitchens and supply departments to serving counters. • Carry trays from food counters to tables for cafeteria patrons. • Fill beverage and ice dispensers. • Garnish plates of food and position them on tables to make them visible and accessible. • Maintain adequate supplies of items such as clean linens, silverware, glassware, dishes, and trays. • Mix and prepare flavors for mixed drinks. • Replenish supplies of food and equipment at steam tables and service bars. • Scrape and stack used dishes and other tableware and carry to kitchens for cleaning.

Education and Experience

Supply & Demand Employees hired in 12 months ending June 2005: 41 Employers expect to hire in the next 12 months: 32 Employers that reported difficulty in hiring for this position: 23%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

O*Net

35-9011.00 - Dining Room and Cafeteria Attendants and Bartender Helpers

Other Job Titles for this Position Busperson Complimentary Breakfast/Beverage Utility Dining Room Attendant Food Server Assistant

Education and Experience Requires excellent customer service skills, the ability to lift heavy trays and manual dexterity. 32% of the responding employers required 3 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 113 Employers expect to hire in the next 12 months: 107 Employers that reported difficulty in hiring for this position: 18%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

73

Cooks - Fast Food

Cooks, Short Order 7 Firms that employ 15 FT, 6 PT Employees

R-35-2015

Description

30 Firms that employ 118 FT, 167 PT Employees

R-35-2011.99

Description

Prepares and cooks to order a variety of foods that require only a short preparation time. May take orders from customers and serve patrons at counters or tables.

Prepares and cooks food in a fast food restaurant with a limited menu. Duties are limited to preparation of a few basic items and normally involve the operation of large-volume, single-purpose cooking equipment.

This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Clean food preparation equipment, work areas, and counters or tables. • Plan work on orders so that items served together are finished at the same time. • Grill, cook, and fry foods such as french fries, eggs, and pancakes. • Take orders from customers and cook foods requiring short preparation times, according to customer requirements. • Grill and garnish hamburgers or other meats such as steaks and chops. • Complete orders from steam tables, placing food on plates and serving customers at tables or counters. • Perform simple food preparation tasks such as making sandwiches, carving meats, and brewing coffee. • Order supplies and stock them on shelves. • Accept payments, and make change or write charge slips as necessary.

Wages

O*Net

Hourly

Lowest

Highest

Average

$10.45

$12.88

Median

$11.16

$13.00

Range

$7.50 - 13.00

$11.00 - 16.00

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

35-2015.00 - Cooks, Short Order

Breakfast Cook Cafe Attendant Complimentary Breakfast Cook Deli Counter

Education and Experience Requires excellent customer service skills. Many employers will require specific culinary training. Some may require an associate’s degree. 71% of the responding employers required 6 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 4 Employers that reported difficulty in hiring for this position: 29%

• Clean food preparation areas, cooking surfaces, and utensils. • Cook and package batches of food, such as hamburgers and fried chicken, which are prepared to order or kept warm until sold. • Cook the exact number of items ordered by each customer, working on several different orders simultaneously. • Maintain sanitation, health, and safety standards in work areas. • Measure ingredients required for specific food items being prepared. • Mix ingredients such as pancake or waffle batters. • Operate large-volume cooking equipment such as grills, deep-fat fryers, or griddles. • Pre-cook items such as bacon, in order to prepare them for later use. • Prepare and serve beverages such as coffee and fountain drinks. • Prepare specialty foods such as pizzas, fish and chips, sandwiches, and tacos, following specific methods that usually require short preparation time.

Wages Hourly

Lowest

Highest

Average

$7.43

$9.15

Median

$6.75

$8.50

Range

$6.75 - 11.00

$6.75 - 12.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 30% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

35-2011.00 - Cooks, Fast Food

Other Job Titles for this Position Fry Person Junior Cook Grill Cook/Shelter Attendant Pizza Maker

Education and Experience Most employers are willing to provide on-the-job training. 27% of the responding employers required 3 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 156 Employers expect to hire in the next 12 months: 180 Employers that reported difficulty in hiring for this position: 17%

Entry-level career opportunity!!!

80

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

77

Cooks - Line I and II Description

Cooks - Pantry Cook/Prep Cook

LC I: 67 Firms responding with 302 FT, 62 PT Employees

R-35-2014.01

LC II: 16 Firms responding with 71 FT, 3 PT Employees

R-35-2014.02

38 Firms responding with 129 FT, 33 PT Employees

R-30-2019.92

Description

Produces hot foods cooked to the highest standards set by the Executive Chef and Sous Chef. Orders food from Purchasing Department in the absence of the Chef or Sous Chef.

Prepares cold sandwiches, salads, dressings, hor d’oeuvres, and desserts. Reports to Executive Chef or Restaurant Manager.

Restaurants designate the number I or II to indicate experience and/or educational requirements. However the industry is not consistent in designating which is higher. For this report, Line Cook II is treated as the higher level.

This position is classified as non-exempt by 97% of the respondents.

Both positions are classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks O*Net

Please see tasks for All-Around Cook on page 76.

35-2014.00 - Cooks, Restaurant

Other Job Titles for Line Cook I Chef, Cook Pantry/Saute/Grill Cooks

Education and Experience

Wages: Line Cook I

Most employers require specific culinary training for this position.

Hourly

Lowest

Highest

Average

$10.06

$13.08

Median

$10.00

$13.00

Range

$6.75 - 15.36

$7.00 - 20.00

82% of the responding employers required 3 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 88 Employers expect to hire in the next 12 months: 59 Employers that reported difficulty in hiring for this position: 34%

Wages: Line Cook II Hourly Average

Lowest $11.32

Highest

Other Job Titles for Line Cook II

$13.88

Lead Cook

Median

$11.05

$13.50

Range

$7.50 - 14.79

$9.50 - 21.81

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for these positions was reported by 19% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

78

• Inspect food preparation and serving areas to ensure observance of safe, sanitary food-handling practices. • Season and cook food according to recipes or personal judgment and experience. • Weigh, measure, and mix ingredients according to recipes or personal judgment, using various kitchen utensils and equipment. • Portion, arrange, and garnish food, and serve food to waiters or patrons. • Regulate temperature of ovens, broilers, grills, and roasters. • Substitute for or assist other cooks during emergencies or rush periods. • Wash, peel, cut, and seed fruits and vegetables to prepare them for consumption.

Wages Hourly

Lowest

Highest

Average

$9.19

$11.75

Median

$9.00

$11.50

Range

$6.75 - 15.00

$6.75 - 18.00

Employers require a minimum of 6 months in the Line Cook I or equivalent position and culinary training. Some may require an associate’s degree. 100% of the responding employers required 6 - 60 months of prior experience for this position.

Additional income for this position was reported by 21% of employers.

Supply & Demand Employees hired in 12 months ending June 2005: 16 Employers expect to hire in the next 12 months: 16 Employers that reported difficulty in hiring for this position: 44%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

35-2014.00 - Cooks, Restaurant

Other Job Titles for this Position None

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Education and Experience

O*Net

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Employers may require food safety and sanitation certification and culinary training. 66% of the responding employers required 3 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 34 Employers expect to hire in the next 12 months: 33 Employers that reported difficulty in hiring for this position: 18%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

79

Cooks - Line I and II Description

Cooks - Pantry Cook/Prep Cook

LC I: 67 Firms responding with 302 FT, 62 PT Employees

R-35-2014.01

LC II: 16 Firms responding with 71 FT, 3 PT Employees

R-35-2014.02

38 Firms responding with 129 FT, 33 PT Employees

R-30-2019.92

Description

Produces hot foods cooked to the highest standards set by the Executive Chef and Sous Chef. Orders food from Purchasing Department in the absence of the Chef or Sous Chef.

Prepares cold sandwiches, salads, dressings, hor d’oeuvres, and desserts. Reports to Executive Chef or Restaurant Manager.

Restaurants designate the number I or II to indicate experience and/or educational requirements. However the industry is not consistent in designating which is higher. For this report, Line Cook II is treated as the higher level.

This position is classified as non-exempt by 97% of the respondents.

Both positions are classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks O*Net

Please see tasks for All-Around Cook on page 76.

35-2014.00 - Cooks, Restaurant

Other Job Titles for Line Cook I Chef, Cook Pantry/Saute/Grill Cooks

Education and Experience

Wages: Line Cook I

Most employers require specific culinary training for this position.

Hourly

Lowest

Highest

Average

$10.06

$13.08

Median

$10.00

$13.00

Range

$6.75 - 15.36

$7.00 - 20.00

82% of the responding employers required 3 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 88 Employers expect to hire in the next 12 months: 59 Employers that reported difficulty in hiring for this position: 34%

Wages: Line Cook II Hourly Average

Lowest $11.32

Highest

Other Job Titles for Line Cook II

$13.88

Lead Cook

Median

$11.05

$13.50

Range

$7.50 - 14.79

$9.50 - 21.81

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for these positions was reported by 19% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

78

• Inspect food preparation and serving areas to ensure observance of safe, sanitary food-handling practices. • Season and cook food according to recipes or personal judgment and experience. • Weigh, measure, and mix ingredients according to recipes or personal judgment, using various kitchen utensils and equipment. • Portion, arrange, and garnish food, and serve food to waiters or patrons. • Regulate temperature of ovens, broilers, grills, and roasters. • Substitute for or assist other cooks during emergencies or rush periods. • Wash, peel, cut, and seed fruits and vegetables to prepare them for consumption.

Wages Hourly

Lowest

Highest

Average

$9.19

$11.75

Median

$9.00

$11.50

Range

$6.75 - 15.00

$6.75 - 18.00

Employers require a minimum of 6 months in the Line Cook I or equivalent position and culinary training. Some may require an associate’s degree. 100% of the responding employers required 6 - 60 months of prior experience for this position.

Additional income for this position was reported by 21% of employers.

Supply & Demand Employees hired in 12 months ending June 2005: 16 Employers expect to hire in the next 12 months: 16 Employers that reported difficulty in hiring for this position: 44%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

35-2014.00 - Cooks, Restaurant

Other Job Titles for this Position None

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Education and Experience

O*Net

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Employers may require food safety and sanitation certification and culinary training. 66% of the responding employers required 3 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 34 Employers expect to hire in the next 12 months: 33 Employers that reported difficulty in hiring for this position: 18%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

79

Cooks - Fast Food

Cooks, Short Order 7 Firms that employ 15 FT, 6 PT Employees

R-35-2015

Description

30 Firms that employ 118 FT, 167 PT Employees

R-35-2011.99

Description

Prepares and cooks to order a variety of foods that require only a short preparation time. May take orders from customers and serve patrons at counters or tables.

Prepares and cooks food in a fast food restaurant with a limited menu. Duties are limited to preparation of a few basic items and normally involve the operation of large-volume, single-purpose cooking equipment.

This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Clean food preparation equipment, work areas, and counters or tables. • Plan work on orders so that items served together are finished at the same time. • Grill, cook, and fry foods such as french fries, eggs, and pancakes. • Take orders from customers and cook foods requiring short preparation times, according to customer requirements. • Grill and garnish hamburgers or other meats such as steaks and chops. • Complete orders from steam tables, placing food on plates and serving customers at tables or counters. • Perform simple food preparation tasks such as making sandwiches, carving meats, and brewing coffee. • Order supplies and stock them on shelves. • Accept payments, and make change or write charge slips as necessary.

Wages

O*Net

Hourly

Lowest

Highest

Average

$10.45

$12.88

Median

$11.16

$13.00

Range

$7.50 - 13.00

$11.00 - 16.00

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

35-2015.00 - Cooks, Short Order

Breakfast Cook Cafe Attendant Complimentary Breakfast Cook Deli Counter

Education and Experience Requires excellent customer service skills. Many employers will require specific culinary training. Some may require an associate’s degree. 71% of the responding employers required 6 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 4 Employers that reported difficulty in hiring for this position: 29%

• Clean food preparation areas, cooking surfaces, and utensils. • Cook and package batches of food, such as hamburgers and fried chicken, which are prepared to order or kept warm until sold. • Cook the exact number of items ordered by each customer, working on several different orders simultaneously. • Maintain sanitation, health, and safety standards in work areas. • Measure ingredients required for specific food items being prepared. • Mix ingredients such as pancake or waffle batters. • Operate large-volume cooking equipment such as grills, deep-fat fryers, or griddles. • Pre-cook items such as bacon, in order to prepare them for later use. • Prepare and serve beverages such as coffee and fountain drinks. • Prepare specialty foods such as pizzas, fish and chips, sandwiches, and tacos, following specific methods that usually require short preparation time.

Wages Hourly

Lowest

Highest

Average

$7.43

$9.15

Median

$6.75

$8.50

Range

$6.75 - 11.00

$6.75 - 12.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 30% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

35-2011.00 - Cooks, Fast Food

Other Job Titles for this Position Fry Person Junior Cook Grill Cook/Shelter Attendant Pizza Maker

Education and Experience Most employers are willing to provide on-the-job training. 27% of the responding employers required 3 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 156 Employers expect to hire in the next 12 months: 180 Employers that reported difficulty in hiring for this position: 17%

Entry-level career opportunity!!!

80

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

77

Employee Dining Room Attendant 6 Firms responding with 53 FT, 3 PT Employees

Counter Attendants, Food Concession, & Coffee Shop R-35-9011-01

Description

18 Firms that employ 84 FT, 140 PT Employees

R-35-3022-99

Description

Responsible for the efficient and orderly operation of the Employee Dining Room. Knowledge of sanitation, cleaning and basic food preparation helpful. Must be able to understand directions and communicate clearly with supervisor and coworkers. Reports to Restaurant Manager.

Serves food to customers seated at a counter or passing in front of a steam table. This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt by 100% of the respondents. NOTE: This occupation is similar to Busser but wages are higher and career opportunities greater in larger businesses.

Sample Tasks • Perform serving, cleaning, and stocking duties in establishments such as cafeterias or dining rooms in order to facilitate customer service. • Clean up spilled food, drink and broken dishes, and remove empty bottles and trash. • Carry food, dishes, trays, and silverware from kitchens and supply departments to serving counters. • Carry trays from food counters to tables for cafeteria patrons. • Fill beverage and ice dispensers. • Garnish foods, and position them on tables to make them visible and accessible. • Maintain adequate supplies of items such as clean linens, silverware, glassware, dishes, and trays. • Mix and prepare flavors for mixed drinks. • Replenish supplies of food and equipment at steam tables and service bars. • Scrape and stack used dishes, and carry dishes and other tableware to kitchen for cleaning.

• Scrub and polish counters, steam tables, and other equipment, and clean glasses, dishes, and fountain equipment. • Serve food, beverages, or desserts to customers in such settings as take-out counters of restaurants or lunchrooms, business or industrial establishments, hotel rooms, and cars. • Replenish food at serving stations. • Take customer orders and write items ordered on tickets. • Give ticket stubs to customers as needed to identify filled orders. • Prepare food such as sandwiches, salads, and ice cream dishes, using standard formulas or following directions. • Wrap menu item such as sandwiches, hot entrees, and desserts for serving or for takeout. • Prepare bills for food, using cash registers, calculators, or adding machines; accept payment and provide change. • Deliver orders to kitchen, and pick up and serve food when ready. • Serve salads, vegetables, meat, breads, and cocktails; ladle soups and sauces; portion desserts; and fill beverage cups and glasses.

Wages

Wages Hourly

Lowest

Highest

Average

$10.65

$12.79

O*Net

35-9011 - Dining Room and Cafeteria Attendants and Bartender Helpers

Other Job Titles for this Position

Median

$10.38

$12.78

Range

$9.25 - 13.69

$9.55 - 15.69

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 17% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Cafeteria Attendant Dining Room Services Attendant Employee Dining Room Cook

Education and Experience Many employers do not require specialized training or experience for this position. 33% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 17 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 33%

Entry-level career opportunity!!!

84

Sample Tasks

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

O*Net

35-3022.00 - Counter Attendants, Cafeteria, Food Concession, and Coffee Shop

Hourly

Lowest

Highest

Average

$7.75

$8.71

Median

Other Job Titles for this Position

$7.50

$8.50

Range

$6.75 - 10.50

$6.75 - 11.25

Assistants Barrista Breakfast Attendant Crew Members Espresso Attendant Smoothenators Snack-bar Attendant

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 28% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires excellent customer service skills. Most employers do not require previous experience. 17% of the responding employers required 3 - 6 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 203 Employers expect to hire in the next 12 months: 165 Employers that reported difficulty in hiring for this position: 22%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

81

Drivers, Pizza

Dishwashers 97 Firms that employ 189 FT, 132 PT Employees

R-35-9021

Description

5 Firms responding with 8 FT, 30 PT Employees

R-53-3031

Description

Responsible for keeping all dishes, glassware, utensils, washing equipment, and work area clean, safe, and sanitary. Supports kitchen staff by performing basic preparation and cleaning tasks.

Drives truck or other vehicle over established routes or within an established territory to deliver pizza and other food items to customers, collects payments and makes change.

This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt by 100% of the respondents. NOTE: This position was omitted from the original survey, but added by respondents. Job opportunities are likely higher than reported.

Sample Tasks Sample Tasks • Wash dishes, glassware, flatware, pots, and/or pans using dishwashers or by hand. • Clean garbage cans with water or steam. • Maintain kitchen work areas, equipment, and utensils in clean and orderly condition. • Place clean dishes, utensils, and cooking equipment in storage areas. • Prepare and package individual place settings. • Sort and remove trash, and place in designated pickup areas. • Sweep and scrub floors. • Clean and prepare various foods for cooking or serving. • Load or unload trucks that deliver or pick up food and supplies. • Receive and store supplies.

• Collect money from customers, make change, and record transactions on customer receipts. • Listen to and resolve customers’ complaints regarding products or services. • Inform regular customers of new products or services and price changes. • Drive delivery vehicles in a safe, courteous and efficient manner. • Record sales or delivery information on daily sales or delivery record. • Provide additional promotional materials to customers as directed.

Wages Wages

O*Net

35-9021.00 – Dishwashers

Hourly

Lowest

Highest

Average

$7.66

$8.55

Other Job Titles for this Position

Median

$7.50

$8.00

Dish Dog Utility

Range

$6.75 - 11.20

$6.75 - 14.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 25% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Most employers do not require training or experience for this position. 9% of the responding employers required 3 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 106 Employers expect to hire in the next 12 months: 103 Employers that reported difficulty in hiring for this position: 11%

Hourly

Lowest

Highest

Average

$7.09

$8.85

Median

$6.75

$9.00

Range

$6.75 - 8.20

$6.75 - 12.50

O*Net

53-3031.00 - Driver/Sales Workers

Other Job Titles for this Position Drivers

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 80% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires excellent customer service skills, basic math, ability to make change, a clean DMV record and knowledge of the streets in the local area. Employers do not require prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 2 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 20%

Entry-level career opportunity!!!

Entry-level career opportunity!!!

82

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

83

Drivers, Pizza

Dishwashers 97 Firms that employ 189 FT, 132 PT Employees

R-35-9021

Description

5 Firms responding with 8 FT, 30 PT Employees

R-53-3031

Description

Responsible for keeping all dishes, glassware, utensils, washing equipment, and work area clean, safe, and sanitary. Supports kitchen staff by performing basic preparation and cleaning tasks.

Drives truck or other vehicle over established routes or within an established territory to deliver pizza and other food items to customers, collects payments and makes change.

This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt by 100% of the respondents. NOTE: This position was omitted from the original survey, but added by respondents. Job opportunities are likely higher than reported.

Sample Tasks Sample Tasks • Wash dishes, glassware, flatware, pots, and/or pans using dishwashers or by hand. • Clean garbage cans with water or steam. • Maintain kitchen work areas, equipment, and utensils in clean and orderly condition. • Place clean dishes, utensils, and cooking equipment in storage areas. • Prepare and package individual place settings. • Sort and remove trash, and place in designated pickup areas. • Sweep and scrub floors. • Clean and prepare various foods for cooking or serving. • Load or unload trucks that deliver or pick up food and supplies. • Receive and store supplies.

• Collect money from customers, make change, and record transactions on customer receipts. • Listen to and resolve customers’ complaints regarding products or services. • Inform regular customers of new products or services and price changes. • Drive delivery vehicles in a safe, courteous and efficient manner. • Record sales or delivery information on daily sales or delivery record. • Provide additional promotional materials to customers as directed.

Wages Wages

O*Net

35-9021.00 – Dishwashers

Hourly

Lowest

Highest

Average

$7.66

$8.55

Other Job Titles for this Position

Median

$7.50

$8.00

Dish Dog Utility

Range

$6.75 - 11.20

$6.75 - 14.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 25% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Most employers do not require training or experience for this position. 9% of the responding employers required 3 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 106 Employers expect to hire in the next 12 months: 103 Employers that reported difficulty in hiring for this position: 11%

Hourly

Lowest

Highest

Average

$7.09

$8.85

Median

$6.75

$9.00

Range

$6.75 - 8.20

$6.75 - 12.50

O*Net

53-3031.00 - Driver/Sales Workers

Other Job Titles for this Position Drivers

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 80% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires excellent customer service skills, basic math, ability to make change, a clean DMV record and knowledge of the streets in the local area. Employers do not require prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 2 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 20%

Entry-level career opportunity!!!

Entry-level career opportunity!!!

82

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

83

Employee Dining Room Attendant 6 Firms responding with 53 FT, 3 PT Employees

Counter Attendants, Food Concession, & Coffee Shop R-35-9011-01

Description

18 Firms that employ 84 FT, 140 PT Employees

R-35-3022-99

Description

Responsible for the efficient and orderly operation of the Employee Dining Room. Knowledge of sanitation, cleaning and basic food preparation helpful. Must be able to understand directions and communicate clearly with supervisor and coworkers. Reports to Restaurant Manager.

Serves food to customers seated at a counter or passing in front of a steam table. This position is classified as non-exempt by 100% of the respondents.

This position is classified as non-exempt by 100% of the respondents. NOTE: This occupation is similar to Busser but wages are higher and career opportunities greater in larger businesses.

Sample Tasks • Perform serving, cleaning, and stocking duties in establishments such as cafeterias or dining rooms in order to facilitate customer service. • Clean up spilled food, drink and broken dishes, and remove empty bottles and trash. • Carry food, dishes, trays, and silverware from kitchens and supply departments to serving counters. • Carry trays from food counters to tables for cafeteria patrons. • Fill beverage and ice dispensers. • Garnish foods, and position them on tables to make them visible and accessible. • Maintain adequate supplies of items such as clean linens, silverware, glassware, dishes, and trays. • Mix and prepare flavors for mixed drinks. • Replenish supplies of food and equipment at steam tables and service bars. • Scrape and stack used dishes, and carry dishes and other tableware to kitchen for cleaning.

• Scrub and polish counters, steam tables, and other equipment, and clean glasses, dishes, and fountain equipment. • Serve food, beverages, or desserts to customers in such settings as take-out counters of restaurants or lunchrooms, business or industrial establishments, hotel rooms, and cars. • Replenish food at serving stations. • Take customer orders and write items ordered on tickets. • Give ticket stubs to customers as needed to identify filled orders. • Prepare food such as sandwiches, salads, and ice cream dishes, using standard formulas or following directions. • Wrap menu item such as sandwiches, hot entrees, and desserts for serving or for takeout. • Prepare bills for food, using cash registers, calculators, or adding machines; accept payment and provide change. • Deliver orders to kitchen, and pick up and serve food when ready. • Serve salads, vegetables, meat, breads, and cocktails; ladle soups and sauces; portion desserts; and fill beverage cups and glasses.

Wages

Wages Hourly

Lowest

Highest

Average

$10.65

$12.79

O*Net

35-9011 - Dining Room and Cafeteria Attendants and Bartender Helpers

Other Job Titles for this Position

Median

$10.38

$12.78

Range

$9.25 - 13.69

$9.55 - 15.69

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 17% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Cafeteria Attendant Dining Room Services Attendant Employee Dining Room Cook

Education and Experience Many employers do not require specialized training or experience for this position. 33% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 17 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 33%

Entry-level career opportunity!!!

84

Sample Tasks

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

O*Net

35-3022.00 - Counter Attendants, Cafeteria, Food Concession, and Coffee Shop

Hourly

Lowest

Highest

Average

$7.75

$8.71

Median

Other Job Titles for this Position

$7.50

$8.50

Range

$6.75 - 10.50

$6.75 - 11.25

Assistants Barrista Breakfast Attendant Crew Members Espresso Attendant Smoothenators Snack-bar Attendant

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 28% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires excellent customer service skills. Most employers do not require previous experience. 17% of the responding employers required 3 - 6 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 203 Employers expect to hire in the next 12 months: 165 Employers that reported difficulty in hiring for this position: 22%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

81

Hostperson

Executive Chef 43 Firms that employ 57 FT, 136 PT Employees

R-35-9031

Description

62 Firms that employ 64 FT, 2 PT Employees

R-35-1011

Description

Courteously greets and escorts guests to table and assists in seating, overseeing dining room reservations, and ensuring standards of service. Requires excellent communication skills. This position is classified as non-exempt by 100% of the respondents.

Coordinates, plans and directs the production of meals through lower level chefs, cooks and other kitchen workers. Plans menus and utilization of food and purchases foodstuffs and kitchen supplies. Devises special dishes and original recipes. Trains and supervises chefs, cooks and other kitchen personnel. May report to top executive, General Manager or Food & Beverage Manager. This position is classified as exempt by 71% of the respondents.

Sample Tasks

Sample Tasks

• Provide guests with menus. • Greet guests and seat them at tables or in waiting areas. • Assign patrons to tables suitable for their needs. • Inspect dining and serving areas to ensure cleanliness and proper setup. • Speak with patrons to ensure satisfaction with food and service, and to respond to complaints. • Receive and record patrons’ dining reservations. • Maintain contact with kitchen staff, management, serving staff, and customers to ensure that dining details are handled properly and customers’ concerns are addressed. • Inform patrons of establishment specialties and features. • Direct patrons to coat rooms and waiting areas such as lounges. • Operate cash registers to accept payments for food and beverages.

Wages Hourly

Lowest

Highest

Average

$8.42

$9.68

O*Net

35-9031.00 - Hosts and Hostesses

Other Job Titles for this Position

Median

$8.00

$9.25

Range

$6.75 - 11.02

$6.75 - 15.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 47% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Greeter Greeters/Cashiers Host/Cashier Restaurant Host

Education and Experience Requires excellent customer service skills. Most employers do not require prior experience or special training for this position. 26% of the responding employers required 3 - 16 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 90 Employers expect to hire in the next 12 months: 70 Employers that reported difficulty in hiring for this position: 14%

• Prepare and cook foods of all types, either on a regular basis or for special guests or functions. • Supervise and coordinate activities of cooks and workers engaged in food preparation. • Collaborate with other personnel to plan and develop recipes and menus, taking into account such factors as seasonal availability of ingredients and the likely number of customers. • Check the quality of raw and cooked food products to ensure that standards are met. • Check the quantity and quality of received products. • Demonstrate new cooking techniques and equipment to staff. • Determine how food should be presented, and create decorative food displays. • Determine production schedules and staff requirements necessary to ensure timely delivery of services. • Estimate amounts and costs of required supplies, such as food and ingredients. • Inspect supplies, equipment, and work areas to ensure conformance to established standards.

Wages Annual

Lowest

Highest

Average

$43,599

$58,223

Median

$40,000

$50,000

Range

$14k - 120k

$25k - 150k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 39% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

R-35-1011 - Executive Chef

Other Job Titles for this Position Chef Kitchen Manager Head Cook Head Line Chef

Education and Experience Employers require advanced culinary training and many months of experience for this position. Most require an associate’s degree. Some may require a bachelor’s degree. 98% of the responding employers required 6 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 5 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 32%

Entry-level career opportunity!!!

88

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

85

Food & Beverage and Catering Manager/Director 22 Firms responding with 42 FT employees

Food & Beverage Supervisor

R-11-9051

Description

25 Firms responding with 100 FT, 13 PT Employees

R-35-1012

Description

Manages all operations of the food and beverage department. Oversees, assigns, trains and evaluates work of food service personnel. Schedules staff to achieve menu, service, sanitation requirements and budgetary goals. Develops accounting methods and records to control food and labor costs. Usually reports to top executive or General Manager.

Supervises the daily operations of a restaurant. These tasks may include ensuring quality maintenance, maintaining inventory, and ensuring quality service for patrons. Reports to Food & Beverage Manager or Restaurant Manager. This position is classified as non-exempt by 52% of the respondents.

This position is classified as exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Test cooked food by tasting and smelling it in order to ensure palatability and flavor conformity. • Investigate and resolve complaints regarding food quality, service, or accommodations. • Schedule and receive food and beverage deliveries, checking delivery contents to verify product quality and quantity. • Monitor food preparation methods, portion sizes, garnishing and presentation of food to ensure that food is prepared and presented in an acceptable manner. • Monitor budgets and payroll records, and review financial transactions to ensure that expenditures are authorized. • Schedule staff hours and assign duties. • Monitor compliance with health and fire regulations regarding food preparation and serving. • Coordinate assignments of cooking personnel in order to ensure economical use of food and timely preparation. • Keep records required by government agencies regarding sanitation, and food subsidies when appropriate. • Establish standards for personnel performance and customer service.

Wages

Wages

O*Net

Annual

Lowest

Highest

Average

$53,146

$75,436

Median

$45,000

$70,000

Range

$35k - 95.3k

$35k - 173.9k

11-9051.00 - Food Service Managers

Other Job Titles for this Position Banquet Manager Catering/Convention Service Manager

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 64% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

86

• Compile and balance cash receipts at the end of the day or shift. • Resolve customer complaints regarding food service. • Train workers in food preparation, service, sanitation, and safety procedures. • Inspect supplies, equipment, and work areas in order to ensure efficient service and conformance to standards. • Control inventories of food, equipment, smallware, and liquor, and report shortages to designated personnel. • Observe and evaluate workers and work procedures in order to ensure quality standards and service. • Assign duties, responsibilities, and work stations to employees in accordance with work requirements. • Estimate ingredients and supplies required to prepare a recipe. • Perform personnel actions such as hiring and firing staff, and consulting with other managers as necessary. • Analyze operational problems, such as theft and wastage, and establish procedures to alleviate these problems.

Education and Experience Employers require advanced culinary training and many months of experience for this position. Most require an associate’s degree. Some may require a bachelor’s degree. 100% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 13 Employers expect to hire in the next 12 months: 2 Employers that reported difficulty in hiring for this position: 45%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$13.16

$17.16

Median

$13.82

$17.31

Range

$7.25 - 19.23

$9.25 - 25.96

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 44% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

35-1012.00 - First-Line Supervisors/Managers of Food Preparation and Serving Workers

Other Job Titles for this Position Banquet Lead Dining Room Manager Floor Manager Kitchen Supervisor

Education and Experience Requires excellent customer service skills. Employers usually require advanced culinary training and many months of experience for this position. Most require an associate’s degree. Some may require a bachelor’s degree. 84% of the responding employers required 6 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 28 Employers expect to hire in the next 12 months: 17 Employers that reported difficulty in hiring for this position: 40%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

87

Food & Beverage and Catering Manager/Director 22 Firms responding with 42 FT employees

Food & Beverage Supervisor

R-11-9051

Description

25 Firms responding with 100 FT, 13 PT Employees

R-35-1012

Description

Manages all operations of the food and beverage department. Oversees, assigns, trains and evaluates work of food service personnel. Schedules staff to achieve menu, service, sanitation requirements and budgetary goals. Develops accounting methods and records to control food and labor costs. Usually reports to top executive or General Manager.

Supervises the daily operations of a restaurant. These tasks may include ensuring quality maintenance, maintaining inventory, and ensuring quality service for patrons. Reports to Food & Beverage Manager or Restaurant Manager. This position is classified as non-exempt by 52% of the respondents.

This position is classified as exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Test cooked food by tasting and smelling it in order to ensure palatability and flavor conformity. • Investigate and resolve complaints regarding food quality, service, or accommodations. • Schedule and receive food and beverage deliveries, checking delivery contents to verify product quality and quantity. • Monitor food preparation methods, portion sizes, garnishing and presentation of food to ensure that food is prepared and presented in an acceptable manner. • Monitor budgets and payroll records, and review financial transactions to ensure that expenditures are authorized. • Schedule staff hours and assign duties. • Monitor compliance with health and fire regulations regarding food preparation and serving. • Coordinate assignments of cooking personnel in order to ensure economical use of food and timely preparation. • Keep records required by government agencies regarding sanitation, and food subsidies when appropriate. • Establish standards for personnel performance and customer service.

Wages

Wages

O*Net

Annual

Lowest

Highest

Average

$53,146

$75,436

Median

$45,000

$70,000

Range

$35k - 95.3k

$35k - 173.9k

11-9051.00 - Food Service Managers

Other Job Titles for this Position Banquet Manager Catering/Convention Service Manager

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 64% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

86

• Compile and balance cash receipts at the end of the day or shift. • Resolve customer complaints regarding food service. • Train workers in food preparation, service, sanitation, and safety procedures. • Inspect supplies, equipment, and work areas in order to ensure efficient service and conformance to standards. • Control inventories of food, equipment, smallware, and liquor, and report shortages to designated personnel. • Observe and evaluate workers and work procedures in order to ensure quality standards and service. • Assign duties, responsibilities, and work stations to employees in accordance with work requirements. • Estimate ingredients and supplies required to prepare a recipe. • Perform personnel actions such as hiring and firing staff, and consulting with other managers as necessary. • Analyze operational problems, such as theft and wastage, and establish procedures to alleviate these problems.

Education and Experience Employers require advanced culinary training and many months of experience for this position. Most require an associate’s degree. Some may require a bachelor’s degree. 100% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 13 Employers expect to hire in the next 12 months: 2 Employers that reported difficulty in hiring for this position: 45%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$13.16

$17.16

Median

$13.82

$17.31

Range

$7.25 - 19.23

$9.25 - 25.96

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 44% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

35-1012.00 - First-Line Supervisors/Managers of Food Preparation and Serving Workers

Other Job Titles for this Position Banquet Lead Dining Room Manager Floor Manager Kitchen Supervisor

Education and Experience Requires excellent customer service skills. Employers usually require advanced culinary training and many months of experience for this position. Most require an associate’s degree. Some may require a bachelor’s degree. 84% of the responding employers required 6 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 28 Employers expect to hire in the next 12 months: 17 Employers that reported difficulty in hiring for this position: 40%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

87

Hostperson

Executive Chef 43 Firms that employ 57 FT, 136 PT Employees

R-35-9031

Description

62 Firms that employ 64 FT, 2 PT Employees

R-35-1011

Description

Courteously greets and escorts guests to table and assists in seating, overseeing dining room reservations, and ensuring standards of service. Requires excellent communication skills. This position is classified as non-exempt by 100% of the respondents.

Coordinates, plans and directs the production of meals through lower level chefs, cooks and other kitchen workers. Plans menus and utilization of food and purchases foodstuffs and kitchen supplies. Devises special dishes and original recipes. Trains and supervises chefs, cooks and other kitchen personnel. May report to top executive, General Manager or Food & Beverage Manager. This position is classified as exempt by 71% of the respondents.

Sample Tasks

Sample Tasks

• Provide guests with menus. • Greet guests and seat them at tables or in waiting areas. • Assign patrons to tables suitable for their needs. • Inspect dining and serving areas to ensure cleanliness and proper setup. • Speak with patrons to ensure satisfaction with food and service, and to respond to complaints. • Receive and record patrons’ dining reservations. • Maintain contact with kitchen staff, management, serving staff, and customers to ensure that dining details are handled properly and customers’ concerns are addressed. • Inform patrons of establishment specialties and features. • Direct patrons to coat rooms and waiting areas such as lounges. • Operate cash registers to accept payments for food and beverages.

Wages Hourly

Lowest

Highest

Average

$8.42

$9.68

O*Net

35-9031.00 - Hosts and Hostesses

Other Job Titles for this Position

Median

$8.00

$9.25

Range

$6.75 - 11.02

$6.75 - 15.00

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 47% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Greeter Greeters/Cashiers Host/Cashier Restaurant Host

Education and Experience Requires excellent customer service skills. Most employers do not require prior experience or special training for this position. 26% of the responding employers required 3 - 16 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 90 Employers expect to hire in the next 12 months: 70 Employers that reported difficulty in hiring for this position: 14%

• Prepare and cook foods of all types, either on a regular basis or for special guests or functions. • Supervise and coordinate activities of cooks and workers engaged in food preparation. • Collaborate with other personnel to plan and develop recipes and menus, taking into account such factors as seasonal availability of ingredients and the likely number of customers. • Check the quality of raw and cooked food products to ensure that standards are met. • Check the quantity and quality of received products. • Demonstrate new cooking techniques and equipment to staff. • Determine how food should be presented, and create decorative food displays. • Determine production schedules and staff requirements necessary to ensure timely delivery of services. • Estimate amounts and costs of required supplies, such as food and ingredients. • Inspect supplies, equipment, and work areas to ensure conformance to established standards.

Wages Annual

Lowest

Highest

Average

$43,599

$58,223

Median

$40,000

$50,000

Range

$14k - 120k

$25k - 150k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 39% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

R-35-1011 - Executive Chef

Other Job Titles for this Position Chef Kitchen Manager Head Cook Head Line Chef

Education and Experience Employers require advanced culinary training and many months of experience for this position. Most require an associate’s degree. Some may require a bachelor’s degree. 98% of the responding employers required 6 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 5 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 32%

Entry-level career opportunity!!!

88

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

85

Sous Chef

Kitchen Night Cleaner 32 Firms responding with 48 FT, 3 PT Employees

R-35-3011.01

Description

8 Firms responding with 16 FT, 2 PT Employees

Description

Responsible for supervising and coordinating activities of the kitchen, pantry and storeroom, including personnel. Manages menu planning, preparing and apportioning foods and minimizing spoilage and waste. Reports to Executive Chef.

Thoroughly cleans and sanitizes the kitchen area and cooking equipment; maintaining the highest level of cleanliness in the kitchen and dock areas.

This position is classified as exempt by 47% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Prepare and cook foods of all types, either on a regular basis or for special guests or functions. • Supervise and coordinate activities of cooks and workers engaged in food preparation. • Collaborate with other personnel to plan and develop recipes and menus, taking into account such factors as seasonal availability of ingredients and the likely number of customers. • Check the quality of raw and cooked food products to ensure that standards are met. • Check the quantity and quality of received products. • Demonstrate new cooking techniques and equipment to staff. • Determine how food should be presented, and create decorative food displays. • Determine production schedules and staff requirements necessary to ensure timely delivery of services. • Estimate amounts and costs of required supplies, such as food and ingredients. • Inspect supplies, equipment, and work areas to ensure conformance to established standards.

• Clean and sanitize kitchen counters, preparation surfaces and floors. • Gather and empty trash. • Service, clean, and supply kitchen area rest rooms. • Clean and polish furniture and fixtures. • Clean windows, glass partitions, and mirrors, using soapy water or other cleaners, sponges, and squeegees. • Dust furniture, walls, machines, and equipment. • Mix water and detergents or acids in containers to prepare cleaning solutions, according to specifications. • Steam-clean cooking areas as directed. • Strip, seal, finish, and polish floors.

Wages Wages Annual Average

Lowest $30,233

O*Net

Highest

35-1011.00 - Chefs and Head Cooks

Other Job Titles for this Position

$39,586

Median

$30,500

$36,400

Range

$14.4K - 50K

$23.9K - 65K

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 28% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

92

R-35-2021-99

Head Cook Head Cook’s Assistant Kitchen Manager

Education and Experience Most employers require advanced culinary training and many months of experience for this position. Some may require an associate’s or bachelor’s degree. 97% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 9 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 38%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$9.00

$11.15

Median

$8.95

$12.00

Range

$6.75 - 12.00

$7.50 - 13.50

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

O*Net

37-2011.00 - Janitors and Cleaners, Except Maids and Housekeeping Cleaners

Other Job Titles for this Position Night Cleaner Night Utility Utility

Education and Experience Most employers do not require prior experience or special training for this position. 13% of the responding employers required 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 0%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

89

Lead Server/Captain

Restaurant Manager/Director

21 Firms responding with 49 FT, 19 PT Employees

R-35-1012.01

Description

31 Firms responding with 54 FT, 3 PT Employees

R-11-9051.01

Description

Serves in a lead role and is responsible for training new wait staff. Reports to Food & Beverage Supervisor or Restaurant Manager.

Manages all operations of the food and beverage department. Oversees, assigns, trains and evaluates work of food service personnel. Schedules staff to achieve menu, service, sanitation requirements and budgetary goals. Develops methods and accounting to control food and labor costs. Reports to top executive or General Manager.

This position is classified as non-exempt by 95% of the respondents. This position is classified as exempt by 58% of the respondents.

Sample Tasks

Sample Tasks

• Compile and balance cash receipts at the end of the day or shift. • Resolve customer complaints regarding food service. • Train workers in food preparation, service, sanitation, and safety procedures. • Inspect supplies, equipment, and work areas in order to ensure efficient service and conformance to standards. • Control inventories of food, equipment, smallware, and liquor, and report shortages to designated personnel. • Observe and evaluate workers and work procedures in order to ensure quality standards and service. • Assign duties, responsibilities, and work stations to employees in accordance with work requirements. • Analyze operational problems, such as theft and wastage, and establish procedures to alleviate these problems.

Wages

O*Net

Hourly

Lowest

Highest

Average

$9.06

$11.48

Median

$8.00

$10.00

Range

$6.75 - 17.50

$6.75 - 24.00

Other Job Titles for this Position Banquet Captain Certified Trainer Dining Captain Wine Captain

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Requires excellent customer service skills. Most employers require prior experience or special training for this position.

Additional income for this position was reported by 67% of employers.

90% of the responding employers required 6 - 36 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

90

35-1012.00 - First-Line Supervisors/Managers of Food Preparation and Serving Workers

Education and Experience

Supply & Demand Employees hired in 12 months ending June 2005: 14 Employers expect to hire in the next 12 months: 8 Employers that reported difficulty in hiring for this position: 19%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

• Test cooked food by tasting and smelling it to ensure palatability and flavor conformity. • Investigate and resolve complaints regarding food quality, service, or accommodations. • Schedule and receive food and beverage deliveries, checking delivery contents in order to verify product quality and quantity. • Monitor food preparation methods, portion sizes, garnishing and presentation of food to ensure that food is prepared and presented in an acceptable manner. • Monitor budgets, payrolls, and review financial transactions to ensure that expenditures are authorized and budgeted. • Schedule staff hours and assign duties. • Monitor compliance with health and fire regulations regarding food preparation and serving, and building maintenance in dining facilities. • Coordinate assignments of cooking personnel to ensure economical use of food and timely preparation. • Keep records required by government agencies regarding sanitation, and food subsidies when appropriate. • Establish standards for personnel performance and customer service.

Wages Annual

Lowest

Highest

Average

$28,575

$39,685

Median

$28,500

$38,720

Range

$14.4k - 45k

$18.7k - 75k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 32% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

11-9051.00 - Food Service Managers

Other Job Titles for this Position Floor Supervisor Front House Manager Kitchen Manager

Education and Experience Most employers require advanced vocational training and many months of experience for this position. Many require an associate’s degree. Some may require a bachelor’s degree. 94% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 17 Employers expect to hire in the next 12 months: 8 Employers that reported difficulty in hiring for this position: 26%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

91

Lead Server/Captain

Restaurant Manager/Director

21 Firms responding with 49 FT, 19 PT Employees

R-35-1012.01

Description

31 Firms responding with 54 FT, 3 PT Employees

R-11-9051.01

Description

Serves in a lead role and is responsible for training new wait staff. Reports to Food & Beverage Supervisor or Restaurant Manager.

Manages all operations of the food and beverage department. Oversees, assigns, trains and evaluates work of food service personnel. Schedules staff to achieve menu, service, sanitation requirements and budgetary goals. Develops methods and accounting to control food and labor costs. Reports to top executive or General Manager.

This position is classified as non-exempt by 95% of the respondents. This position is classified as exempt by 58% of the respondents.

Sample Tasks

Sample Tasks

• Compile and balance cash receipts at the end of the day or shift. • Resolve customer complaints regarding food service. • Train workers in food preparation, service, sanitation, and safety procedures. • Inspect supplies, equipment, and work areas in order to ensure efficient service and conformance to standards. • Control inventories of food, equipment, smallware, and liquor, and report shortages to designated personnel. • Observe and evaluate workers and work procedures in order to ensure quality standards and service. • Assign duties, responsibilities, and work stations to employees in accordance with work requirements. • Analyze operational problems, such as theft and wastage, and establish procedures to alleviate these problems.

Wages

O*Net

Hourly

Lowest

Highest

Average

$9.06

$11.48

Median

$8.00

$10.00

Range

$6.75 - 17.50

$6.75 - 24.00

Other Job Titles for this Position Banquet Captain Certified Trainer Dining Captain Wine Captain

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Requires excellent customer service skills. Most employers require prior experience or special training for this position.

Additional income for this position was reported by 67% of employers.

90% of the responding employers required 6 - 36 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

90

35-1012.00 - First-Line Supervisors/Managers of Food Preparation and Serving Workers

Education and Experience

Supply & Demand Employees hired in 12 months ending June 2005: 14 Employers expect to hire in the next 12 months: 8 Employers that reported difficulty in hiring for this position: 19%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

• Test cooked food by tasting and smelling it to ensure palatability and flavor conformity. • Investigate and resolve complaints regarding food quality, service, or accommodations. • Schedule and receive food and beverage deliveries, checking delivery contents in order to verify product quality and quantity. • Monitor food preparation methods, portion sizes, garnishing and presentation of food to ensure that food is prepared and presented in an acceptable manner. • Monitor budgets, payrolls, and review financial transactions to ensure that expenditures are authorized and budgeted. • Schedule staff hours and assign duties. • Monitor compliance with health and fire regulations regarding food preparation and serving, and building maintenance in dining facilities. • Coordinate assignments of cooking personnel to ensure economical use of food and timely preparation. • Keep records required by government agencies regarding sanitation, and food subsidies when appropriate. • Establish standards for personnel performance and customer service.

Wages Annual

Lowest

Highest

Average

$28,575

$39,685

Median

$28,500

$38,720

Range

$14.4k - 45k

$18.7k - 75k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 32% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

11-9051.00 - Food Service Managers

Other Job Titles for this Position Floor Supervisor Front House Manager Kitchen Manager

Education and Experience Most employers require advanced vocational training and many months of experience for this position. Many require an associate’s degree. Some may require a bachelor’s degree. 94% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 17 Employers expect to hire in the next 12 months: 8 Employers that reported difficulty in hiring for this position: 26%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

91

Sous Chef

Kitchen Night Cleaner 32 Firms responding with 48 FT, 3 PT Employees

R-35-3011.01

Description

8 Firms responding with 16 FT, 2 PT Employees

Description

Responsible for supervising and coordinating activities of the kitchen, pantry and storeroom, including personnel. Manages menu planning, preparing and apportioning foods and minimizing spoilage and waste. Reports to Executive Chef.

Thoroughly cleans and sanitizes the kitchen area and cooking equipment; maintaining the highest level of cleanliness in the kitchen and dock areas.

This position is classified as exempt by 47% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks • Prepare and cook foods of all types, either on a regular basis or for special guests or functions. • Supervise and coordinate activities of cooks and workers engaged in food preparation. • Collaborate with other personnel to plan and develop recipes and menus, taking into account such factors as seasonal availability of ingredients and the likely number of customers. • Check the quality of raw and cooked food products to ensure that standards are met. • Check the quantity and quality of received products. • Demonstrate new cooking techniques and equipment to staff. • Determine how food should be presented, and create decorative food displays. • Determine production schedules and staff requirements necessary to ensure timely delivery of services. • Estimate amounts and costs of required supplies, such as food and ingredients. • Inspect supplies, equipment, and work areas to ensure conformance to established standards.

• Clean and sanitize kitchen counters, preparation surfaces and floors. • Gather and empty trash. • Service, clean, and supply kitchen area rest rooms. • Clean and polish furniture and fixtures. • Clean windows, glass partitions, and mirrors, using soapy water or other cleaners, sponges, and squeegees. • Dust furniture, walls, machines, and equipment. • Mix water and detergents or acids in containers to prepare cleaning solutions, according to specifications. • Steam-clean cooking areas as directed. • Strip, seal, finish, and polish floors.

Wages Wages Annual Average

Lowest $30,233

O*Net

Highest

35-1011.00 - Chefs and Head Cooks

Other Job Titles for this Position

$39,586

Median

$30,500

$36,400

Range

$14.4K - 50K

$23.9K - 65K

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 28% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

92

R-35-2021-99

Head Cook Head Cook’s Assistant Kitchen Manager

Education and Experience Most employers require advanced culinary training and many months of experience for this position. Some may require an associate’s or bachelor’s degree. 97% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 9 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 38%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$9.00

$11.15

Median

$8.95

$12.00

Range

$6.75 - 12.00

$7.50 - 13.50

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

O*Net

37-2011.00 - Janitors and Cleaners, Except Maids and Housekeeping Cleaners

Other Job Titles for this Position Night Cleaner Night Utility Utility

Education and Experience Most employers do not require prior experience or special training for this position. 13% of the responding employers required 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 0%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

89

Steward

Golf Industry Overview

12 Firms responding with 93 FT, 8 PT Employees

R-35-9099

Description Properly stores and rotates food and nonperishable items; provides clean utensils, kitchen equipment and outlet wares, ensuring a safe and clean work environment for all kitchen personnel. Must be able to understand directions and communicate clearly with supervisor and co-workers. Knowledge of sanitation and good organizational skills preferred. Must be able to lift and move heavy stock. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks • Receive and count stock items, and record data manually or using computer. • Pack and unpack items to be stocked on shelves in kitchen stockrooms. • Verify inventory computations by comparing them to physical counts of stock, and investigate discrepancies or adjust errors. • Store and rotate items in an orderly and accessible manner in kitchen supply rooms. • Mark stock items using identification tags, stamps, electric marking tools, or other labeling equipment. • Clean and maintain supplies, utensils, equipment, and storage areas in order to ensure compliance with safety regulations. • Determine proper storage methods, identification, and stock location based on turnover, environmental factors, and physical capabilities of facilities. • Keep records on the use and/or damage of stock or stock handling equipment. • Examine and inspect stock items for wear or defects, reporting any damage to supervisors.

Photo: Richard Green

The Golf Course and Country Club industry (part of SIC 79) includes municipal golf courses and privately owned courses that may be open to the public or restricted to members that pay a membership fee and monthly or annual additional assessments. These establishments usually provide food and beverage services, equipment rentals, and golf instruction. Many also have extensive banquet and special events facilities and cater to weddings and other non-golfing occasions. Many public and private clubs also provide dining and other recreational facilities that may include tennis courts, spas and swimming pools. This survey segment did not include establishments such as golf driving ranges or miniature golf facilities. Approximately 40 percent of the jobs at golf courses are part-time. Some establishments dramatically increase employment during the summer season. Workers are usually required to work weekends and holidays when golfing establishments are busiest. This industry has a wide variety of occupations. At most private facilities a Director of Golf manages the entire operation including food and beverage services, golf shop and the outside services for golf course and cart maintenance. Golf courses usually employ golf pros to give lessons, to organize tournaments and other special events. As most golf courses and country clubs have restaurants, jobs are available in food preparation and service occupations. There are also jobs in office and administrative support occupations. The larger establishments may also offer a wide range of jobs in management, marketing, and human resources. Landscapers and groundskeepers, known in the industry as greenskeepers, are found at every golf facility, usually under the supervision of a Superintendent of Golf who is specially trained in the areas of turfs, textures, landscaping, and irrigation of golf courses. Many establishments have a retail operation or pro shop, and employ retail salespersons. Golf courses frequently provide employees with complimentary golf play as scheduling permits.

96

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Wages

O*Net

35-9099.99 - Food Preparation and Serving Related Workers, All Other

Hourly

Lowest

Highest

Average

$10.17

$11.57

Median

$10.49

$11.31

Other Job Titles for this Position

Range

$7.00 - 12.00

$9.00 - 14.09

Kitchen Steward

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 8% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires excellent communication skills and the ability to understand directions. May also require a knowledge of sanitation and good organizational skills. Must be able to lift and move heavy stock. 42% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 21 Employers expect to hire in the next 12 months: 18 Employers that reported difficulty in hiring for this position: 17%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

93

Storeroom Supervisor

Waitperson/Server

7 Firms responding with 7 FT Employees

R-35-1012.05

Description

R-35-3031

Description

Supervises and insures timely and accurate purchase and issue of beverage to include routine and specialty needs. Serves as first point of contact for all storeroom beverage related issues and operations; supervises day to day storeroom operation. Requires ability to safely lift, move, and transport heavy objects; good verbal and written communication skills, and familiarity with scope of beverage storeroom operations. Reports to Controller.

Responsible for ensuring that all members and guests receive all food and beverage orders in a timely manner. Reports to Food & Beverage Supervisor or Restaurant Manager.

This position is classified as non-exempt by 86% of the respondents.

NOTE: Employers that discouraged tipping paid wages ranging from $13.50 - $20.00 per hour.

• Maintain inventories for all storeroom beverages including logs of products distributed to service points. • Review requisitions and prepare purchase orders for goods and services. • Monitor and follow applicable laws and regulations. • Monitor shipments to ensure that goods come in on time, and in the event of problems, trace shipments and follow up on undelivered goods. • Confer with staff, users, and vendors to discuss defective or unacceptable goods or services and determine corrective action. • Evaluate and monitor contract performance to ensure compliance with contractual obligations and to determine need for changes. • Maintain and review computerized or manual records of items purchased, costs, delivery, product performance, and inventories.

Wages Hourly

Lowest

Highest

Average

$14.04

$17.21

Median

$13.71

$15.50

Range

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

$10.00 - 19.23

O*Net

$13.62 - 24.04

• Present menus to patrons and answer questions about menu items, making recommendations upon request. • Inform customers of daily specials. • Check customer identification in order to ensure that they meet minimum age requirements for consumption of alcoholic beverages. • Take orders from customer for food or beverages. • Write customer food orders on order slips, memorize orders, or enter orders into computers for transmittal to kitchen staff. • Check with customers to ensure that they are enjoying their meals and take action to correct any problems. • Serve food and/or beverages to customer; prepare and serve specialty dishes at tables as required. • Prepare checks that itemize and total meal costs and sales taxes. • Collect payments from customers. • Remove dishes and glasses from tables or counters, and take them to kitchen for cleaning.

Wages 13-1023.00 - Purchasing Agents, Except Wholesale, Retail, and Farm Products

Other Job Titles for this Position Purchasing Agent Purchasing Clerk Purchasing Manager Storeroom Lead

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Most employers require advanced vocational training and many months of experience for this position. Some may require an associate’s degree.

Additional income for this position was reported by 14% of employers.

71% of the responding employers required 12 - 72 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

94

115 Firms that employ 736 Ft, 811 PT Employees

Education and Experience

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 0%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$6.98

$7.56

Median

$6.75

$6.75

Range

$6.75 - 11.75*

$6.75 - 13.50*

* Wages that were substantially outside these ranges were omitted from calculations. Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 98% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

35-3031.00 - Waiters and Waitresses

Other Job Titles for this Position Banquet Server Beverage Server Cocktail Server

Education and Experience Requires excellent customer service skills. Many employers do not require prior experience or special training for this position. 59% of the responding employers required 6 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 449 Employers expect to hire in the next 12 months: 361 Employers that reported difficulty in hiring for this position: 26%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

95

Storeroom Supervisor

Waitperson/Server

7 Firms responding with 7 FT Employees

R-35-1012.05

Description

R-35-3031

Description

Supervises and insures timely and accurate purchase and issue of beverage to include routine and specialty needs. Serves as first point of contact for all storeroom beverage related issues and operations; supervises day to day storeroom operation. Requires ability to safely lift, move, and transport heavy objects; good verbal and written communication skills, and familiarity with scope of beverage storeroom operations. Reports to Controller.

Responsible for ensuring that all members and guests receive all food and beverage orders in a timely manner. Reports to Food & Beverage Supervisor or Restaurant Manager.

This position is classified as non-exempt by 86% of the respondents.

NOTE: Employers that discouraged tipping paid wages ranging from $13.50 - $20.00 per hour.

• Maintain inventories for all storeroom beverages including logs of products distributed to service points. • Review requisitions and prepare purchase orders for goods and services. • Monitor and follow applicable laws and regulations. • Monitor shipments to ensure that goods come in on time, and in the event of problems, trace shipments and follow up on undelivered goods. • Confer with staff, users, and vendors to discuss defective or unacceptable goods or services and determine corrective action. • Evaluate and monitor contract performance to ensure compliance with contractual obligations and to determine need for changes. • Maintain and review computerized or manual records of items purchased, costs, delivery, product performance, and inventories.

Wages Hourly

Lowest

Highest

Average

$14.04

$17.21

Median

$13.71

$15.50

Range

This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

$10.00 - 19.23

O*Net

$13.62 - 24.04

• Present menus to patrons and answer questions about menu items, making recommendations upon request. • Inform customers of daily specials. • Check customer identification in order to ensure that they meet minimum age requirements for consumption of alcoholic beverages. • Take orders from customer for food or beverages. • Write customer food orders on order slips, memorize orders, or enter orders into computers for transmittal to kitchen staff. • Check with customers to ensure that they are enjoying their meals and take action to correct any problems. • Serve food and/or beverages to customer; prepare and serve specialty dishes at tables as required. • Prepare checks that itemize and total meal costs and sales taxes. • Collect payments from customers. • Remove dishes and glasses from tables or counters, and take them to kitchen for cleaning.

Wages 13-1023.00 - Purchasing Agents, Except Wholesale, Retail, and Farm Products

Other Job Titles for this Position Purchasing Agent Purchasing Clerk Purchasing Manager Storeroom Lead

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Most employers require advanced vocational training and many months of experience for this position. Some may require an associate’s degree.

Additional income for this position was reported by 14% of employers.

71% of the responding employers required 12 - 72 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

94

115 Firms that employ 736 Ft, 811 PT Employees

Education and Experience

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 0%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Hourly

Lowest

Highest

Average

$6.98

$7.56

Median

$6.75

$6.75

Range

$6.75 - 11.75*

$6.75 - 13.50*

* Wages that were substantially outside these ranges were omitted from calculations. Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 98% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

35-3031.00 - Waiters and Waitresses

Other Job Titles for this Position Banquet Server Beverage Server Cocktail Server

Education and Experience Requires excellent customer service skills. Many employers do not require prior experience or special training for this position. 59% of the responding employers required 6 - 24 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 449 Employers expect to hire in the next 12 months: 361 Employers that reported difficulty in hiring for this position: 26%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

95

Restaurant Industry

Golf Industry

Overview

Overview

Photo: © 2004 Alex Vertikoff. Reproduced by permission of Pebble Beach Company.

Photo: Richard Green

The Golf Course and Country Club industry (part of SIC 79) includes municipal golf courses and privately owned courses that may be open to the public or restricted to members that pay a membership fee and monthly or annual additional assessments. These establishments usually provide food and beverage services, equipment rentals, and golf instruction. Many also have extensive banquet and special events facilities and cater to weddings and other non-golfing occasions. Many public and private clubs also provide dining and other recreational facilities that may include tennis courts, spas and swimming pools. This survey segment did not include establishments such as golf driving ranges or miniature golf facilities.

This section contains occupations that are common to the restarurant segments of the hospitality Industry. Administration/Management occupations are found on pages 28 - 44, Lodging occupations on pages 45 - 68, Golf occupations on pages 96 - 113 and Wine Tasting occupations on pages 114 - 120. The restaurant segment (Food Services and Drinking Places - SIC 58) of the hospitality industry includes all types of food & drink-serving businesses from fast-food restaurants to formal dining establishments. This segment employs a high percentage of part-time workers. About 47 percent of jobs reported in this survey are part-time positions - more than twice the proportion for other industry segments. Part-time employees, such as waiters and waitresses, hosts and hostesses, and fast-food workers, may work 4-6 hours per day or fewer days per week. Full-time employees, such as managers and chefs, typically work longer hours - 12-hour days are common - and also may be on-call to work when needed.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Approximately 40 percent of the jobs at golf courses are part-time. Some establishments dramatically increase employment during the summer season. Workers are usually required to work weekends and holidays when golfing establishments are busiest. This industry has a wide variety of occupations. At most private facilities a Director of Golf manages the entire operation including food and beverage services, golf shop and the outside services for golf course and cart maintenance. Golf courses usually employ golf pros to give lessons, to organize tournaments and other special events. As most golf courses and country clubs have restaurants, jobs are available in food preparation and service occupations. There are also jobs in office and administrative support occupations. The larger establishments may also offer a wide range of jobs in management, marketing, and human resources. Landscapers and groundskeepers, known in the industry as greenskeepers, are found at every golf facility, usually under the supervision of a Superintendent of Golf who is specially trained in the areas of turfs, textures, landscaping, and irrigation of golf courses. Many establishments have a retail operation or pro shop, and employ retail salespersons. Golf courses frequently provide employees with complimentary golf play as scheduling permits.

69

96

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Director of Golf

Golf Industry

14 Firms responding with 14 FT Employees

G-11-1021.01

Overview

Description Oversees Golf Operations and Food and Beverage through Head Golf Professional and Food & Beverage Manager. Reports to top executive or General Manager. This position is classified as exempt by 100% of the respondents.

This section contains Golf occupations that are exclusive to this segment of the hospitality Industry. Lodging occupations are found on pages 45 - 68, Restaurant occupations on pages 69 - 95, and Wine Tasting occupations on pages 114 - 120. Entry Level Jobs Positions where at least 30% of the respondents do not require experience or specific vocational training are marked with an “ELJ” below and an “Entry Level Career Opportunity” banner in the lower right hand section of the occupation page.

Sample Tasks • Direct and coordinate activities concerned with the overall management of the golf course. • Manage staff, preparing work schedules and assigning specific duties. • Review financial statements, sales and activity reports, and other performance data to measure productivity and goal achievement and to determine areas needing cost reduction and program improvement. • Establish and implement departmental policies, goals, objectives, and procedures, conferring with board members, organization officials, and staff members as necessary. • Determine staffing requirements, and interview, hire and train new employees, or oversee personnel processes. • Oversee activities directly related to providing services. • Direct and coordinate organization’s financial and budget activities to fund operations, maximize investments, and increase efficiency. • Determine goods and services to be sold, and set prices based on forecasts of customer demand.

Wages

O*Net

Annual

Lowest

Highest

Average

$63,671

$98,761

Median

$65,000

$100,000

Range

$40k - 90k

$60k - 142.2k

11-1021 - General and Operations Managers

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 14% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

The following occupations are included in this section: Assistant Golf Course Superintendent Beverage Cart Attendant - ELJ Cart Washer/Mechanic - ELJ Director of Golf Equipment Mechanic First Assistant Golf Professional Golf Course Superintendent Greenskeeper I - ELJ Greenskeeper II Head Golf Professional Irrigation Technician Locker Room/Shoe Care - ELJ Marshall - ELJ Member Service Representative – Starter - ELJ Range Attendant - ELJ Retail Buyer – Golf Tournament/Groups Coordinator - ELJ

Director of Golf Administration Executive Director of Golf General Manager Manager/Head Golf Professional

Education and Experience Employers require advanced training in golf course management and many months of experience for this position. Most require an associate’s or bachelor’s degree. 100% of the responding employers required 12 - 120 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 0 Employers that reported difficulty in hiring for this position: 43%

100

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

97

Assistant Golf Course Superintendent 9 Firms responding with 16 FT, 1 PT Employees

Beverage Cart Attendant G-187.167-91

Description

9 Firms responding with 10 FT, 16 PT Employees

G-35-3041.01

Description

Operates all aspects of Golf Course Maintenance operation in the absence of Superintendent.

Provides limited drinks and snacks to golfers during golf play.

This position is classified as exempt by 89% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

NOTE: Some properties also have a Golf Course Foreman who reports to Assistant Golf Course Superintendent. Insufficient data were available for full reporting.

Sample Tasks Sample Tasks • Direct and participate in the maintenance and construction of golf course under supervision of superintendent. • Assist in planning, scheduling, and supervising maintenance of putting greens, tees, fairways, roughs, bunkers and associated support facilities. • Tour golf course to assure that work is assigned and in progress. • Assure compliance of safety procedures by golf course personnel with County, EPA and OSHA standards. • Calculate, calibrate, and apply chemicals and fertilizers. • Supervise training, disciplinary actions, and other personnel activities of golf course personnel. • Conduct monthly safety meetings. • Establish and maintain effective working relationships with other departments. • Oversee nightly irrigation schedules. • Instruct equipment operators in the safe, efficient operation and care of mowing and other equipment. • Maintain adequate supply of materials and resources needed for daily operation (i.e. sand, rain suits, protective clothing).

Wages Annual Average

Lowest $36,089

O*Net

Highest

11-9199.99 - Managers, All Other

DOT

187.167-114

Wages Hourly

Lowest

Highest

Average

$8.18

$9.38

Median

$7.00

$8.50

Range

$6.75 - 12.00

$7.00 - 12.55

Median

$39,200

$56,859

Range

$24.9k - 45k

$40k - 65k

Other Job Titles for this Position Assistant Superintendent

Additional income for this position was reported by 0% of employers.

Education and Experience Requires extensive knowledge of golf course operations and management. May require four year or two year turf degree in agronomy or related field. 100% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 2 Employers that reported difficulty in hiring for this position: 44%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

O*Net

35-3041.00 - Food Servers, Non-restaurant

Other Job Titles for this Position Bartender

$52,640

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

98

• Load food, beverages, condiments, and utensils on beverage carts. • Stock cart with items such as ice, napkins, and straws. • Deliver food and beverages to members and guests on the golf courses. • Prepare food items such as sandwiches, hot dogs, and beverages. • Accept payment from members and guests and provide correct change. • Confirm ID and age requirements of members and guests that purchase alcoholic beverages. • Maintain records of items sold and provide accounting reports as required. • Clean and sanitize utensils, equipment, and cart and preparation facilities as required.

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 67% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires excellent customer service skills and ability to drive beverage cart vehicle. Must be 21 years of age to serve alcoholic beverages. Most employers do not require prior experience or special training for this position. 11% of the responding employers required 6 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 6 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 11%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

99

Assistant Golf Course Superintendent 9 Firms responding with 16 FT, 1 PT Employees

Beverage Cart Attendant G-187.167-91

Description

9 Firms responding with 10 FT, 16 PT Employees

G-35-3041.01

Description

Operates all aspects of Golf Course Maintenance operation in the absence of Superintendent.

Provides limited drinks and snacks to golfers during golf play.

This position is classified as exempt by 89% of the respondents.

This position is classified as non-exempt by 100% of the respondents.

NOTE: Some properties also have a Golf Course Foreman who reports to Assistant Golf Course Superintendent. Insufficient data were available for full reporting.

Sample Tasks Sample Tasks • Direct and participate in the maintenance and construction of golf course under supervision of superintendent. • Assist in planning, scheduling, and supervising maintenance of putting greens, tees, fairways, roughs, bunkers and associated support facilities. • Tour golf course to assure that work is assigned and in progress. • Assure compliance of safety procedures by golf course personnel with County, EPA and OSHA standards. • Calculate, calibrate, and apply chemicals and fertilizers. • Supervise training, disciplinary actions, and other personnel activities of golf course personnel. • Conduct monthly safety meetings. • Establish and maintain effective working relationships with other departments. • Oversee nightly irrigation schedules. • Instruct equipment operators in the safe, efficient operation and care of mowing and other equipment. • Maintain adequate supply of materials and resources needed for daily operation (i.e. sand, rain suits, protective clothing).

Wages Annual Average

Lowest $36,089

O*Net

Highest

11-9199.99 - Managers, All Other

DOT

187.167-114

Wages Hourly

Lowest

Highest

Average

$8.18

$9.38

Median

$7.00

$8.50

Range

$6.75 - 12.00

$7.00 - 12.55

Median

$39,200

$56,859

Range

$24.9k - 45k

$40k - 65k

Other Job Titles for this Position Assistant Superintendent

Additional income for this position was reported by 0% of employers.

Education and Experience Requires extensive knowledge of golf course operations and management. May require four year or two year turf degree in agronomy or related field. 100% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 4 Employers expect to hire in the next 12 months: 2 Employers that reported difficulty in hiring for this position: 44%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

O*Net

35-3041.00 - Food Servers, Non-restaurant

Other Job Titles for this Position Bartender

$52,640

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

98

• Load food, beverages, condiments, and utensils on beverage carts. • Stock cart with items such as ice, napkins, and straws. • Deliver food and beverages to members and guests on the golf courses. • Prepare food items such as sandwiches, hot dogs, and beverages. • Accept payment from members and guests and provide correct change. • Confirm ID and age requirements of members and guests that purchase alcoholic beverages. • Maintain records of items sold and provide accounting reports as required. • Clean and sanitize utensils, equipment, and cart and preparation facilities as required.

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 67% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires excellent customer service skills and ability to drive beverage cart vehicle. Must be 21 years of age to serve alcoholic beverages. Most employers do not require prior experience or special training for this position. 11% of the responding employers required 6 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 6 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 11%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

99

Director of Golf

Golf Industry

14 Firms responding with 14 FT Employees

G-11-1021.01

Overview

Description Oversees Golf Operations and Food and Beverage through Head Golf Professional and Food & Beverage Manager. Reports to top executive or General Manager. This position is classified as exempt by 100% of the respondents.

This section contains Golf occupations that are exclusive to this segment of the hospitality Industry. Lodging occupations are found on pages 45 - 68, Restaurant occupations on pages 69 - 95, and Wine Tasting occupations on pages 114 - 120. Entry Level Jobs Positions where at least 30% of the respondents do not require experience or specific vocational training are marked with an “ELJ” below and an “Entry Level Career Opportunity” banner in the lower right hand section of the occupation page.

Sample Tasks • Direct and coordinate activities concerned with the overall management of the golf course. • Manage staff, preparing work schedules and assigning specific duties. • Review financial statements, sales and activity reports, and other performance data to measure productivity and goal achievement and to determine areas needing cost reduction and program improvement. • Establish and implement departmental policies, goals, objectives, and procedures, conferring with board members, organization officials, and staff members as necessary. • Determine staffing requirements, and interview, hire and train new employees, or oversee personnel processes. • Oversee activities directly related to providing services. • Direct and coordinate organization’s financial and budget activities to fund operations, maximize investments, and increase efficiency. • Determine goods and services to be sold, and set prices based on forecasts of customer demand.

Wages

O*Net

Annual

Lowest

Highest

Average

$63,671

$98,761

Median

$65,000

$100,000

Range

$40k - 90k

$60k - 142.2k

11-1021 - General and Operations Managers

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 14% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

The following occupations are included in this section: Assistant Golf Course Superintendent Beverage Cart Attendant - ELJ Cart Washer/Mechanic - ELJ Director of Golf Equipment Mechanic First Assistant Golf Professional Golf Course Superintendent Greenskeeper I - ELJ Greenskeeper II Head Golf Professional Irrigation Technician Locker Room/Shoe Care - ELJ Marshall - ELJ Member Service Representative – Starter - ELJ Range Attendant - ELJ Retail Buyer – Golf Tournament/Groups Coordinator - ELJ

Director of Golf Administration Executive Director of Golf General Manager Manager/Head Golf Professional

Education and Experience Employers require advanced training in golf course management and many months of experience for this position. Most require an associate’s or bachelor’s degree. 100% of the responding employers required 12 - 120 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 0 Employers that reported difficulty in hiring for this position: 43%

100

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

97

Greenskeeper I

Equipment Mechanic

13 Firms responding with 148 FT, 4 PT Employees

G-37-3011.05

Description

8 Firms responding with 20 FT Employees

G-49-3053.01

Description

Performs all golf course maintenance tasks in a manner which contributes to the highest standard of golf course maintenance. Assists in construction, general clean up, operation of motorized equipment and other duties as required by the Manager.

Responsible for ensuring that all powered and manually operated equipment used in golf course maintenance is safe and in effective working order.

This position is classified as non-exempt by 92% of the respondents.

This position is classified as non-exempt by 87% of the respondents. NOTE: Larger properties also employ Assistant Mechanic at ~13% lower wages

Sample Tasks

Sample Tasks

• Care for golf course turf, fairways, greens, tees and landscaping by mulching, aerating, weeding, grubbing and removing thatch, and trimming and edging around flower beds, walks, and walls. • Mix and spray or spread fertilizers, herbicides, or insecticides onto grass, shrubs, and trees, using hand or automatic sprayers or spreaders. • Mow and edge all areas using power mowers and edgers. • Plant seeds, bulbs, foliage, flowering plants, grass, ground covers, trees, and shrubs, and apply mulch for protection, using gardening tools. • Attach wires from planted trees to support stakes. • Decorate gardens with stones and plants. • Follow planned landscaping designs to determine where to lay sod, sow grass, or plant flowers and foliage. • Gather and remove litter. • Haul or spread topsoil, and spread straw over seeded soil to hold soil in place.

Wages Hourly

Lowest

Highest

Average

$9.83

$14.09

O*Net

Wages 37-3011.00 - Landscaping and Groundskeeping Workers

Other Job Titles for this Position

Median

$9.90

$13.50

Range

$7.50 - 12.60

$10.00 - 20.00

Maintenance

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 8% of employers.

Education and Experience Requires ability to understand and follow directions and a valid California driver’s license. Many employers require previous golf course maintenance experience.

62% of the responding employers required 6 - 36 months of prior experience for this position.

Supply & Demand

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

• Adjust points, valves, carburetors, distributors, and spark plug gaps, using feeler gauges. • Dismantle engines, using hand tools, and examine parts for defects. • Obtain problem descriptions from customers, and prepare cost estimates for repairs. • Perform routine maintenance such as cleaning and oiling parts, honing cylinders, and tuning ignition systems. • Reassemble engines after repair or maintenance work is complete. • Remove engines from equipment, and position and bolt engines to repair stands. • Repair and maintain gasoline engines used to power equipment such as portable saws, lawn mowers, generators, and compressors. • Repair or replace defective parts such as magnetos, water pumps, gears, pistons, and carburetors, using hand tools. • Replace motors. • Test and inspect engines to determine malfunctions, to locate missing and broken parts, and to verify repairs, using diagnostic instruments.

Employees hired in 12 months ending June 2005: 26 Employers expect to hire in the next 12 months: 27 Employers that reported difficulty in hiring for this position: 38%

Hourly

Lowest

Highest

Average

$14.50

$20.64

Median

$14.37

$20.00

Range

$10.00 - 18.85

$12.00 - 28.27

O*Net

49-3053.00 - Outdoor Power Equipment and Other Small Engine Mechanics

Other Job Titles for this Position Mechanic

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 13% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience A high school diploma or GED and previous work-related skill, knowledge, or experience is usually required for this occupation. Most employers will require specific vocational training. 100% of the responding employers required 12 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 75%

Entry-level career opportunity!!!

104

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 101

First Assistant Golf Professional 9 Firms responding with 19 FT Employees

Golf Course Superintendent G-39-1021

Description

G-187.167

Description

Oversees Outside Services and supervises staff. Works in golf shop as needed. Gives golf lessons. Reports to Head Golf Professional.

Manage, supervise and delegate the maintenance of the golf course, practice areas and club house facilities in order to maintain the highest standards of excellence.

This position is classified as non-exempt by 56% of the respondents.

This position is classified as exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Analyze and record personnel and operational data, and write related activity reports. • Apply customer/guest feedback to service improvement efforts. • Assign work schedules, following work requirements, to ensure quality and timely delivery of service. • Direct and coordinate the activities of workers such as marshals and member service representatives. • Inspect work areas and operating equipment to ensure conformance to established standards in areas such as cleanliness and maintenance. • Meet with managers and other supervisors to stay informed of changes affecting operations. • Observe and evaluate workers’ appearance and performance to ensure quality service and compliance with specifications. • Recruit and hire staff members. • Requisition necessary supplies, equipment, and services. • Resolve customer complaints regarding worker performance and services rendered.

Hourly

Lowest

• Manage all personnel, programs, equipment and facilities. • Recruit, interview, hire, train, direct, review and communicate with personnel. • Prioritize projects. • Plan and delegate assignments to staff. • Interact with outside contractors, vendors, visitors, County and State agencies. • Maintain records of all work undertaken by Maintenance, as well as plans, “specs,” blueprints and drawings. • Assist with preparation of projected capital and operating budgets. • Develop and administer horticultural programs for course surfaces, trees and surrounding areas. • Track and maintain expense records for course equipment, supplies and labor, as well as current inventory of equipment, maintenance schedules and replacement needs. • Ensure that all equipment is used safely and correctly, and not abused.

Wages

Wages

O*Net

Highest

39-1021.00 - First-Line Supervisors/Managers of Personal Service Workers

Average

$13.81

$20.51

Median

$11.54

$23.25

Other Job Titles for this Position

Range

$9.00 - 21.63

$11.00 - 28.85

Assistant Golf Starter Manager

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 44% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

102

13 Firms responding with 17 FT Employees

Education and Experience Requires extensive knowledge of golf course management, supervisory skills and ability to teach golf fundamentals. May require an associate’s or bachelor’s degree. 100% of the responding employers required 6 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 3 Employers expect to hire in the next 12 months: 4 Employers that reported difficulty in hiring for this position: 56%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Annual

Lowest

Highest

Average

$58,691

$85,320

Median

$50,000

$80,000

Range

$35k - 110k

$50k - 120k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 8% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

11-9199.99 - Managers, All Other

DOT 187.167-114 Manager, Golf Club

Other Job Titles for this Position Superintendent

Education and Experience Employers usually require a bachelor’s degree with a specialty in agronomy, horticulture, plant and soil sciences or equivalent . May also require certification in pesticide usage and computer literacy with some experience in working with golf and grounds management software packages. 100% of the responding employers required 12 - 120 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 54%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

103

First Assistant Golf Professional 9 Firms responding with 19 FT Employees

Golf Course Superintendent G-39-1021

Description

G-187.167

Description

Oversees Outside Services and supervises staff. Works in golf shop as needed. Gives golf lessons. Reports to Head Golf Professional.

Manage, supervise and delegate the maintenance of the golf course, practice areas and club house facilities in order to maintain the highest standards of excellence.

This position is classified as non-exempt by 56% of the respondents.

This position is classified as exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Analyze and record personnel and operational data, and write related activity reports. • Apply customer/guest feedback to service improvement efforts. • Assign work schedules, following work requirements, to ensure quality and timely delivery of service. • Direct and coordinate the activities of workers such as marshals and member service representatives. • Inspect work areas and operating equipment to ensure conformance to established standards in areas such as cleanliness and maintenance. • Meet with managers and other supervisors to stay informed of changes affecting operations. • Observe and evaluate workers’ appearance and performance to ensure quality service and compliance with specifications. • Recruit and hire staff members. • Requisition necessary supplies, equipment, and services. • Resolve customer complaints regarding worker performance and services rendered.

Hourly

Lowest

• Manage all personnel, programs, equipment and facilities. • Recruit, interview, hire, train, direct, review and communicate with personnel. • Prioritize projects. • Plan and delegate assignments to staff. • Interact with outside contractors, vendors, visitors, County and State agencies. • Maintain records of all work undertaken by Maintenance, as well as plans, “specs,” blueprints and drawings. • Assist with preparation of projected capital and operating budgets. • Develop and administer horticultural programs for course surfaces, trees and surrounding areas. • Track and maintain expense records for course equipment, supplies and labor, as well as current inventory of equipment, maintenance schedules and replacement needs. • Ensure that all equipment is used safely and correctly, and not abused.

Wages

Wages

O*Net

Highest

39-1021.00 - First-Line Supervisors/Managers of Personal Service Workers

Average

$13.81

$20.51

Median

$11.54

$23.25

Other Job Titles for this Position

Range

$9.00 - 21.63

$11.00 - 28.85

Assistant Golf Starter Manager

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 44% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

102

13 Firms responding with 17 FT Employees

Education and Experience Requires extensive knowledge of golf course management, supervisory skills and ability to teach golf fundamentals. May require an associate’s or bachelor’s degree. 100% of the responding employers required 6 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 3 Employers expect to hire in the next 12 months: 4 Employers that reported difficulty in hiring for this position: 56%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Annual

Lowest

Highest

Average

$58,691

$85,320

Median

$50,000

$80,000

Range

$35k - 110k

$50k - 120k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 8% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

11-9199.99 - Managers, All Other

DOT 187.167-114 Manager, Golf Club

Other Job Titles for this Position Superintendent

Education and Experience Employers usually require a bachelor’s degree with a specialty in agronomy, horticulture, plant and soil sciences or equivalent . May also require certification in pesticide usage and computer literacy with some experience in working with golf and grounds management software packages. 100% of the responding employers required 12 - 120 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 54%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

103

Greenskeeper I

Equipment Mechanic

13 Firms responding with 148 FT, 4 PT Employees

G-37-3011.05

Description

8 Firms responding with 20 FT Employees

G-49-3053.01

Description

Performs all golf course maintenance tasks in a manner which contributes to the highest standard of golf course maintenance. Assists in construction, general clean up, operation of motorized equipment and other duties as required by the Manager.

Responsible for ensuring that all powered and manually operated equipment used in golf course maintenance is safe and in effective working order.

This position is classified as non-exempt by 92% of the respondents.

This position is classified as non-exempt by 87% of the respondents. NOTE: Larger properties also employ Assistant Mechanic at ~13% lower wages

Sample Tasks

Sample Tasks

• Care for golf course turf, fairways, greens, tees and landscaping by mulching, aerating, weeding, grubbing and removing thatch, and trimming and edging around flower beds, walks, and walls. • Mix and spray or spread fertilizers, herbicides, or insecticides onto grass, shrubs, and trees, using hand or automatic sprayers or spreaders. • Mow and edge all areas using power mowers and edgers. • Plant seeds, bulbs, foliage, flowering plants, grass, ground covers, trees, and shrubs, and apply mulch for protection, using gardening tools. • Attach wires from planted trees to support stakes. • Decorate gardens with stones and plants. • Follow planned landscaping designs to determine where to lay sod, sow grass, or plant flowers and foliage. • Gather and remove litter. • Haul or spread topsoil, and spread straw over seeded soil to hold soil in place.

Wages Hourly

Lowest

Highest

Average

$9.83

$14.09

O*Net

Wages 37-3011.00 - Landscaping and Groundskeeping Workers

Other Job Titles for this Position

Median

$9.90

$13.50

Range

$7.50 - 12.60

$10.00 - 20.00

Maintenance

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 8% of employers.

Education and Experience Requires ability to understand and follow directions and a valid California driver’s license. Many employers require previous golf course maintenance experience.

62% of the responding employers required 6 - 36 months of prior experience for this position.

Supply & Demand

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

• Adjust points, valves, carburetors, distributors, and spark plug gaps, using feeler gauges. • Dismantle engines, using hand tools, and examine parts for defects. • Obtain problem descriptions from customers, and prepare cost estimates for repairs. • Perform routine maintenance such as cleaning and oiling parts, honing cylinders, and tuning ignition systems. • Reassemble engines after repair or maintenance work is complete. • Remove engines from equipment, and position and bolt engines to repair stands. • Repair and maintain gasoline engines used to power equipment such as portable saws, lawn mowers, generators, and compressors. • Repair or replace defective parts such as magnetos, water pumps, gears, pistons, and carburetors, using hand tools. • Replace motors. • Test and inspect engines to determine malfunctions, to locate missing and broken parts, and to verify repairs, using diagnostic instruments.

Employees hired in 12 months ending June 2005: 26 Employers expect to hire in the next 12 months: 27 Employers that reported difficulty in hiring for this position: 38%

Hourly

Lowest

Highest

Average

$14.50

$20.64

Median

$14.37

$20.00

Range

$10.00 - 18.85

$12.00 - 28.27

O*Net

49-3053.00 - Outdoor Power Equipment and Other Small Engine Mechanics

Other Job Titles for this Position Mechanic

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 13% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience A high school diploma or GED and previous work-related skill, knowledge, or experience is usually required for this occupation. Most employers will require specific vocational training. 100% of the responding employers required 12 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 75%

Entry-level career opportunity!!!

104

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 101

Locker Room/Shoe Care

Greenskeeper– II

5 Firms responding with 9 FT Employees

G-788.687

Description

5 Firms responding with 63 FT Employees

G-37-3011.06

Description

Provides all member and guest related services associated with the Men’s or Ladies Locker Room. This position is classified as non-exempt by 100% of the respondents.

Journeyman Greenskeeper. Performs all golf course maintenance tasks in a manner which contributes to the highest standard of golf course maintenance. Assists in construction, general clean up, operation of motorized equipment and other duties as required by the Manager. NOTE: Several properties also have Greenskeeper III positions at ~10% higher wages. Both positions are classified as non-exempt by 100% of the respondents.

Sample Tasks • Assign dressing room facilities, locker space, or clothing containers to members and guests. • Answer customer inquiries and explain availability, policies, and procedures of facilities. • Check supplies to ensure adequate availability, and order new supplies when necessary. • Refer guest problems or complaints to supervisors. • Clean and polish footwear, using brushes, sponges, cleaning fluid, polishes, waxes, liquid or sole dressing, and daubers. • Report and document safety hazards, potentially hazardous conditions, and unsafe practices and procedures. • Monitor patrons’ facility use in order to ensure that rules and regulations are followed, and safety and order are maintained. • Procure beverages, food, and other items as requested. • Activate emergency action plans and administer first aid, as necessary.

Wages

O*Net

Hourly

Lowest

Highest

Average

$8.73

$12.51

Median

$8.89

$12.28

Range

$6.75 - 11.00

$10.00 - 15.50

39-3093.00 - Locker Room, Coat room, and Dressing Room Attendants

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 20% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

• Care for golf course turf, fairways, greens, tees and landscaping by mulching, aerating, weeding, grubbing and removing thatch, and trimming and edging around flower beds, walks, and walls. • Mix and spray or spread fertilizers, herbicides, or insecticides onto grass, shrubs, and trees, using hand or automatic sprayers or spreaders. • Mow and edge all areas using power mowers and edgers. • Plant seeds, bulbs, foliage, flowering plants, grass, ground covers, trees, and shrubs, and apply mulch for protection, using gardening tools. • Attach wires from planted trees to support stakes. • Decorate gardens with stones and plants. • Follow planned landscaping designs to determine where to lay sod, sow grass, or plant flowers and foliage. • Gather and remove litter. • Haul or spread topsoil, and spread straw over seeded soil to hold soil in place.

Wages Hourly

Lowest

Highest

Locker Attendant

Average

$12.06

$17.92

Education and Experience

Median

$10.83

$14.47

Range

$10.00 - 14.42

$11.50 - 31.25

Requires excellent customer service and English language skills. May require first aid training. 60% of the responding employers required 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 0 Employers expect to hire in the next 12 months: 2 Employers that reported difficulty in hiring for this position: 0%

Entry-level career opportunity!!!

108

Sample Tasks

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

O*Net

37-3011.00 - Landscaping and Groundskeeping Workers

Other Job Titles for this Position Maintenance Superintendent/Maintenance

Education and Experience Requires ability to understand and follow directions, previous golf course maintenance experience, and a valid California driver’s license.

100% of the responding employers required 6 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 6 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 40%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 105

Head Golf Professional

Irrigation Technician

6 Firms responding with 9 FT Employees

G-41-1011-99

Description

8 Firms responding with 11 FT Employees

G-37-3011.04

Description

Oversees golf shop and outside services including merchandising, marketing and budget preparation. Gives golf lessons. Reports to Director of Golf or General Manager.

For golf properties - monitors, repairs and upgrades all irrigation systems to maintain superior turf conditions of the tees, fairways, roughs, greens and surrounding foliaged areas of the golf course. For other employers, monitors, repairs and upgrades all irrigation systems to maintain vineyards or landscaping in premium condition.

This position is classified as exempt by 100% of the respondents. This position is classified as non-exempt by 75% of the respondents. NOTE: Other employers that use this occupation are non-golfing resorts and wine grape producers.

Sample Tasks • Provide customer service by greeting and assisting customers, and responding to customer inquiries and complaints. • Monitor sales activities to ensure that customers receive satisfactory service and quality goods. • Assign employees to specific duties. • Direct and supervise employees engaged in sales, outside services, inventory-taking, reconciling cash receipts, or in performing services for customers. • Inventory stock and reorder when inventory drops to a specified level. • Keep records of purchases, sales, and requisitions. • Enforce safety, health, and security rules. • Examine products purchased for resale or received for storage to assess the condition of each product or item. • Hire, train, and evaluate personnel in sales or outside services, promoting or firing workers when appropriate. • Perform work activities of subordinates, such as cleaning and organizing shelves and displays and selling merchandise, as required.

Sample Tasks • Install, monitor, maintain and repair irrigation and sprinkler systems. • Align and position hoses, tubing and/or pipes to prepare them for welding or sealing. • Connect hoses, tubing and/or pipe pieces and seal joints, using appropriate materials. • Cover hoses, tubing and/or pipes with earth or other materials as required. • Maintain irrigation systems, including winterizing the systems and starting them up in spring. • Coordinate care and maintenance of golf course, vineyard and/or landscaping to insure superior care of turfs, fairways, greens, tees, vines, landscaping and foliage.

Wages Wages Annual

Lowest

Highest

Average

$45,657

$66,972

Median

$42,500

$65,000

Range

$25k - 80k

$45k - 90k

O*Net

Other Job Titles for this Position Director Head Pro

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 50% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

106

41-1011.00 - First-Line Supervisors/Managers of Retail Sales Workers

Education and Experience Employers require advanced training and many months of experience in golf course management for this position. May require an associate’s or bachelor’s degree. 100% of the responding employers required 12 - 96 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 50%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

O*Net 47-2151.00 - Pipelayers 37-3011.00 - Landscaping and Groundskeeping Workers

Hourly

Lowest

Highest

Average

$14.53

$19.55

Median

$14.50

$19.00

Other Job Titles for this Position

Range

$12.00 - 17.30

$15.50 - 25.96

Foreman

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

Education and Experience Employers require specialized knowledge in the installation, maintenance and repair of large-scale irrigation systems used to maintain landscaping or golf courses. May also require knowledge of the hydroponic needs of a wide-variety of trees and plants. 100% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 63%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 107

Head Golf Professional

Irrigation Technician

6 Firms responding with 9 FT Employees

G-41-1011-99

Description

8 Firms responding with 11 FT Employees

G-37-3011.04

Description

Oversees golf shop and outside services including merchandising, marketing and budget preparation. Gives golf lessons. Reports to Director of Golf or General Manager.

For golf properties - monitors, repairs and upgrades all irrigation systems to maintain superior turf conditions of the tees, fairways, roughs, greens and surrounding foliaged areas of the golf course. For other employers, monitors, repairs and upgrades all irrigation systems to maintain vineyards or landscaping in premium condition.

This position is classified as exempt by 100% of the respondents. This position is classified as non-exempt by 75% of the respondents. NOTE: Other employers that use this occupation are non-golfing resorts and wine grape producers.

Sample Tasks • Provide customer service by greeting and assisting customers, and responding to customer inquiries and complaints. • Monitor sales activities to ensure that customers receive satisfactory service and quality goods. • Assign employees to specific duties. • Direct and supervise employees engaged in sales, outside services, inventory-taking, reconciling cash receipts, or in performing services for customers. • Inventory stock and reorder when inventory drops to a specified level. • Keep records of purchases, sales, and requisitions. • Enforce safety, health, and security rules. • Examine products purchased for resale or received for storage to assess the condition of each product or item. • Hire, train, and evaluate personnel in sales or outside services, promoting or firing workers when appropriate. • Perform work activities of subordinates, such as cleaning and organizing shelves and displays and selling merchandise, as required.

Sample Tasks • Install, monitor, maintain and repair irrigation and sprinkler systems. • Align and position hoses, tubing and/or pipes to prepare them for welding or sealing. • Connect hoses, tubing and/or pipe pieces and seal joints, using appropriate materials. • Cover hoses, tubing and/or pipes with earth or other materials as required. • Maintain irrigation systems, including winterizing the systems and starting them up in spring. • Coordinate care and maintenance of golf course, vineyard and/or landscaping to insure superior care of turfs, fairways, greens, tees, vines, landscaping and foliage.

Wages Wages Annual

Lowest

Highest

Average

$45,657

$66,972

Median

$42,500

$65,000

Range

$25k - 80k

$45k - 90k

O*Net

Other Job Titles for this Position Director Head Pro

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 50% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

106

41-1011.00 - First-Line Supervisors/Managers of Retail Sales Workers

Education and Experience Employers require advanced training and many months of experience in golf course management for this position. May require an associate’s or bachelor’s degree. 100% of the responding employers required 12 - 96 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 50%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

O*Net 47-2151.00 - Pipelayers 37-3011.00 - Landscaping and Groundskeeping Workers

Hourly

Lowest

Highest

Average

$14.53

$19.55

Median

$14.50

$19.00

Other Job Titles for this Position

Range

$12.00 - 17.30

$15.50 - 25.96

Foreman

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

Education and Experience Employers require specialized knowledge in the installation, maintenance and repair of large-scale irrigation systems used to maintain landscaping or golf courses. May also require knowledge of the hydroponic needs of a wide-variety of trees and plants. 100% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 63%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 107

Locker Room/Shoe Care

Greenskeeper– II

5 Firms responding with 9 FT Employees

G-788.687

Description

5 Firms responding with 63 FT Employees

G-37-3011.06

Description

Provides all member and guest related services associated with the Men’s or Ladies Locker Room. This position is classified as non-exempt by 100% of the respondents.

Journeyman Greenskeeper. Performs all golf course maintenance tasks in a manner which contributes to the highest standard of golf course maintenance. Assists in construction, general clean up, operation of motorized equipment and other duties as required by the Manager. NOTE: Several properties also have Greenskeeper III positions at ~10% higher wages. Both positions are classified as non-exempt by 100% of the respondents.

Sample Tasks • Assign dressing room facilities, locker space, or clothing containers to members and guests. • Answer customer inquiries and explain availability, policies, and procedures of facilities. • Check supplies to ensure adequate availability, and order new supplies when necessary. • Refer guest problems or complaints to supervisors. • Clean and polish footwear, using brushes, sponges, cleaning fluid, polishes, waxes, liquid or sole dressing, and daubers. • Report and document safety hazards, potentially hazardous conditions, and unsafe practices and procedures. • Monitor patrons’ facility use in order to ensure that rules and regulations are followed, and safety and order are maintained. • Procure beverages, food, and other items as requested. • Activate emergency action plans and administer first aid, as necessary.

Wages

O*Net

Hourly

Lowest

Highest

Average

$8.73

$12.51

Median

$8.89

$12.28

Range

$6.75 - 11.00

$10.00 - 15.50

39-3093.00 - Locker Room, Coat room, and Dressing Room Attendants

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 20% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

• Care for golf course turf, fairways, greens, tees and landscaping by mulching, aerating, weeding, grubbing and removing thatch, and trimming and edging around flower beds, walks, and walls. • Mix and spray or spread fertilizers, herbicides, or insecticides onto grass, shrubs, and trees, using hand or automatic sprayers or spreaders. • Mow and edge all areas using power mowers and edgers. • Plant seeds, bulbs, foliage, flowering plants, grass, ground covers, trees, and shrubs, and apply mulch for protection, using gardening tools. • Attach wires from planted trees to support stakes. • Decorate gardens with stones and plants. • Follow planned landscaping designs to determine where to lay sod, sow grass, or plant flowers and foliage. • Gather and remove litter. • Haul or spread topsoil, and spread straw over seeded soil to hold soil in place.

Wages Hourly

Lowest

Highest

Locker Attendant

Average

$12.06

$17.92

Education and Experience

Median

$10.83

$14.47

Range

$10.00 - 14.42

$11.50 - 31.25

Requires excellent customer service and English language skills. May require first aid training. 60% of the responding employers required 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 0 Employers expect to hire in the next 12 months: 2 Employers that reported difficulty in hiring for this position: 0%

Entry-level career opportunity!!!

108

Sample Tasks

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 0% of employers.

O*Net

37-3011.00 - Landscaping and Groundskeeping Workers

Other Job Titles for this Position Maintenance Superintendent/Maintenance

Education and Experience Requires ability to understand and follow directions, previous golf course maintenance experience, and a valid California driver’s license.

100% of the responding employers required 6 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 6 Employers expect to hire in the next 12 months: 5 Employers that reported difficulty in hiring for this position: 40%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 105

Retail Buyer - Golf

Marshall

6 Firms responding with 16 FT, 1 PT Employees

G-13-1022.01

Description

9 Firms responding with 23 FT, 43 PT Employees

G-379.667

Description

Responsible for purchasing physical inventory for golf shop. Responsible for receiving and tagging merchandise. Displays and sells merchandise on sales floor. Establishes and maintains relations with vendors. Reports to Head Golf Professional.

Acts as starter on the first tee and monitors pace of play on the golf course. This position is classified as non-exempt by 100% of the respondents.

This position is classified as exempt by 50% of the respondents.

Sample Tasks Sample Tasks • Examine, select, order, and purchase at the most favorable price merchandise consistent with quality, quantity, specification requirements and other factors. • Negotiate prices, discount terms and transportation arrangements for merchandise. • Analyze and monitor sales records, trends and economic conditions to anticipate consumer buying patterns and determine what the company will sell and how much inventory is needed. • Interview and work closely with vendors to obtain and develop desired products. • Authorize payment of invoices or return of merchandise. • Inspect merchandise or products to determine value or yield. • Set or recommend mark-up rates, mark-down rates, and selling prices for merchandise. • Confer with sales and purchasing personnel to obtain information about customer needs and preferences. • Consult with store or merchandise managers about budget and goods to be purchased. • Conduct staff meetings with sales personnel to introduce new merchandise.

Wages Hourly

Lowest

Average

$14.53

$21.24

Median

$14.42

$20.50

Range

O*Net

Highest

Other Job Titles for this Position Buyer

$10.00 - 19.09

$16.00 - 28.85

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 80% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

112

13-1022.00 - Wholesale and Retail Buyers, Except Farm Products

Education and Experience Employers require advanced vocational training and many months of experience for this position. Most require an associate’s or bachelor’s degree. 100% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 6 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 60%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

• Provide information about facilities, play options, and rules and regulations. • Ensure that all players have paid greens and cart fees. • Coordinate tee time schedules for player groups with Pro Shop attendants. • Record details of attendance, reservations, and start times. • Monitor activities to ensure adherence to rules and safety procedures, and promote even pace of golf group play. • Keep informed of shut-down and emergency evacuation procedures. • Operate golf carts on the course to ensure personal and player safety and to least disrupt players’ enjoyment. • Assist with the prompt replacement and removal of defective carts. • Promptly report maintenance, safety, course intrusions, or other problems to supervisor.

Wages Hourly

Lowest

Highest

Average

$7.70

$9.90

Median

$7.50

$9.00

Range

$6.75 - 9.00

$7.00 - 12.55

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 11% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

39-3091.00 - Amusement and Recreation Attendants

Other Job Titles for this Position Ambassador Outside Service Security - Marshall

Education and Experience Requires excellent customer service skills. Most employers do not require prior experience or special training for this position. 22% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 15 Employers expect to hire in the next 12 months: 14 Employers that reported difficulty in hiring for this position: 22%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 109

Member Service Representative – Starter 5 Firms responding with 30 FT, 21 PT Employees

Range Attendant G-341.367

Description

10 Firms responding with 12 FT, 39 PT Employees

G-341-693

Description

Greets members/guests/golfers, provides golf carts, and assists with bags and pull carts. May act as starter on the first tee.

Responsible for all range balls being picked up on a daily basis. If facility has a storage program, cleans member’s bags and places in appropriate storage area.

This position is classified as non-exempt by 100% of the respondents. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Provide information about facilities, options, rules and regulations. • Record details of attendance, sales, receipts, reservations, and repair activities. • Monitor activities to ensure adherence to rules and safety procedures. • Keep informed of shut-down and emergency evacuation procedures. • Inspect equipment to detect wear and damage and report to supervisor or as instructed.

Wages

O*Net

Hourly

Lowest

Highest

Average

$8.31

$10.34

Median

$7.54

$10.21

Range

$7.00 - 10.00

$8.00 - 13.00

39-3091.00 - Amusement and Recreation Attendants

DOT 341-367 - Recreation Facility Attendant

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 40% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Golf Customer Service Representative Outside Services

Education and Experience Requires excellent customer service skills and knowledge of golf rules and regulations. 40% of the responding employers required 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 19 Employers expect to hire in the next 12 months: 4 Employers that reported difficulty in hiring for this position: 20%

Entry-level career opportunity!!!

110

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

• Collect golf balls from range areas and refill golf ball dispensing machines. • Maintain highest standards of safety while working on or near driving ranges. • Keep informed of shut-down and emergency evacuation procedures. • Clean sporting equipment such as golf balls, members’ bags, and vehicles used in collecting golf balls. • Inspect equipment used to collect, store and dispense golf balls to detect wear and damage and perform minor repairs, adjustments and maintenance tasks such as oiling parts. • Provide information about facilities, entertainment options, and rules and regulations as requested.

Wages

O*Net

39-3091.00 - Amusement and Recreation Attendants DOT 341-683-010 Golf Range Attendant

Hourly

Lowest

Highest

Average

$7.55

$9.30

Median

$7.25

$8.50

Other Job Titles for this Position

Range

$6.75 - 10.00

$7.00 - 15.00

Customer Service Attendants

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 30% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires good customer service skills and ability to operate a range vehicle. Most employers do not require prior experience or special training for this position. 30% of the responding employers required 3 - 6 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 19 Employers expect to hire in the next 12 months: 11 Employers that reported difficulty in hiring for this position: 30%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 111

Member Service Representative – Starter 5 Firms responding with 30 FT, 21 PT Employees

Range Attendant G-341.367

Description

10 Firms responding with 12 FT, 39 PT Employees

G-341-693

Description

Greets members/guests/golfers, provides golf carts, and assists with bags and pull carts. May act as starter on the first tee.

Responsible for all range balls being picked up on a daily basis. If facility has a storage program, cleans member’s bags and places in appropriate storage area.

This position is classified as non-exempt by 100% of the respondents. This position is classified as non-exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Provide information about facilities, options, rules and regulations. • Record details of attendance, sales, receipts, reservations, and repair activities. • Monitor activities to ensure adherence to rules and safety procedures. • Keep informed of shut-down and emergency evacuation procedures. • Inspect equipment to detect wear and damage and report to supervisor or as instructed.

Wages

O*Net

Hourly

Lowest

Highest

Average

$8.31

$10.34

Median

$7.54

$10.21

Range

$7.00 - 10.00

$8.00 - 13.00

39-3091.00 - Amusement and Recreation Attendants

DOT 341-367 - Recreation Facility Attendant

Other Job Titles for this Position

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 40% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Golf Customer Service Representative Outside Services

Education and Experience Requires excellent customer service skills and knowledge of golf rules and regulations. 40% of the responding employers required 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 19 Employers expect to hire in the next 12 months: 4 Employers that reported difficulty in hiring for this position: 20%

Entry-level career opportunity!!!

110

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

• Collect golf balls from range areas and refill golf ball dispensing machines. • Maintain highest standards of safety while working on or near driving ranges. • Keep informed of shut-down and emergency evacuation procedures. • Clean sporting equipment such as golf balls, members’ bags, and vehicles used in collecting golf balls. • Inspect equipment used to collect, store and dispense golf balls to detect wear and damage and perform minor repairs, adjustments and maintenance tasks such as oiling parts. • Provide information about facilities, entertainment options, and rules and regulations as requested.

Wages

O*Net

39-3091.00 - Amusement and Recreation Attendants DOT 341-683-010 Golf Range Attendant

Hourly

Lowest

Highest

Average

$7.55

$9.30

Median

$7.25

$8.50

Other Job Titles for this Position

Range

$6.75 - 10.00

$7.00 - 15.00

Customer Service Attendants

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 30% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience Requires good customer service skills and ability to operate a range vehicle. Most employers do not require prior experience or special training for this position. 30% of the responding employers required 3 - 6 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 19 Employers expect to hire in the next 12 months: 11 Employers that reported difficulty in hiring for this position: 30%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 111

Retail Buyer - Golf

Marshall

6 Firms responding with 16 FT, 1 PT Employees

G-13-1022.01

Description

9 Firms responding with 23 FT, 43 PT Employees

G-379.667

Description

Responsible for purchasing physical inventory for golf shop. Responsible for receiving and tagging merchandise. Displays and sells merchandise on sales floor. Establishes and maintains relations with vendors. Reports to Head Golf Professional.

Acts as starter on the first tee and monitors pace of play on the golf course. This position is classified as non-exempt by 100% of the respondents.

This position is classified as exempt by 50% of the respondents.

Sample Tasks Sample Tasks • Examine, select, order, and purchase at the most favorable price merchandise consistent with quality, quantity, specification requirements and other factors. • Negotiate prices, discount terms and transportation arrangements for merchandise. • Analyze and monitor sales records, trends and economic conditions to anticipate consumer buying patterns and determine what the company will sell and how much inventory is needed. • Interview and work closely with vendors to obtain and develop desired products. • Authorize payment of invoices or return of merchandise. • Inspect merchandise or products to determine value or yield. • Set or recommend mark-up rates, mark-down rates, and selling prices for merchandise. • Confer with sales and purchasing personnel to obtain information about customer needs and preferences. • Consult with store or merchandise managers about budget and goods to be purchased. • Conduct staff meetings with sales personnel to introduce new merchandise.

Wages Hourly

Lowest

Average

$14.53

$21.24

Median

$14.42

$20.50

Range

O*Net

Highest

Other Job Titles for this Position Buyer

$10.00 - 19.09

$16.00 - 28.85

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 80% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

112

13-1022.00 - Wholesale and Retail Buyers, Except Farm Products

Education and Experience Employers require advanced vocational training and many months of experience for this position. Most require an associate’s or bachelor’s degree. 100% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 6 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 60%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

• Provide information about facilities, play options, and rules and regulations. • Ensure that all players have paid greens and cart fees. • Coordinate tee time schedules for player groups with Pro Shop attendants. • Record details of attendance, reservations, and start times. • Monitor activities to ensure adherence to rules and safety procedures, and promote even pace of golf group play. • Keep informed of shut-down and emergency evacuation procedures. • Operate golf carts on the course to ensure personal and player safety and to least disrupt players’ enjoyment. • Assist with the prompt replacement and removal of defective carts. • Promptly report maintenance, safety, course intrusions, or other problems to supervisor.

Wages Hourly

Lowest

Highest

Average

$7.70

$9.90

Median

$7.50

$9.00

Range

$6.75 - 9.00

$7.00 - 12.55

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 11% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

39-3091.00 - Amusement and Recreation Attendants

Other Job Titles for this Position Ambassador Outside Service Security - Marshall

Education and Experience Requires excellent customer service skills. Most employers do not require prior experience or special training for this position. 22% of the responding employers required 6 - 12 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 15 Employers expect to hire in the next 12 months: 14 Employers that reported difficulty in hiring for this position: 22%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 109

Manager, Wine Collector Program 4 Firms responding with 4 FT Employees

Tournament/Groups Coordinator W-11-2022.02

Description

6 Firms responding with 13 FT Employees

G-13-1121

Description

Plans, organizes, directs and controls the sales and budget plans for the Wine Collector program. Manages order processing, accounts receivable, accounts payable, customer concerns, mailing lists and all shipping for customers. Manages promotional and marketing programs and prepare monthly newsletter and promotional materials for enclosure in shipments. Monitors administrative reporting including sales summaries, bank reconciliations, and customer change reports.

Assists groups of 12 or more with group tee times, tournaments, tee prizes, and food and beverage needs. Reports to Director of Golf or General Manager. This position is classified as non-exempt by 83% of the respondents.

This position is classified as exempt by 25% of the respondents.

Sample Tasks Sample Tasks • Manage order processing, accounts receivable, accounts payable, customer concerns, mailing lists and all shipping for customers. • Confer with top administration to determine which vintages will be offered to members for each promotional period. • Manage promotional and marketing programs. • Prepare monthly newsletter and promotional materials for enclosure in shipments. • Monitor administrative reporting including sales summaries, bank reconciliations, and customer change reports. • Represent company at trade association meetings to promote products. • Resolve customer complaints regarding Wine Collector program.

Wages

O*Net

Annual

Lowest

Highest

Average

$25,167

$44,450

Median

$25,000

$40,800

Range

$20.8k - 29.7k

$31.2k - 65k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 50% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

116

11-2022.00 - Sales Managers

• Consult with customers in order to determine objectives and requirements for events such as meetings, conferences, and conventions. • Monitor event activities in order to ensure compliance with applicable regulations and laws, satisfaction of participants, and resolution of any problems that arise. • Confer with staff at a chosen event site in order to coordinate details. • Review event bills for accuracy, and approve payment. • Plan and develop programs, agendas, budgets, and services according to customer requirements. • Coordinate services for events, such as accommodation and transportation for participants, facilities, catering, signage, displays, special needs requirements, printing and event security. • Inspect event facilities in order to ensure that they conform to customer requirements. • Maintain records of event aspects, including financial details. • Conduct post-event evaluations in order to determine how future events could be improved.

Wages

O*Net

13-1121.00 - Meeting and Convention Planners

Hourly

Lowest

Highest

Other Job Titles for this Position

Average

$14.25

$20.38

Other Job Titles for this Position

Wine Director

Median

$13.05

$18.09

Group Coordinator

Education and Experience

Range

$9.00 - 24.00

$13.50 - 35.00

Education and Experience

Requires excellent customer service skills and extensive knowledge of the wine industry. Employers may also require specific vocational training or an associate’s degree. Some may require a bachelor’s degree. 100% of the responding employers required 36 - 48 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 50%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 33% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Requires excellent customer service and orgaizational skills. Must be familiar with golf equipment and rules and regulations of the game. 67% of the responding employers required 12 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 3 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 33%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 113

Wine Tasting Industry Overview

Photo: Courtesy of the Monterey County Convention and Visitors Bureau

Wine Tasting is a segment of the wine making industry (SIC 2084), which is reported with agriculture rather than tourism. It is one of the oldest industries known to civilization and dates back to at least 3500 BC when vineyards were cultivated and wines were made in Mesopotamia. Over 200 years ago, during Spanish rule in California, the Franciscan missionaries planted the first wine grapes in the region near the Soledad Mission. Today Monterey County has more than 35,000 acres planted with grape varieties and more than 25 winery facilities, some of which have tasting rooms. Several retail businesses also offer wine tasting on a regular or occasional basis as a promotional opportunity to attract customers. This project surveyed only those businesses that offer wine tasting of owner-produced products or retail businesses whose primary product is wine sales. Both businesses offer a variety of other products related to or complimentary to the enjoyment of wine.

114

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Wine Tasting Industry

Wine Tasting Industry Overview

Overview

This section contains Wine Tasting occupations that are primarily used in this segment, however, some hotels and resorts also responded to these occupations. Employers in this segment also responded to a number of other occupations in the survey. Administrative and management positions included general manager, controller, executive assistant, groundskeeping, landscaping and maintenance. Restaurant positions were reported by wine makers that regularly serve meals or market their facilities for weddings, conferences and special events. A few responses also listed production workers that are included in the numbers of total employees but not reported in the occupational reports sections. Administration/Management occupations are found on pages 29 - 44, Lodging occupations on pages 45 - 68, Restaurant occupations on pages 69 - 95, and Golf occupations on pages 96 - 113. Entry Level Jobs Positions where at least 30% of the respondents do not require experience or specific vocational training are marked with an “ELJ” below and an “Entry Level Career Opportunity” banner in the lower right hand section of the occupation page. The following occupations are included in this section: Manager, Wine Collector Program Reorder/Corporate Sales Manager Special Events Sales Associate - ELJ Special Events Sales Manager Tasting Room Manager Photo: Courtesy of the Monterey County Convention and Visitors Bureau

Wine Tasting is a segment of the wine making industry (SIC 2084), which is reported with agriculture rather than tourism. It is one of the oldest industries known to civilization and dates back to at least 3500 BC when vineyards were cultivated and wines were made in Mesopotamia. Over 200 years ago, during Spanish rule in California, the Franciscan missionaries planted the first wine grapes in the region near the Soledad Mission. Today Monterey County has more than 35,000 acres planted with grape varieties and more than 25 winery facilities, some of which have tasting rooms. Several retail businesses also offer wine tasting on a regular or occasional basis as a promotional opportunity to attract customers. This project surveyed only those businesses that offer wine tasting of owner-produced products or retail businesses whose primary product is wine sales. Both businesses offer a variety of other products related to or complimentary to the enjoyment of wine.

114

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 115

Manager, Wine Collector Program 4 Firms responding with 4 FT Employees

Tournament/Groups Coordinator W-11-2022.02

Description

6 Firms responding with 13 FT Employees

G-13-1121

Description

Plans, organizes, directs and controls the sales and budget plans for the Wine Collector program. Manages order processing, accounts receivable, accounts payable, customer concerns, mailing lists and all shipping for customers. Manages promotional and marketing programs and prepare monthly newsletter and promotional materials for enclosure in shipments. Monitors administrative reporting including sales summaries, bank reconciliations, and customer change reports.

Assists groups of 12 or more with group tee times, tournaments, tee prizes, and food and beverage needs. Reports to Director of Golf or General Manager. This position is classified as non-exempt by 83% of the respondents.

This position is classified as exempt by 25% of the respondents.

Sample Tasks Sample Tasks • Manage order processing, accounts receivable, accounts payable, customer concerns, mailing lists and all shipping for customers. • Confer with top administration to determine which vintages will be offered to members for each promotional period. • Manage promotional and marketing programs. • Prepare monthly newsletter and promotional materials for enclosure in shipments. • Monitor administrative reporting including sales summaries, bank reconciliations, and customer change reports. • Represent company at trade association meetings to promote products. • Resolve customer complaints regarding Wine Collector program.

Wages

O*Net

Annual

Lowest

Highest

Average

$25,167

$44,450

Median

$25,000

$40,800

Range

$20.8k - 29.7k

$31.2k - 65k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 50% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

116

11-2022.00 - Sales Managers

• Consult with customers in order to determine objectives and requirements for events such as meetings, conferences, and conventions. • Monitor event activities in order to ensure compliance with applicable regulations and laws, satisfaction of participants, and resolution of any problems that arise. • Confer with staff at a chosen event site in order to coordinate details. • Review event bills for accuracy, and approve payment. • Plan and develop programs, agendas, budgets, and services according to customer requirements. • Coordinate services for events, such as accommodation and transportation for participants, facilities, catering, signage, displays, special needs requirements, printing and event security. • Inspect event facilities in order to ensure that they conform to customer requirements. • Maintain records of event aspects, including financial details. • Conduct post-event evaluations in order to determine how future events could be improved.

Wages

O*Net

13-1121.00 - Meeting and Convention Planners

Hourly

Lowest

Highest

Other Job Titles for this Position

Average

$14.25

$20.38

Other Job Titles for this Position

Wine Director

Median

$13.05

$18.09

Group Coordinator

Education and Experience

Range

$9.00 - 24.00

$13.50 - 35.00

Education and Experience

Requires excellent customer service skills and extensive knowledge of the wine industry. Employers may also require specific vocational training or an associate’s degree. Some may require a bachelor’s degree. 100% of the responding employers required 36 - 48 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 50%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 33% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Requires excellent customer service and orgaizational skills. Must be familiar with golf equipment and rules and regulations of the game. 67% of the responding employers required 12 - 36 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 3 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 33%

Entry-level career opportunity!!!

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 113

Tasting Room Manager

Reorder/Corporate Sales Manager

9 Firms responding with 17 FT, 1 PT Employees

W-41-1011.99

Description

W-11-2022.01

Description

Plans, organizes, directs and controls the sales and budget plan for the retail sales department. Manages staff, merchandising, inventory, promotional programs and guest services. Manages the shipping department including reconciliation of supplier invoices, supplies and delivery problems. Monitors administrative duties including monthly reporting of sales, visitor analysis, shipping reports, staff sales/analysis, merchandise accounts payable, and register reconciliation. Works with all local Chambers, visitor centers and hotel concierges. Guest services are the priority responsibility.

Plans, organizes, directs and controls the sales and budget plans for the reorder and corporate sales departments. Manages e-mail, online store, phone, fax and mailed in orders. Manages staff, accounts receivable, delivery of orders, order processing, customer concerns and mailing lists. Plans, organizes and executes marketing programs per the sales plan. Monitors administrative duties including monthly sales reports, target sales reports, and special program sales reports. Prepares and ships all orders. Guest services are the priority responsibility.

This position is classified as exempt by 78% of the respondents.

This position is classified as exempt by 71% of the respondents.

Sample Tasks

Sample Tasks

• Provide customer service by greeting and assisting customers, and responding to customer inquiries and complaints. • Monitor sales activities to ensure that customers receive satisfactory service and quality goods. • Assign employees to specific duties. • Direct and supervise employees engaged in sales, inventory-taking, reconciling cash receipts, and in performing services for customers. • Inventory stock and reorder when inventory drops to a specified level. • Keep records of purchases, sales, and requisitions. • Enforce safety, health, and security rules. • Examine products purchased for resale or received for storage to assess the condition of each product or item. • Hire, train, and evaluate personnel in sales or marketing establishments, promoting or firing workers when appropriate. • Perform work activities of subordinates, such as cleaning and organizing shelves and displays and selling merchandise.

Wages

O*Net

Annual

Lowest

Highest

Average

$35,725

$50,160

Median

$37,500

$50,000

Range

$20.8k - 50k

$37.4k - 70k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 33% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

120

7 Firms responding with 13 FT Employees

• Resolve customer complaints regarding sales and service. • Monitor customer preferences to determine focus of sales efforts. • Direct and coordinate activities involving sales of manufactured products, services, commodities, real estate or other subjects of sale. • Determine price schedules and discount rates. • Review operational records and reports to project sales and determine profitability. • Direct, coordinate, and review activities in sales and service accounting and record keeping, and in receiving and shipping operations. • Advise dealers and distributors on policies and operating procedures to ensure functional effectiveness of business. • Prepare budgets and approve budget expenditures. • Represent company at trade association meetings to promote products.

Wages 41-1011.00 - First-Line Supervisors/Managers of Retail Sales Workers

Annual

Lowest

Highest

Average

$39.645

$60,515

Other Job Titles for this Position

Median

$43.500

$60,000

None

Range

$27k - 48.9k

$33.3k - 85k

Education and Experience Requires extensive knowledge of the wine industry and wine production methods. May also require specific vocational training or an associate’s or bachelor’s degree. 89% of the responding employers required 6 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 22%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 57% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

11-2022.00 - Sales Managers

Other Job Titles for this Position Director of Sales & Marketing National Sales Manager Sales Manager System Administration

Education and Experience Most employers will require specific vocational training or an associate’s degree. Some may require a bachelor’s degree. 86% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 3 Employers expect to hire in the next 12 months: 2 Employers that reported difficulty in hiring for this position: 57%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 117

Special Events Sales Associate 7 Firms responding with 13 FT, 3 PT Employees

Special Events Sales Manager W-41-2131.01

Description

5 Firms responding with 12 FT Employees

W-13-1121

Description

Supports the Special Events Manager in all aspects. Manages logistics for all in house events and events booked by private clients. Coordinates special services for clients. Works with hotel banquet managers, catering companies, floral designers, equipment vendors, and linen companies as needed. Creates a most memorable event for clients. Guest services are the priority responsibility.

Plans, organizes, directs and controls all plans for the special events and group tour departments. Manages online, phone and written inquiries. Manages staff, accounts receivable, accounts payable, order processing and scheduling. Plans, coordinates and manages the marketing of special events and group tours. Monitors administrative duties including monthly sales reports, target reports, and guest analysis. Plans and creates the event for the client. Guest services are the priority responsibility.

This position is classified as non-exempt by 86% of the respondents.

This position is classified as exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Consult with customers as directed to determine objectives and requirements for events such as weddings, meetings, conferences, or other special events. • Assist Manager in monitoring event activities to ensure compliance with applicable regulations and laws, satisfaction of participants, and resolution of any problems that arise. • Prepare client invoices as directed. • Assist manager in planning and developing programs, agendas, budgets, and services according to event requirements. • Assist in the coordination of services for events, such as accommodation and transportation for participants, facilities, catering, signage, displays, special needs requirements, printing and event security. • Arrange the availability of audio-visual equipment, transportation, displays, and other event needs as directed. • Maintain records of event aspects, including financial details, as directed.

Wages Hourly

Lowest

Highest

Average

$13.70

$17.43

Median

$14.00

$16.50

Range

$12.00 - 14.42

O*Net

3-1121.00 - Meeting and Convention Planners

Other Job Titles for this Position

$15.00 - 20.88

Convention Services Reservationist Sales Administrative Assistant

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Requires excellent customer service skills and attention to detail. Must be well organized and able to multi-task under pressure. A high school diploma or GED and previous work-related skill, knowledge, or experience may be required for this occupation.

Additional income for this position was reported by 57% of employers.

57% of the responding employers required 12 - 36 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience

Supply & Demand Employees hired in 12 months ending June 2005: 0 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 29%

• Consult with customers in order to determine objectives and requirements for events such as weddings, meetings, conferences, or other special events. • Monitor event activities to ensure compliance with applicable regulations and laws, satisfaction of participants, and resolution of any problems that arise. • Confer with staff to coordinate details. • Review event bills for accuracy, and invoice client. • Plan and develop programs, agendas, budgets, and services according to customer requirements. • Coordinate services for events, such as accommodation and transportation for participants, facilities, catering, signage, displays, special needs requirements, printing and event security. • Arrange the availability of audio-visual equipment, transportation, displays, and other event needs. • Inspect event facilities to ensure that they conform to customer requirements. • Maintain records of event aspects, including financial details. • Conduct post-event evaluations to determine how future events could be improved.

Wages Annual

Lowest

Highest

Average

$37,000

$59,175

Median

$40,000

$57,500

Range

$30k - 42k

$55k - 66.7k

O*Net

13-1121.00 - Meeting and Convention Planners

Other Job Titles for this Position Director of Sales Manager Special Events Sales Supervisor

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Requires excellent customer service and organizational skills. May require specific vocational training or an associate’s or bachelor’s degree.

Additional income for this position was reported by 60% of employers.

100% of the responding employers required 12 - 36 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience

Supply & Demand Employees hired in 12 months ending June 2005: 2 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 40%

Entry-level career opportunity!!!

118

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 119

Special Events Sales Associate 7 Firms responding with 13 FT, 3 PT Employees

Special Events Sales Manager W-41-2131.01

Description

5 Firms responding with 12 FT Employees

W-13-1121

Description

Supports the Special Events Manager in all aspects. Manages logistics for all in house events and events booked by private clients. Coordinates special services for clients. Works with hotel banquet managers, catering companies, floral designers, equipment vendors, and linen companies as needed. Creates a most memorable event for clients. Guest services are the priority responsibility.

Plans, organizes, directs and controls all plans for the special events and group tour departments. Manages online, phone and written inquiries. Manages staff, accounts receivable, accounts payable, order processing and scheduling. Plans, coordinates and manages the marketing of special events and group tours. Monitors administrative duties including monthly sales reports, target reports, and guest analysis. Plans and creates the event for the client. Guest services are the priority responsibility.

This position is classified as non-exempt by 86% of the respondents.

This position is classified as exempt by 100% of the respondents.

Sample Tasks

Sample Tasks

• Consult with customers as directed to determine objectives and requirements for events such as weddings, meetings, conferences, or other special events. • Assist Manager in monitoring event activities to ensure compliance with applicable regulations and laws, satisfaction of participants, and resolution of any problems that arise. • Prepare client invoices as directed. • Assist manager in planning and developing programs, agendas, budgets, and services according to event requirements. • Assist in the coordination of services for events, such as accommodation and transportation for participants, facilities, catering, signage, displays, special needs requirements, printing and event security. • Arrange the availability of audio-visual equipment, transportation, displays, and other event needs as directed. • Maintain records of event aspects, including financial details, as directed.

Wages Hourly

Lowest

Highest

Average

$13.70

$17.43

Median

$14.00

$16.50

Range

$12.00 - 14.42

O*Net

3-1121.00 - Meeting and Convention Planners

Other Job Titles for this Position

$15.00 - 20.88

Convention Services Reservationist Sales Administrative Assistant

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Requires excellent customer service skills and attention to detail. Must be well organized and able to multi-task under pressure. A high school diploma or GED and previous work-related skill, knowledge, or experience may be required for this occupation.

Additional income for this position was reported by 57% of employers.

57% of the responding employers required 12 - 36 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience

Supply & Demand Employees hired in 12 months ending June 2005: 0 Employers expect to hire in the next 12 months: 3 Employers that reported difficulty in hiring for this position: 29%

• Consult with customers in order to determine objectives and requirements for events such as weddings, meetings, conferences, or other special events. • Monitor event activities to ensure compliance with applicable regulations and laws, satisfaction of participants, and resolution of any problems that arise. • Confer with staff to coordinate details. • Review event bills for accuracy, and invoice client. • Plan and develop programs, agendas, budgets, and services according to customer requirements. • Coordinate services for events, such as accommodation and transportation for participants, facilities, catering, signage, displays, special needs requirements, printing and event security. • Arrange the availability of audio-visual equipment, transportation, displays, and other event needs. • Inspect event facilities to ensure that they conform to customer requirements. • Maintain records of event aspects, including financial details. • Conduct post-event evaluations to determine how future events could be improved.

Wages Annual

Lowest

Highest

Average

$37,000

$59,175

Median

$40,000

$57,500

Range

$30k - 42k

$55k - 66.7k

O*Net

13-1121.00 - Meeting and Convention Planners

Other Job Titles for this Position Director of Sales Manager Special Events Sales Supervisor

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Requires excellent customer service and organizational skills. May require specific vocational training or an associate’s or bachelor’s degree.

Additional income for this position was reported by 60% of employers.

100% of the responding employers required 12 - 36 months of prior experience for this position.

Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

Education and Experience

Supply & Demand Employees hired in 12 months ending June 2005: 2 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 40%

Entry-level career opportunity!!!

118

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 119

Tasting Room Manager

Reorder/Corporate Sales Manager

9 Firms responding with 17 FT, 1 PT Employees

W-41-1011.99

Description

W-11-2022.01

Description

Plans, organizes, directs and controls the sales and budget plan for the retail sales department. Manages staff, merchandising, inventory, promotional programs and guest services. Manages the shipping department including reconciliation of supplier invoices, supplies and delivery problems. Monitors administrative duties including monthly reporting of sales, visitor analysis, shipping reports, staff sales/analysis, merchandise accounts payable, and register reconciliation. Works with all local Chambers, visitor centers and hotel concierges. Guest services are the priority responsibility.

Plans, organizes, directs and controls the sales and budget plans for the reorder and corporate sales departments. Manages e-mail, online store, phone, fax and mailed in orders. Manages staff, accounts receivable, delivery of orders, order processing, customer concerns and mailing lists. Plans, organizes and executes marketing programs per the sales plan. Monitors administrative duties including monthly sales reports, target sales reports, and special program sales reports. Prepares and ships all orders. Guest services are the priority responsibility.

This position is classified as exempt by 78% of the respondents.

This position is classified as exempt by 71% of the respondents.

Sample Tasks

Sample Tasks

• Provide customer service by greeting and assisting customers, and responding to customer inquiries and complaints. • Monitor sales activities to ensure that customers receive satisfactory service and quality goods. • Assign employees to specific duties. • Direct and supervise employees engaged in sales, inventory-taking, reconciling cash receipts, and in performing services for customers. • Inventory stock and reorder when inventory drops to a specified level. • Keep records of purchases, sales, and requisitions. • Enforce safety, health, and security rules. • Examine products purchased for resale or received for storage to assess the condition of each product or item. • Hire, train, and evaluate personnel in sales or marketing establishments, promoting or firing workers when appropriate. • Perform work activities of subordinates, such as cleaning and organizing shelves and displays and selling merchandise.

Wages

O*Net

Annual

Lowest

Highest

Average

$35,725

$50,160

Median

$37,500

$50,000

Range

$20.8k - 50k

$37.4k - 70k

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 33% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

120

7 Firms responding with 13 FT Employees

• Resolve customer complaints regarding sales and service. • Monitor customer preferences to determine focus of sales efforts. • Direct and coordinate activities involving sales of manufactured products, services, commodities, real estate or other subjects of sale. • Determine price schedules and discount rates. • Review operational records and reports to project sales and determine profitability. • Direct, coordinate, and review activities in sales and service accounting and record keeping, and in receiving and shipping operations. • Advise dealers and distributors on policies and operating procedures to ensure functional effectiveness of business. • Prepare budgets and approve budget expenditures. • Represent company at trade association meetings to promote products.

Wages 41-1011.00 - First-Line Supervisors/Managers of Retail Sales Workers

Annual

Lowest

Highest

Average

$39.645

$60,515

Other Job Titles for this Position

Median

$43.500

$60,000

None

Range

$27k - 48.9k

$33.3k - 85k

Education and Experience Requires extensive knowledge of the wine industry and wine production methods. May also require specific vocational training or an associate’s or bachelor’s degree. 89% of the responding employers required 6 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 1 Employers expect to hire in the next 12 months: 1 Employers that reported difficulty in hiring for this position: 22%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Respondents were asked to provide the lowest and highest wages paid for the position. Average is the total divided by the number of responses. Median is the mid-point - half above, half below. Range is the lowest and highest wages reported within the category.

Additional income for this position was reported by 57% of employers. Sources of additional income were not queried but may include performance ratings, bonuses, profit sharing, commissions or tips.

O*Net

11-2022.00 - Sales Managers

Other Job Titles for this Position Director of Sales & Marketing National Sales Manager Sales Manager System Administration

Education and Experience Most employers will require specific vocational training or an associate’s degree. Some may require a bachelor’s degree. 86% of the responding employers required 12 - 60 months of prior experience for this position.

Supply & Demand Employees hired in 12 months ending June 2005: 3 Employers expect to hire in the next 12 months: 2 Employers that reported difficulty in hiring for this position: 57%

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 117

Name of Center Culinary College/University of Monterey

Training Directory

A private training provider • www.culinarycenterofmonterey.com Accreditation: Bureau for Private Postsecondary and Vocational Education

Locations) Locations

This directory provides information on area training providers that offer specific vocational training for the Hospitality Industry. Education and training providers that offer general business courses are briefly listed at the end of this section.

Cabrillo College

625 Cannery Row Suite 200 Monterey, CA 93940 (831) 333-2133

A California Community College • www.cabrillo.edu Accreditation: Western Association of Schools and Colleges

Are the following services provided? Financial Aid/Assistance

No

Tutorial Services

No

Public Transit Nearby

Yes

ESL Course/Program

No

Child Care Services On-Site

No

GED Assistance

No

Job Placement Assistance

Yes

Services for the Disabled

No

Career Counseling/Development

No

Learning Disabilities program

No

Vocational Evaluation Services

No

Distance/Online Learning

No

Academic Advising

No

Veteran Assistance/Approved

No

The Culinary Center of Monterey offers an 8-month (1,464 hour) certificate program in Culinary Arts. The first 6 weeks are spent on lecture and classroom study as the students learn CPR, fire safety, Heimlich Maneuver, safety and sanitation, nutrition, tools and equipment, stewarding, knife sharpening, product identification, menu planning, cooking techniques, mise en place (soups, stocks and sauces), breakfast cookery, and garde manager (cold foods, pantry and salads). The next 29 weeks are 20% lecture and 80% hands-on training. During this time, the students learn the principles and execution of table service, baking, sauces II, meats, poultry, wild game, pork, butchery, charcuterie, garde manager, vegetable cookery, fish and shellfish, American-and-International cuisine, food allergies, new and special diet types, buffet and station cooking. The following occupations indicate the typical jobs available to graduates of the Culinary Center of Monterey: Line Cook, Breakfast Cook, Butcher Apprentice, Food Purchaser, Institutional Cook, Cold Food /Pantry Cook, Table Server, Baker, Stewarding, Saucier, Broil Chef/Cook, and Banquet Prep Cook. The total cost for the program, including registration fee, equipment and supplies, is about $18,500.

Locations Main Campus 6500 Soquel Drive, Aptos, CA 95003 (831) 479-6100

Watsonville Center 318 Union Street, Watsonville, CA 95076 (831) 477-5100

Are the following services provided? Financial Aid/Assistance

Yes

Tutorial Services

Yes

Public Transit Nearby

Yes

ESL Course/Program

Yes

Child Care Services On-Site

Yes

GED Assistance

Yes

Job Placement Assistance

Yes

Services for the Disabled

Yes

Career Counseling/Development

Yes

Learning Disabilities program

Yes

Vocational Evaluation Services

Yes

Distance/Online Learning

Yes

Academic Advising

Yes

Veteran Assistance/Approved

Yes

Cabrillo College offers a wide variety of certificate and associate degree programs including business-related programs. Specifically for the hospitality industry, Cabrillo offers an associate degree program in Culinary Arts and Hospitality Management and several certificate programs in specialized areas. These programs are designed to train individuals in basic culinary food preparation and service, advanced a la carte and buffet food production and service, and food service management. The degree program can be completed in two years (60 units) and a Certificate of Proficiency program obtained over a year and a half (33 units). The core courses include: Culinary Arts Basics, Introduction to Entrée Preparation and Service, Introduction to Appetizers and Baking Preparation, Introduction to Culinary Arts Lab, Sanitation and Hygiene, Advanced Culinary Arts, Catering and Beverage Operations, Basic Baking and Pastry, Catering and Beverage Operations Lab, Purchasing and Food Cost Control, and Food Service Management. Entry Level Cooks Certificate and Entry Level Catering Certificate each require 16 units. Internships are also available at local hotels and restaurants. The enrollment fee for attending a California Community College is $26 per unit for current residents. For full time students taking 16 units per semester the tuition would be $416 plus $13 in required fees. The cost of books and supplies can add $500 to $700 per semester for full-time students. There are also additional fees for parking or bus passes, transcripts, etc.

124

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 121

California Name of State College/University University, Monterey Bay

Name of Cabrillo Center for College College/University Employment Training

A California State University campus • www.csumb.edu

A private nonprofit training provider • www.cetweb.org

Accreditation: Western Association of Schools and Colleges

Accreditation: Western Association of Schools and Colleges

Location) Location

Locations) Locations

100 Campus Center, Seaside, CA 93955-8001 (831) 582-3000

CET Salinas 421 Monterey Street Salinas, CA 93901 (831) 424-0665

Are the following services provided?

CET Watsonville 10 Blanca Lane Watsonville, CA 95076 (831) 728-4551

CET Gilroy 7800 Arroyo Circle Gilroy, CA 95020 (408) 842-6484

Are the following services provided?

Financial Aid/Assistance

Yes

Tutorial Services

Yes

Financial Aid/Assistance

Yes

Tutorial Services

Yes

Public Transit Nearby

Yes

ESL Course/Program

Yes

Public Transit Nearby

Yes

ESL Course/Program

Yes

Child Care Services On-Site

Yes

GED Assistance

Yes

Child Care Services On-Site

No

GED Assistance

No

Job Placement Assistance

Yes

Services for the Disabled

Yes

Job Placement Assistance

Yes

Services for the Disabled

Yes

Career Counseling/Development

Yes

Learning Disabilities program

Yes

Career Counseling/Development

No

Learning Disabilities program

Yes

Vocational Evaluation Services

No

Distance/Online Learning

Yes

Vocational Evaluation Services

Yes

Distance/Online Learning

No

Academic Advising

Yes

Veteran Assistance/Approved

Yes

Academic Advising

No

Veteran Assistance/Approved

No

CSU Monterey Bay offers a variety of bachelor degree programs - including Business Administration and Liberal Arts, and a graduate degree program in Management. The School of Business is now offering undergraduate areas of concentration in Hotel/Resort Management and Hospitality Management specifically for the hospitality industry Hotel/Resort Management Concentration Using a targeted approach to hospitality management, the Hotel/Resort Management concentration prepares students to be successful managers within a hotel/resort setting. The core classes for the Hotel/Resort Management program are Hotel/Resort Operations; Hotel/Resort Sales, Advertising and Public Relations; Hotel/Resort Professional Work Experience; Human Resource Management; Customer Service Management; and an Internship, which comprise 22 units total. Hospitality Management Concentration The core classes for the Hospitality Management program are Hospitality Operations Management, Service Marketing, Hospitality Professional Work Experience, Human Resource Management, Customer Service Management and an Internship, which comprise 22 units total. Full time tuition and fees are about $2,950 per year for California residents. The cost of books and supplies is approximately $1,250 per year for full-time students. There can also be additional costs for transportation, room and board, and personal or miscellaneous expenses.

The Center for Employment Training (CET) is based in San Jose, California, but also has training sites in several different states as well as in fifteen different California cities. Training Method - Contextual Learning Model CET nationwide offers more than 30 skill-training options. Programs are designed for young people and adults of all backgrounds. Centers operate year-round, featuring an open-entry, open-exit, competency-based training format; there are no fixed “semesters.” Students train at their own pace in a highly individualized, non-competitive environment, with over 60% of the training conducted in a hands-on environment. Training is intensive. Students attend 7 hours a day, 5 days a week for an average of 7 months. For the hospitality industry, most training sites, including those in the Monterey region, offer one or more business/office skills training programs. A Custodial Services training program is also offered at the Salinas and Gilroy training sites, and a Building Maintenance training program is offered at the Watsonville and Gilroy training sites. CET also offers a Culinary Arts Program at the San Jose training site. The training includes: Food Service Vocabulary; Food Services Math; Safety and Sanitation; Pantry/ Banquet Set-up; Stocks, Soups, and Sauces; Methods of Cooking; Methods of Baking; and Nutrition. The average course length is 23 weeks (810 hours). This program prepares individuals for jobs in the following occupations: Cook, Short Order Cook, Pastry Cook, Sous Chef, Cafeteria/ School Cook, Baker Helper, Second Baker, Cafeteria Cook and Pantry Goods Maker. Call (408) 287-7924 for more information. The costs for CET programs, including registration fee, books and supplies, range from about $4,900 to $7,700.

122

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 123

California Name of State College/University University, Monterey Bay

Name of Cabrillo Center for College College/University Employment Training

A California State University campus • www.csumb.edu

A private nonprofit training provider • www.cetweb.org

Accreditation: Western Association of Schools and Colleges

Accreditation: Western Association of Schools and Colleges

Location) Location

Locations) Locations

100 Campus Center, Seaside, CA 93955-8001 (831) 582-3000

CET Salinas 421 Monterey Street Salinas, CA 93901 (831) 424-0665

Are the following services provided?

CET Watsonville 10 Blanca Lane Watsonville, CA 95076 (831) 728-4551

CET Gilroy 7800 Arroyo Circle Gilroy, CA 95020 (408) 842-6484

Are the following services provided?

Financial Aid/Assistance

Yes

Tutorial Services

Yes

Financial Aid/Assistance

Yes

Tutorial Services

Yes

Public Transit Nearby

Yes

ESL Course/Program

Yes

Public Transit Nearby

Yes

ESL Course/Program

Yes

Child Care Services On-Site

Yes

GED Assistance

Yes

Child Care Services On-Site

No

GED Assistance

No

Job Placement Assistance

Yes

Services for the Disabled

Yes

Job Placement Assistance

Yes

Services for the Disabled

Yes

Career Counseling/Development

Yes

Learning Disabilities program

Yes

Career Counseling/Development

No

Learning Disabilities program

Yes

Vocational Evaluation Services

No

Distance/Online Learning

Yes

Vocational Evaluation Services

Yes

Distance/Online Learning

No

Academic Advising

Yes

Veteran Assistance/Approved

Yes

Academic Advising

No

Veteran Assistance/Approved

No

CSU Monterey Bay offers a variety of bachelor degree programs - including Business Administration and Liberal Arts, and a graduate degree program in Management. The School of Business is now offering undergraduate areas of concentration in Hotel/Resort Management and Hospitality Management specifically for the hospitality industry Hotel/Resort Management Concentration Using a targeted approach to hospitality management, the Hotel/Resort Management concentration prepares students to be successful managers within a hotel/resort setting. The core classes for the Hotel/Resort Management program are Hotel/Resort Operations; Hotel/Resort Sales, Advertising and Public Relations; Hotel/Resort Professional Work Experience; Human Resource Management; Customer Service Management; and an Internship, which comprise 22 units total. Hospitality Management Concentration The core classes for the Hospitality Management program are Hospitality Operations Management, Service Marketing, Hospitality Professional Work Experience, Human Resource Management, Customer Service Management and an Internship, which comprise 22 units total. Full time tuition and fees are about $2,950 per year for California residents. The cost of books and supplies is approximately $1,250 per year for full-time students. There can also be additional costs for transportation, room and board, and personal or miscellaneous expenses.

The Center for Employment Training (CET) is based in San Jose, California, but also has training sites in several different states as well as in fifteen different California cities. Training Method - Contextual Learning Model CET nationwide offers more than 30 skill-training options. Programs are designed for young people and adults of all backgrounds. Centers operate year-round, featuring an open-entry, open-exit, competency-based training format; there are no fixed “semesters.” Students train at their own pace in a highly individualized, non-competitive environment, with over 60% of the training conducted in a hands-on environment. Training is intensive. Students attend 7 hours a day, 5 days a week for an average of 7 months. For the hospitality industry, most training sites, including those in the Monterey region, offer one or more business/office skills training programs. A Custodial Services training program is also offered at the Salinas and Gilroy training sites, and a Building Maintenance training program is offered at the Watsonville and Gilroy training sites. CET also offers a Culinary Arts Program at the San Jose training site. The training includes: Food Service Vocabulary; Food Services Math; Safety and Sanitation; Pantry/ Banquet Set-up; Stocks, Soups, and Sauces; Methods of Cooking; Methods of Baking; and Nutrition. The average course length is 23 weeks (810 hours). This program prepares individuals for jobs in the following occupations: Cook, Short Order Cook, Pastry Cook, Sous Chef, Cafeteria/ School Cook, Baker Helper, Second Baker, Cafeteria Cook and Pantry Goods Maker. Call (408) 287-7924 for more information. The costs for CET programs, including registration fee, books and supplies, range from about $4,900 to $7,700.

122

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 123

Name of Center Culinary College/University of Monterey

Training Directory

A private training provider • www.culinarycenterofmonterey.com Accreditation: Bureau for Private Postsecondary and Vocational Education

Locations) Locations

This directory provides information on area training providers that offer specific vocational training for the Hospitality Industry. Education and training providers that offer general business courses are briefly listed at the end of this section.

Cabrillo College

625 Cannery Row Suite 200 Monterey, CA 93940 (831) 333-2133

A California Community College • www.cabrillo.edu Accreditation: Western Association of Schools and Colleges

Are the following services provided? Financial Aid/Assistance

No

Tutorial Services

No

Public Transit Nearby

Yes

ESL Course/Program

No

Child Care Services On-Site

No

GED Assistance

No

Job Placement Assistance

Yes

Services for the Disabled

No

Career Counseling/Development

No

Learning Disabilities program

No

Vocational Evaluation Services

No

Distance/Online Learning

No

Academic Advising

No

Veteran Assistance/Approved

No

The Culinary Center of Monterey offers an 8-month (1,464 hour) certificate program in Culinary Arts. The first 6 weeks are spent on lecture and classroom study as the students learn CPR, fire safety, Heimlich Maneuver, safety and sanitation, nutrition, tools and equipment, stewarding, knife sharpening, product identification, menu planning, cooking techniques, mise en place (soups, stocks and sauces), breakfast cookery, and garde manager (cold foods, pantry and salads). The next 29 weeks are 20% lecture and 80% hands-on training. During this time, the students learn the principles and execution of table service, baking, sauces II, meats, poultry, wild game, pork, butchery, charcuterie, garde manager, vegetable cookery, fish and shellfish, American-and-International cuisine, food allergies, new and special diet types, buffet and station cooking. The following occupations indicate the typical jobs available to graduates of the Culinary Center of Monterey: Line Cook, Breakfast Cook, Butcher Apprentice, Food Purchaser, Institutional Cook, Cold Food /Pantry Cook, Table Server, Baker, Stewarding, Saucier, Broil Chef/Cook, and Banquet Prep Cook. The total cost for the program, including registration fee, equipment and supplies, is about $18,500.

Locations Main Campus 6500 Soquel Drive, Aptos, CA 95003 (831) 479-6100

Watsonville Center 318 Union Street, Watsonville, CA 95076 (831) 477-5100

Are the following services provided? Financial Aid/Assistance

Yes

Tutorial Services

Yes

Public Transit Nearby

Yes

ESL Course/Program

Yes

Child Care Services On-Site

Yes

GED Assistance

Yes

Job Placement Assistance

Yes

Services for the Disabled

Yes

Career Counseling/Development

Yes

Learning Disabilities program

Yes

Vocational Evaluation Services

Yes

Distance/Online Learning

Yes

Academic Advising

Yes

Veteran Assistance/Approved

Yes

Cabrillo College offers a wide variety of certificate and associate degree programs including business-related programs. Specifically for the hospitality industry, Cabrillo offers an associate degree program in Culinary Arts and Hospitality Management and several certificate programs in specialized areas. These programs are designed to train individuals in basic culinary food preparation and service, advanced a la carte and buffet food production and service, and food service management. The degree program can be completed in two years (60 units) and a Certificate of Proficiency program obtained over a year and a half (33 units). The core courses include: Culinary Arts Basics, Introduction to Entrée Preparation and Service, Introduction to Appetizers and Baking Preparation, Introduction to Culinary Arts Lab, Sanitation and Hygiene, Advanced Culinary Arts, Catering and Beverage Operations, Basic Baking and Pastry, Catering and Beverage Operations Lab, Purchasing and Food Cost Control, and Food Service Management. Entry Level Cooks Certificate and Entry Level Catering Certificate each require 16 units. Internships are also available at local hotels and restaurants. The enrollment fee for attending a California Community College is $26 per unit for current residents. For full time students taking 16 units per semester the tuition would be $416 plus $13 in required fees. The cost of books and supplies can add $500 to $700 per semester for full-time students. There are also additional fees for parking or bus passes, transcripts, etc.

124

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 121

Name The Spot of -College/University Computer Software Training

Name ofTrails Mission College/University Regional Occupational Program

A private training provider • www.thespotinc.com

Vocational Training Programs offered through Public School Districts’ High or Adult Schools www.missiontrailsrop.org www.montereycountyadulted.org

Accreditation: Bureau for Private Postsecondary and Vocational Education

Locations) Locations Main Location : 1100 Main Street Watsonville, CA 95076 (831) 768-1825

Locations) Locations Capitola location : 2121 41st Ave. Suite 202 Capitola, CA 95010 (831) 464-9646

Marina Location: 3239 Imjun Rd. Marina, CA 93933 (831) 582-9011

Are the following services provided? Financial Aid/Assistance

No

Tutorial Services

Yes

Public Transit Nearby

Yes

ESL Course/Program

No

Child Care Services On-Site

No

GED Assistance

No

Job Placement Assistance

Yes

Services for the Disabled

Yes

Career Counseling/Development

No

Learning Disabilities program

No

Vocational Evaluation Services

Yes

Distance/Online Learning

Yes

Academic Advising

No

Veteran Assistance/Approved

Yes

Carmel High School P.O. Box 222780 Carmel, CA 93923 (831) 624-3544

Monterey Campus 222 Casa Verde Way Monterey, CA 93940 (831) 373-4600

Seaside Campus 1295 LaSalle Ave. Seaside, CA 93955 (831) 899-1615

Gonzales High School 501 5th St. Gonzales, 93926 (831) 675-1081

North Monterey County 13998 Castroville Blvd. Castroville, CA 95012 (831) 633-7050

Salinas Union HSD 867 East Laurel Drive Salinas, CA 93905 (831) 753-4209

King City High School 20 Broadway St. King City, CA 93930 (831) 385-4661

Pacific Grove High School 615 Sunset Drive Pacific Grove, CA 93950 (831) 646-6590

Soledad Community Education Center 90 Main Street Soledad, CA 93960 (831) 678-6300

Are the following services provided? The Spot offers instructor led, one-on-one, custom or self-paced classes for a variety of computer software programs including Microsoft products, desktop publishing and web design. Recently, The Spot began to offer a Retail and Customer Service Skills Program at all three locations. This program will introduce students to the basic elements needed to work successfully in any retail or service business. Skill Sets covered include: Fundamentals of customer service; Identifying and providing for customer needs; Critical thinking skills; Business ethics; Proper attitude in the work place; Proper appearance for work place; Listening skills; How to deal with difficult customers; Motivation; Communication in retail industry; 10-key; Working with money; Making a resume and Job search. The course is especially appropriate for retail salespersons, customer service representatives, front desk clerks, stock clerks and other occupations with high demand for customer service skills. Classes are instructor led and offered in English and Spanish, Monday – Friday with open, ongoing enrollment. The five-week, 100-hour program costs $1,995. All class materials are included.

Financial Aid/Assistance

Yes

Tutorial Services

Yes

Public Transit Nearby

Yes

ESL Course/Program

Yes

Child Care Services On-Site

Yes

GED Assistance

Yes

Job Placement Assistance

No

Services for the Disabled

Yes

Career Counseling/Development

Yes

Learning Disabilities program

No

Vocational Evaluation Services

Yes

Distance/Online Learning

No

Academic Advising

Yes

Veteran Assistance/Approved

No

Mission Trails Regional Occupational Program (ROP) includes eight school districts in Monterey County that offer a wide variety of vocational training classes and programs designed for high school juniors and seniors and for adults where vacancies exist. Adult School classes are open to anyone. Hospitality industry classes include: Catering/Advanced Catering (Pacific Grove); Checker/Cashier (Salinas); Hospitality (Carmel and Monterey); Hospitality/Work Experience (Pacific Grove); Office Careers (Gonzales, Salinas and Soledad); Restaurant Careers (Salinas); Restaurant Coop (Salinas); and Restaurant Management (Soledad). The Hospitality program in Carmel offers hands-on training/experience in operating a 27-room inn in downtown Carmel. Students learn skills in reservations, front desk operations, housekeeping, security and maintenance. Classes to obtain the GED or for English as a Second Language (ESL) are usually offered at no change. Salinas Adult School offers GED classes on-site at no charge. Vocational class fees are normally $25 - $100. Textbooks may be required. Call the training provider for information on schedules and costs.

128

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 125

Name Monterey of College/University Peninsula College

Name of College/University Shoreline Workforce Development Services

A California Community College • www.mpc.edu

A private nonprofit training provider • www.scgoodwill.org/shoreline

Accreditation: Western Association of Schools and Colleges

Accreditation: Commission on Accreditation of Rehabilitation Facilities (CARF)

Location

Locations) Locations

980 Fremont Street Monterey, CA 93940 (831) 646-4000

Salinas Location 1252 N. Main St. Salinas, CA 93906 (831) 443-1283

Are the following services provided? Financial Aid/Assistance

Yes

Tutorial Services

Yes

Public Transit Nearby

Yes

ESL Course/Program

Yes

Child Care Services On-Site

Yes

GED Assistance

No

Job Placement Assistance

Yes

Services for the Disabled

Yes

Career Counseling/Development

Yes

Learning Disabilities program

Yes

Vocational Evaluation Services

Yes

Distance/Online Learning

Yes

Academic Advising

Yes

Veteran Assistance/Approved

Yes

Monterey Peninsula College offers many industry-specific certificate and associate degree programs for the hospitality industry. Most cooking programs include Work Experience and Food Safety Certification. Certificate Programs: Baking and Pastry Arts 5.5 units (195 hours) Classes include: Practices in Hospitality; Yeasted and Nonyeasted Breads; Basic Baking Techniques; Pies and Tarts; Cakes, Tortes and Decorating Techniques; French Pastries and Restaurant Style Desserts; and Introduction to Chocolate. Cooking School 5 units (179 hours) Classes include: Practices in Hospitality; Culinary Arts Basics; Stocks, Soup, Sauces; Vegetables, Rice and Pasta; Fish, Poultry, Meat; and Garde Manager. Food Service Management 17 units Core classes include: Introduction to the Hospitality Industry; Customer Service; Practices in Hospitality; and Culinary Arts Basics, and Food or Beverage Service Management. Hospitality Operations 25 units See below for core classes. Associate degree program that requires 60 units, Hospitality Operations 25 units from subject area classes. Core classes include: Introduction to Hospitality Industry; Guest Services Management; Food Service Management; Lodging Operations; Hospitality Sales and Marketing; Customer Service; Practices in Hospitality; Culinary Arts Basics; and Hospitality Experience. Business Law is an additional core class for the degree program. Hospitality Management 25 units from subject area classes. Core classes include: Financial Accounting; Managerial Accounting; Introduction to Computer Science & Information Systems; Principles of Macro Economics; Principles of Micro Economics; Introduction to Hospitality Industry; Guest Services Management; Food Service Management; and Elementary Statistics. Restaurant Management 22.5 units from subject area classes. Core classes include: Introduction to the Hospitality Industry; Customer Service; Practices in Hospitality; and Culinary Arts Basics, and Food and Beverage Service Management.

Marina Location 249 10th St. Marina, CA 93933 (831) 883-3300

Are the following services provided? Financial Aid/Assistance

Yes

Tutorial Services

No

Public Transit Nearby

Yes

ESL Course/Program

No

Child Care Services On-Site

No

GED Assistance

No

Job Placement Assistance

Yes

Services for the Disabled

Yes

Career Counseling/Development

Yes

Learning Disabilities program

No

Vocational Evaluation Services

Yes

Distance/Online Learning

No

Academic Advising

No

Veteran Assistance/Approved

Yes

Shoreline Workforce Development Services is a division of Shoreline Goodwill Industries of Santa Cruz, Monterey & San Luis Obispo Co., Inc. Shoreline offers two hospitality industry programs at their training site in Marina. Classes are typically held daily, Monday through Friday. Class size is small allowing one-on-one personal instruction. All classes are individualized and tailored to meet the employment goals of each student. The open enrollment policy permits students to begin school at any time of the year. Vocational training programs include both work skills and proper work place behaviors. These programs simulate business and industrial sites and students are expected to dress appropriately. Upon graduation students are provided with lifetime job placement services. Hospitality Office Careers is a 6-8 week program designed for individuals with existing computer office skills, or it can be taken concurrently with the Computer Applications and Business Skills course. The program includes training in hotel terminology, front office procedures, hotel business etiquette, and guest relations. It prepares individuals for jobs as front desk clerks, reservationists, and night auditors and includes certification from the American Hotel/Motel Association (AHMA). Culinary Training is a 20-week program in which individuals learn a variety of culinary techniques that prepares them for jobs in all phases of food production. The curriculum includes Serv Safe Certification from the National Restaurant Association. Training is offered on an open entry/open exit basis with intake every two to four weeks, as space is available. Enrollment is limited to 6 students. Training includes: Hot and Cold Food Production; Basic Baking; Soups, Stocks and Sauces; Meal Planning; Nutrition; Plate Presentation; Recipes, Menus and Quality Control; Knife Skills; Tool/Equipment Maintenance and Operation; Math Skills for Food Service; Food Cost Control; Purchasing and Receiving Procedures & Controls; Buffet Service Techniques and Principles; and Conference Center Preparation and Planning, which includes hands-on experience in preparing food for conference center events. Contact the training provider for program cost information.

California Community College tuition is $26 per unit for CA residents or ~$400 per semester. Books and supplies may cost $500 to $750 plus additional fees for parking, health services, transcripts, etc.

126

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 127

Name Monterey of College/University Peninsula College

Name of College/University Shoreline Workforce Development Services

A California Community College • www.mpc.edu

A private nonprofit training provider • www.scgoodwill.org/shoreline

Accreditation: Western Association of Schools and Colleges

Accreditation: Commission on Accreditation of Rehabilitation Facilities (CARF)

Location

Locations) Locations

980 Fremont Street Monterey, CA 93940 (831) 646-4000

Salinas Location 1252 N. Main St. Salinas, CA 93906 (831) 443-1283

Are the following services provided? Financial Aid/Assistance

Yes

Tutorial Services

Yes

Public Transit Nearby

Yes

ESL Course/Program

Yes

Child Care Services On-Site

Yes

GED Assistance

No

Job Placement Assistance

Yes

Services for the Disabled

Yes

Career Counseling/Development

Yes

Learning Disabilities program

Yes

Vocational Evaluation Services

Yes

Distance/Online Learning

Yes

Academic Advising

Yes

Veteran Assistance/Approved

Yes

Monterey Peninsula College offers many industry-specific certificate and associate degree programs for the hospitality industry. Most cooking programs include Work Experience and Food Safety Certification. Certificate Programs: Baking and Pastry Arts 5.5 units (195 hours) Classes include: Practices in Hospitality; Yeasted and Nonyeasted Breads; Basic Baking Techniques; Pies and Tarts; Cakes, Tortes and Decorating Techniques; French Pastries and Restaurant Style Desserts; and Introduction to Chocolate. Cooking School 5 units (179 hours) Classes include: Practices in Hospitality; Culinary Arts Basics; Stocks, Soup, Sauces; Vegetables, Rice and Pasta; Fish, Poultry, Meat; and Garde Manager. Food Service Management 17 units Core classes include: Introduction to the Hospitality Industry; Customer Service; Practices in Hospitality; and Culinary Arts Basics, and Food or Beverage Service Management. Hospitality Operations 25 units See below for core classes. Associate degree program that requires 60 units, Hospitality Operations 25 units from subject area classes. Core classes include: Introduction to Hospitality Industry; Guest Services Management; Food Service Management; Lodging Operations; Hospitality Sales and Marketing; Customer Service; Practices in Hospitality; Culinary Arts Basics; and Hospitality Experience. Business Law is an additional core class for the degree program. Hospitality Management 25 units from subject area classes. Core classes include: Financial Accounting; Managerial Accounting; Introduction to Computer Science & Information Systems; Principles of Macro Economics; Principles of Micro Economics; Introduction to Hospitality Industry; Guest Services Management; Food Service Management; and Elementary Statistics. Restaurant Management 22.5 units from subject area classes. Core classes include: Introduction to the Hospitality Industry; Customer Service; Practices in Hospitality; and Culinary Arts Basics, and Food and Beverage Service Management.

Marina Location 249 10th St. Marina, CA 93933 (831) 883-3300

Are the following services provided? Financial Aid/Assistance

Yes

Tutorial Services

No

Public Transit Nearby

Yes

ESL Course/Program

No

Child Care Services On-Site

No

GED Assistance

No

Job Placement Assistance

Yes

Services for the Disabled

Yes

Career Counseling/Development

Yes

Learning Disabilities program

No

Vocational Evaluation Services

Yes

Distance/Online Learning

No

Academic Advising

No

Veteran Assistance/Approved

Yes

Shoreline Workforce Development Services is a division of Shoreline Goodwill Industries of Santa Cruz, Monterey & San Luis Obispo Co., Inc. Shoreline offers two hospitality industry programs at their training site in Marina. Classes are typically held daily, Monday through Friday. Class size is small allowing one-on-one personal instruction. All classes are individualized and tailored to meet the employment goals of each student. The open enrollment policy permits students to begin school at any time of the year. Vocational training programs include both work skills and proper work place behaviors. These programs simulate business and industrial sites and students are expected to dress appropriately. Upon graduation students are provided with lifetime job placement services. Hospitality Office Careers is a 6-8 week program designed for individuals with existing computer office skills, or it can be taken concurrently with the Computer Applications and Business Skills course. The program includes training in hotel terminology, front office procedures, hotel business etiquette, and guest relations. It prepares individuals for jobs as front desk clerks, reservationists, and night auditors and includes certification from the American Hotel/Motel Association (AHMA). Culinary Training is a 20-week program in which individuals learn a variety of culinary techniques that prepares them for jobs in all phases of food production. The curriculum includes Serv Safe Certification from the National Restaurant Association. Training is offered on an open entry/open exit basis with intake every two to four weeks, as space is available. Enrollment is limited to 6 students. Training includes: Hot and Cold Food Production; Basic Baking; Soups, Stocks and Sauces; Meal Planning; Nutrition; Plate Presentation; Recipes, Menus and Quality Control; Knife Skills; Tool/Equipment Maintenance and Operation; Math Skills for Food Service; Food Cost Control; Purchasing and Receiving Procedures & Controls; Buffet Service Techniques and Principles; and Conference Center Preparation and Planning, which includes hands-on experience in preparing food for conference center events. Contact the training provider for program cost information.

California Community College tuition is $26 per unit for CA residents or ~$400 per semester. Books and supplies may cost $500 to $750 plus additional fees for parking, health services, transcripts, etc.

126

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 127

Name The Spot of -College/University Computer Software Training

Name ofTrails Mission College/University Regional Occupational Program

A private training provider • www.thespotinc.com

Vocational Training Programs offered through Public School Districts’ High or Adult Schools www.missiontrailsrop.org www.montereycountyadulted.org

Accreditation: Bureau for Private Postsecondary and Vocational Education

Locations) Locations Main Location : 1100 Main Street Watsonville, CA 95076 (831) 768-1825

Locations) Locations Capitola location : 2121 41st Ave. Suite 202 Capitola, CA 95010 (831) 464-9646

Marina Location: 3239 Imjun Rd. Marina, CA 93933 (831) 582-9011

Are the following services provided? Financial Aid/Assistance

No

Tutorial Services

Yes

Public Transit Nearby

Yes

ESL Course/Program

No

Child Care Services On-Site

No

GED Assistance

No

Job Placement Assistance

Yes

Services for the Disabled

Yes

Career Counseling/Development

No

Learning Disabilities program

No

Vocational Evaluation Services

Yes

Distance/Online Learning

Yes

Academic Advising

No

Veteran Assistance/Approved

Yes

Carmel High School P.O. Box 222780 Carmel, CA 93923 (831) 624-3544

Monterey Campus 222 Casa Verde Way Monterey, CA 93940 (831) 373-4600

Seaside Campus 1295 LaSalle Ave. Seaside, CA 93955 (831) 899-1615

Gonzales High School 501 5th St. Gonzales, 93926 (831) 675-1081

North Monterey County 13998 Castroville Blvd. Castroville, CA 95012 (831) 633-7050

Salinas Union HSD 867 East Laurel Drive Salinas, CA 93905 (831) 753-4209

King City High School 20 Broadway St. King City, CA 93930 (831) 385-4661

Pacific Grove High School 615 Sunset Drive Pacific Grove, CA 93950 (831) 646-6590

Soledad Community Education Center 90 Main Street Soledad, CA 93960 (831) 678-6300

Are the following services provided? The Spot offers instructor led, one-on-one, custom or self-paced classes for a variety of computer software programs including Microsoft products, desktop publishing and web design. Recently, The Spot began to offer a Retail and Customer Service Skills Program at all three locations. This program will introduce students to the basic elements needed to work successfully in any retail or service business. Skill Sets covered include: Fundamentals of customer service; Identifying and providing for customer needs; Critical thinking skills; Business ethics; Proper attitude in the work place; Proper appearance for work place; Listening skills; How to deal with difficult customers; Motivation; Communication in retail industry; 10-key; Working with money; Making a resume and Job search. The course is especially appropriate for retail salespersons, customer service representatives, front desk clerks, stock clerks and other occupations with high demand for customer service skills. Classes are instructor led and offered in English and Spanish, Monday – Friday with open, ongoing enrollment. The five-week, 100-hour program costs $1,995. All class materials are included.

Financial Aid/Assistance

Yes

Tutorial Services

Yes

Public Transit Nearby

Yes

ESL Course/Program

Yes

Child Care Services On-Site

Yes

GED Assistance

Yes

Job Placement Assistance

No

Services for the Disabled

Yes

Career Counseling/Development

Yes

Learning Disabilities program

No

Vocational Evaluation Services

Yes

Distance/Online Learning

No

Academic Advising

Yes

Veteran Assistance/Approved

No

Mission Trails Regional Occupational Program (ROP) includes eight school districts in Monterey County that offer a wide variety of vocational training classes and programs designed for high school juniors and seniors and for adults where vacancies exist. Adult School classes are open to anyone. Hospitality industry classes include: Catering/Advanced Catering (Pacific Grove); Checker/Cashier (Salinas); Hospitality (Carmel and Monterey); Hospitality/Work Experience (Pacific Grove); Office Careers (Gonzales, Salinas and Soledad); Restaurant Careers (Salinas); Restaurant Coop (Salinas); and Restaurant Management (Soledad). The Hospitality program in Carmel offers hands-on training/experience in operating a 27-room inn in downtown Carmel. Students learn skills in reservations, front desk operations, housekeeping, security and maintenance. Classes to obtain the GED or for English as a Second Language (ESL) are usually offered at no change. Salinas Adult School offers GED classes on-site at no charge. Vocational class fees are normally $25 - $100. Textbooks may be required. Call the training provider for information on schedules and costs.

128

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 125

One Stop Career Center Services www.onestopmonterey.org

Job Seeker Services continued English Classes Learn to speak, read, write, and work in an English-speaking work environment through our One-Stop Partner Network, and get a better job. Childcare Information & Referral Find out about the health and human services that are available in Monterey County and find quality childcare near your home or work. Veteran Services Specially trained Veteran’s staffs are available to assist Veterans and Disable Veterans with employment opportunities.

Name Training Other of College/University Providers The following training providers offer general business courses and/or computer software training that may be appropriate for administrative or management positions, but are not targeted expressly for the hospitality industry. For more information, visit the website or contact the school.

Chapman University A private university • www.chapman.edu Accreditation: Western Association of Schools and Colleges 99 Pacific Street, Ste. 375-B Monterey, CA 93940 (831) 373-0945

Gavilan College TEXT-Cabrillo College offers a wide variety of certificate and A California Community College • www.gavilan.edu Accreditation: Western Association of Schools and Colleges

Employer Services Recruitment Assistance Qualified staff will pre-screen applicants for skills and suitability based on your requirements and refer qualified candidates for employment. We also offer conference rooms for meetings and recruitment interviews and access to online information and resources.

Main Campus 5055 Santa Teresa Blvd. Gilroy, CA 95020 (408) 848-4800

Hollister Campus 365 Fourth St. Hollister, CA 95023 (831) 636-3783

Morgan Hill Center 17060 Monterey St., Morgan Hill, CA 95037 Phone: (408) 782-2873

Golden Gate University - Monterey Bay TEXT-Cabrillo College of Layoff Assistance Our “Rapid Response” team can help you set up an employee transition program to ease stress and maintain productivity. We can provide you with a range of tools and resources to suit your needs. Training Assistance Services can include no-fee vocational classroom training for your new hires, customized training to prepare specific candidates for positions, and reimbursement for employer-based on-the-job training expenses.

A private university • www.ggu.edu Accreditation: Western Association of Schools and Colleges 500 8th Street Marina, CA 93933 (831) 884-0900

Hartnell College TEXT-Cabrillo College offers a wide variety of certificate and A California Community College • www.hartnell.cc.ca.us Accreditation: Western Association of Schools and Colleges 156 Homestead Avenue Salinas, CA 93901 (831) 755-6700

Office Star - Computer Training Center

- Computer Training

A private training provider • www.officestartraining.com Salinas Center 1260 S. Main St. Salinas, CA 93901 (831) 753-7777

132

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Watsonville Center 195 Aviation Way, Ste 101 Watsonville, CA 95076 (831) 786-1460

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 129

One Stop Career Center Services

One Stop Career Center Services

www.onestopmonterey.org

www.onestopmonterey.org

Introduction

Job Seeker Services continued

The One-Stop Career Center of Monterey County is a no-fee service that provides job seekers and businesses with universal access to innovative employment and training opportunities.

Copier, Printers, Fax, and Phone Use copy machines, fax machines, telephones, and laser printers for your job search

If you are an individual living in Monterey County, our center can help you select a new career, find a good job, locate a suitable education or training program, create effective resumes and letters, plan your finances, and help you find benefits and access other services for which you may be qualified.

Computer Use our computers to expand your skills in resume writing, and keyboarding or for self-assisted job search workshops to enhance interview, networking, and resume building skills.

If you are an employer, you can post your job openings on our website and review the resumes of potential employees. We can also help you analyze the local labor market, review suitable training programs, and access information on human resources, legal issues, and labor relations.

Labor Market Information Learn what’s HOT and what’s NOT in today’s ever-changing labor market. Workshops and Job Clubs Get a job through our professional “how to” workshops on job search skills, resume building, and job networking clubs.

Locations Main Office: Salinas Airport Business Park 730 La Guardia St. Salinas, CA 93905 Mail: PO Box 2265 Salinas, CA 93902 Toll Free (800) 870-4750 (831) 796-3600 Fax: (831) 755-324

King City Office: Towne Square Shopping Center 200 Broadway, Suite 62 King City, CA 93930 (831) 386-6801 Fax: (831) 386-6800

Seaside Office: University Plaza Center 1760 Fremont Blvd., Ste D2 Seaside, CA 93955 (831) 899-8236 Fax (831) 392-0532

Monterey Office: Monterey Job Service 480 Webster Street Monterey, CA 93940 (831) 649-2925 Fax: (831) 649-2828

Community Resource Information Learn about what services and resources are available in your community GED Assistance Get information on completing your GED or take GED classes through our One-Stop Partner Network. Get your GED and get a better job.

Job Seeker Services Job Search Assistance Use job listings, receive referrals, post resumes on CalJOBS or the Virtual One-Stop, and explore other electronic job banks available to you. Resume Assistance Use our Virtual One-Stop website and CalJOBS to design or upgrade your resume, get help from our professional staff, or attend a resume workshop. Career Exploration and Planning Explore career options and develop a detailed plan or career advancement through personalized career guidance services. Unemployment Insurance File your unemployment insurance claim by phone toll free: English (800) 300-5616, Spanish (800) 326-8934, Vietnamese (800) 547-3506, Chinese (800) 547-2058 or online at https://eapply4ui.edd.ca.gov/ Internet Access Use the Internet to job search, post your resume online, research companies, and visit job boards nationwide. Access your personal e-mail account to reply to job announcements.

130

Resource Library Use the Internet, CalJOBS, newspapers, books and videos or speak with a one-Stop staff member regarding employment opportunities.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Youth Services (WIA) Youth ages 14-21 can learn work skills year round, receive life skills training, educational incentives, and tutoring, and can be paid to work in local businesses. Youth Services (Job Corps of San Jose) Provides jobs to disadvantaged youth ages 16-24. Aims to foster academic, social, and vocational skills to succeed in work and school. Education & Training Interested in school, training or college? Need retraining? We can help you to develop a plan, explore financial assistance, and connect you with a successful career path. Rehabilitation Services Persons with disabilities can obtain and retain employment and maximize the ability to live independently in their community. Senior Employment Services Seniors can obtain part-time employment, work experience, or volunteer time to gain valuable work skills and knowledge.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 131

One Stop Career Center Services

One Stop Career Center Services

www.onestopmonterey.org

www.onestopmonterey.org

Introduction

Job Seeker Services continued

The One-Stop Career Center of Monterey County is a no-fee service that provides job seekers and businesses with universal access to innovative employment and training opportunities.

Copier, Printers, Fax, and Phone Use copy machines, fax machines, telephones, and laser printers for your job search

If you are an individual living in Monterey County, our center can help you select a new career, find a good job, locate a suitable education or training program, create effective resumes and letters, plan your finances, and help you find benefits and access other services for which you may be qualified.

Computer Use our computers to expand your skills in resume writing, and keyboarding or for self-assisted job search workshops to enhance interview, networking, and resume building skills.

If you are an employer, you can post your job openings on our website and review the resumes of potential employees. We can also help you analyze the local labor market, review suitable training programs, and access information on human resources, legal issues, and labor relations.

Labor Market Information Learn what’s HOT and what’s NOT in today’s ever-changing labor market. Workshops and Job Clubs Get a job through our professional “how to” workshops on job search skills, resume building, and job networking clubs.

Locations Main Office: Salinas Airport Business Park 730 La Guardia St. Salinas, CA 93905 Mail: PO Box 2265 Salinas, CA 93902 Toll Free (800) 870-4750 (831) 796-3600 Fax: (831) 755-324

King City Office: Towne Square Shopping Center 200 Broadway, Suite 62 King City, CA 93930 (831) 386-6801 Fax: (831) 386-6800

Seaside Office: University Plaza Center 1760 Fremont Blvd., Ste D2 Seaside, CA 93955 (831) 899-8236 Fax (831) 392-0532

Monterey Office: Monterey Job Service 480 Webster Street Monterey, CA 93940 (831) 649-2925 Fax: (831) 649-2828

Community Resource Information Learn about what services and resources are available in your community GED Assistance Get information on completing your GED or take GED classes through our One-Stop Partner Network. Get your GED and get a better job.

Job Seeker Services Job Search Assistance Use job listings, receive referrals, post resumes on CalJOBS or the Virtual One-Stop, and explore other electronic job banks available to you. Resume Assistance Use our Virtual One-Stop website and CalJOBS to design or upgrade your resume, get help from our professional staff, or attend a resume workshop. Career Exploration and Planning Explore career options and develop a detailed plan or career advancement through personalized career guidance services. Unemployment Insurance File your unemployment insurance claim by phone toll free: English (800) 300-5616, Spanish (800) 326-8934, Vietnamese (800) 547-3506, Chinese (800) 547-2058 or online at https://eapply4ui.edd.ca.gov/ Internet Access Use the Internet to job search, post your resume online, research companies, and visit job boards nationwide. Access your personal e-mail account to reply to job announcements.

130

Resource Library Use the Internet, CalJOBS, newspapers, books and videos or speak with a one-Stop staff member regarding employment opportunities.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Youth Services (WIA) Youth ages 14-21 can learn work skills year round, receive life skills training, educational incentives, and tutoring, and can be paid to work in local businesses. Youth Services (Job Corps of San Jose) Provides jobs to disadvantaged youth ages 16-24. Aims to foster academic, social, and vocational skills to succeed in work and school. Education & Training Interested in school, training or college? Need retraining? We can help you to develop a plan, explore financial assistance, and connect you with a successful career path. Rehabilitation Services Persons with disabilities can obtain and retain employment and maximize the ability to live independently in their community. Senior Employment Services Seniors can obtain part-time employment, work experience, or volunteer time to gain valuable work skills and knowledge.

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 131

One Stop Career Center Services www.onestopmonterey.org

Job Seeker Services continued English Classes Learn to speak, read, write, and work in an English-speaking work environment through our One-Stop Partner Network, and get a better job. Childcare Information & Referral Find out about the health and human services that are available in Monterey County and find quality childcare near your home or work. Veteran Services Specially trained Veteran’s staffs are available to assist Veterans and Disable Veterans with employment opportunities.

Name Training Other of College/University Providers The following training providers offer general business courses and/or computer software training that may be appropriate for administrative or management positions, but are not targeted expressly for the hospitality industry. For more information, visit the website or contact the school.

Chapman University A private university • www.chapman.edu Accreditation: Western Association of Schools and Colleges 99 Pacific Street, Ste. 375-B Monterey, CA 93940 (831) 373-0945

Gavilan College TEXT-Cabrillo College offers a wide variety of certificate and A California Community College • www.gavilan.edu Accreditation: Western Association of Schools and Colleges

Employer Services Recruitment Assistance Qualified staff will pre-screen applicants for skills and suitability based on your requirements and refer qualified candidates for employment. We also offer conference rooms for meetings and recruitment interviews and access to online information and resources.

Main Campus 5055 Santa Teresa Blvd. Gilroy, CA 95020 (408) 848-4800

Hollister Campus 365 Fourth St. Hollister, CA 95023 (831) 636-3783

Morgan Hill Center 17060 Monterey St., Morgan Hill, CA 95037 Phone: (408) 782-2873

Golden Gate University - Monterey Bay TEXT-Cabrillo College of Layoff Assistance Our “Rapid Response” team can help you set up an employee transition program to ease stress and maintain productivity. We can provide you with a range of tools and resources to suit your needs. Training Assistance Services can include no-fee vocational classroom training for your new hires, customized training to prepare specific candidates for positions, and reimbursement for employer-based on-the-job training expenses.

A private university • www.ggu.edu Accreditation: Western Association of Schools and Colleges 500 8th Street Marina, CA 93933 (831) 884-0900

Hartnell College TEXT-Cabrillo College offers a wide variety of certificate and A California Community College • www.hartnell.cc.ca.us Accreditation: Western Association of Schools and Colleges 156 Homestead Avenue Salinas, CA 93901 (831) 755-6700

Office Star - Computer Training Center

- Computer Training

A private training provider • www.officestartraining.com Salinas Center 1260 S. Main St. Salinas, CA 93901 (831) 753-7777

132

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Watsonville Center 195 Aviation Way, Ste 101 Watsonville, CA 95076 (831) 786-1460

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 129

Appendix II

One Stop Career Center Services www.onestopmonterey.org

Sample - Occupations Survey Form Your Title for Position

Difficulty hiring

# Months Required

Requires Experience

Other job income

Wage period H M A

Highest Wage

Lowest Wage

Hire next 12 mo

Part Time

Full time

Hired in last 12 mos

Exempt

Occupation

Partners

Director of Golf Oversees Golf Operations and Food and Beverage through Head Golf Professional and F&B Manager.

Golf Course Superintendent Oversees, directs and manages all aspects of Golf Course Operations.

Greenskeeper– 1 Performs all golf course maintenance tasks in a manner which contributes to the highest standard of golf course maintenance. Assists in construction, general clean up, operation of motorized equipment and other duties as required.

Head Golf Professional Oversees golf shop and outside services including merchandising, marketing and budget preparation. Gives golf lessons.

Chief Engineer Manages and organizes all engineering operations. Administers all engineering operations. May have multiple properties and resort facilities.

Housekeeping Supervisor Supervises the daily operations of the housekeeping services department.

Houseperson Performs housekeeping and janitorial duties to maintain offices and public areas in clean and orderly fashion.

The One-Stop Career Center of Monterey County has three major partners that provide staffing and services. These include the Monterey County Office for Employment Training (OET), the Monterey County Department of Social and Employment Services (DSES), and the Employment Development Department (EDD). The Monterey County Office for Employment Training coordinates and provides access to comprehensive employment and training services for employers, entrepreneurs, and job seekers including laid off workers, persons with disabilities, long term unemployed, displaced homemakers, and persons over 55. The Monterey County Department of Social and Employment Services operates the CalWORKS (California Work Opportunity and Responsibility to Kids) program in California that provides cash aid and services to eligible families. The Employment Development Department operates California’s Job Service that includes: • CalJOBS, a no-fee service linked to America’s Job Bank and accessible via the Internet. Employers can list jobs and review resumes; jobseekers can list resumes and review job listings. • Access to unemployment Insurance that provides temporary income to eligible recipients during periods of unemployment. EDD provides information, forms and telephone or fax access to file claims. • Special services to employers such as the Employer Advisory Committee, Employer Seminars and Work Opportunity and Welfare-to-Work Tax Credits, a federal program that provides incentives to employers to hire individuals in specific target groups. • Services to special groups including Deaf and Hard of Hearing, Veterans Services, Job Clubs, Youth Employment Opportunity Programs and a wealth of publications relating to employment and the labor market at local, state and national levels.

Front Desk Clerk Facilitates guest check-in and check-out by providing efficient and accurate service. Requires basic math and accounting skills, good telephone etiquette and interpersonal skills.

General Manager Oversees entire operation through senior management. Directs and coordinates the activities of the organization in accordance with policies, goals and objectives established by the top executive.

Human Resources Manager Develops, implements and coordinates policies and procedures covering the following: employment, labor relations, wage and salary administration, orientation and training, placement, safety and health, benefits and employee services.

Executive Chef Coordinates, plans and directs the production of meals through lower level chefs, cooks and other kitchen workers. Plans menus and utilization of food and purchases foodstuffs and kitchen supplies. Devises special dishes and original recipes.

Fast Food Cook Prepares and cooks food in a fast food restaurant with a limited menu. Duties are limited to preparation of a few basic items.

Bartender Mixes and serves alcoholic and nonalcoholic drinks. Reports to Food & Beverage Supervisor.

Other One-Stop Career Center partners include: Alliance on Aging Arbor Career Center California State Department of Rehabilitation Candelaria American Indian Council (CAIC) Center for Employment Training (CET) Central Coast Small Business Development Center/Cabrillo College (SBDC) Community Action Agency (CAA) Hartnell Community College Job Corps of San Jose (SJJC) Mission Trails Regional Occupational Programs throughout Monterey County Monterey Peninsula College (MPC) Public Authority for In-Home Supportive Services (IHSS) Salinas Adult School Shoreline Occupational Services Small Business Development Center/Gavilan College (SBDC) Turning Point of the Central Coast

Mgr Wine Collector Program Plans, organizes, directs and controls the sales and budget plans for the Wine collector program.

Tasting Room Manager Plans, organizes, directs and controls the sales and budget plan for the retail sales department. Manages merchandising, inventory, promotional programs and guest services. Works with all local Chambers, visitor centers and hotel concierges.

136

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 133

Appendix I

Appendix II

Occupations - Entry Level Opportunities are in Italics

Sample - General Questions Survey Form

Accounting Clerk p. 29 Accounting Manager or Staff Accountant p. 30 Admissions Membership Coordinator p. 47 Assistant Golf Course Superintendent p. 98 Attendant: Coatroom, Spa, Tennis: p. 48 Attendant: Laundry, Uniform p. 68 Baker p. 71 Bartender p. 72 Beverage Cart Attendant p.99 Busser p. 73 Cashier p. 74 Catering Manager/Director - see F&B Manager p. 86 Chief Engineering p. 49 Coatroom Attendant p. 48 Combined Food Prep & Serving Worker p. 75 Concierge p. 50 Concierge Supervisor p. 51 Controller p. 31 Cooks – All Around p. 76 Cooks – Fast Food p. 77 Cooks – Line Cook I and II p. 78 Cooks – Pantry Cook/Prep Cook p. 79 Cooks – Short Order p. 80 Counter Attendants, Food Concession, & Coffee Shop p. 81 Director of Golf p. 101 Dishwashers p. 82 Doorman p. 52 Drivers, Pizza p. 83 Employee Dining Room Attendant p. 84 Employment Specialist p. 32 Engineer I p. 53 Engineer Supervisor p. 54 Equipment Mechanic p. 101 Executive Assistant p. 33 Executive Chef p. 55 First Assistant Golf Professional p. 98 Food & Beverage Manager/Director p. 86 Food & Beverage Supervisor p. 87 Front Desk Clerk p. 55 Front Desk Supervisor p. 56 General Manager p.34 - 35 Golf Course Superintendent p. 103 Greenskeeper I p. 104 Greenskeeper II p. 105 Groundskeeper p.38 Guest Services/Group Coordinator p. 57 Head Golf Professional p. 106 Hostperson p. 88 Housekeeping Supervisor p. 58

134

Housekeeper – see Room Attendant p. 65 Houseperson w/ Lobby Attendant p. 59 Honor Bar Attendant p. 60 Human Resources Assistant p. 36 Human Resources Manager p. 37 Irrigation Technician p. 107 Kitchen Night Cleaner p.89 Laundry Attendant p. 68 Landscape Gardener p. 39 Lead Server/Captain p. 90 Line Cook I & II – see Cooks – Line p. 78 Lobby Attendant p. 59 Locker Room/Shoe Care p. 108 Marshall p. 109 Member Service Representative – Starter p. 110 Manager, Wine Collector Program p. 116 Night Auditor p. 61 Painter/Maintenance Technician p. 62 Pantry Cook – see Cooks, Pantry/Prep p. 79 Payroll Administrator p. 40 PBX Operator p. 63 Porter/Valet w/Houseperson) p. 52 Prep Cook – see Cooks – Pantry/Prep p. 79 Range Attendant p. 111 Receptionist p. 41 Reorder/Corporate Sales Manager p. 117 Resort Security Officer p. 64 Restaurant Manager/Director p. 91 Retail Buyer – Golf p. 48 Retail Sales Associate/Assistant p. 48 Room Attendant (Housekeeper) p.65 Room Service Order Taker p. 66 Sales Associate – see Retail Sales Associate p. 42 Security Officer – see Resort Security Officer p. 64 Sous Chef p. 92 Spa Attendant p. 48 Special Events Sales Associate p. 118 Special Events Sales Manager p. 119 Steward p. 93 Storeroom Clerk p. 43 Storeroom Supervisor p. 94 Sushi Chef – see Cook – All Around p. 76 Systems Administrator p. 44 Tasting Room Manager p. 120 Tennis Attendant p. 48 Teppan Chef – see Cook – All Around p. 76 Tournament/Groups Coordinator p.113 Turndown Attendant p. 67 Uniform Attendant w/ Laundry Attendant p. 68 Waitperson/Server p. 96

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Workforce Investment Board Hospitality Industry Labor Market Study Please place responses in the WHITE BOXES below. Use the TAB key to move from space to space. EMPLOYMENT LEVELS: 1 In this location, how many employees work full time? Part time? 2

Of the total full time and part time employees, how many are temporary?

3

How many additional employees do you expect to hire in the next 12 months? Full time? Part time ? Temporary?

4

How many employees do you expect to replace due to resignations, firing or retirement in the next 12 months?

5

What percentage of vacancies are recruited in the greater Monterey County area? From outside the tri-county area?

6

If you seasonally decrease your staff, what month do you lay off staff? How many are likely to be laid off?

7

If you seasonally increase your staff, what month do you rehire staff? How many are likely to be rehired?

8

When a non-entry level position becomes available, what percentage do you usually: Promote from within? Hire outside?

9

Please estimate how many employees live in the following areas: Prunedale-Castroville-Pajaro? Salinas? Coastal from Big Sur to Marina? South of Salinas? Outside Monterey Co?

10 BENEFITS: If benefits differ between classifications, indicate the benefits received by the majority of employees. If employees accrue vacation and sick leave, please indicate the number of days accrued/yr. # Vacation days # Sick days Please indicate which benefits you offer to full time and part time employees. If partial benefits are offered, indicate percentage employer pays. Medical Insurance Dental Insurance Vision Retirement Child Car Do you offer tuition reimbursement for industry-related classes? (Y/N) 11 Basic Skills required in your business: For each skill listed below, please enter a number from 1 to 5 with 5 being the highest, 1 the lowest, indicating the importance of the skill in your business. You may use a number more than once. Ability to work independently Ability to work with or on a team English language skills Ability to speak a second language Customer service skills Basic computer skills Willingness to work split shifts, evenings, weekends Having a positive, willing attitude Other (specify)

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 135

Appendix I

Appendix II

Occupations - Entry Level Opportunities are in Italics

Sample - General Questions Survey Form

Accounting Clerk p. 29 Accounting Manager or Staff Accountant p. 30 Admissions Membership Coordinator p. 47 Assistant Golf Course Superintendent p. 98 Attendant: Coatroom, Spa, Tennis: p. 48 Attendant: Laundry, Uniform p. 68 Baker p. 71 Bartender p. 72 Beverage Cart Attendant p.99 Busser p. 73 Cashier p. 74 Catering Manager/Director - see F&B Manager p. 86 Chief Engineering p. 49 Coatroom Attendant p. 48 Combined Food Prep & Serving Worker p. 75 Concierge p. 50 Concierge Supervisor p. 51 Controller p. 31 Cooks – All Around p. 76 Cooks – Fast Food p. 77 Cooks – Line Cook I and II p. 78 Cooks – Pantry Cook/Prep Cook p. 79 Cooks – Short Order p. 80 Counter Attendants, Food Concession, & Coffee Shop p. 81 Director of Golf p. 101 Dishwashers p. 82 Doorman p. 52 Drivers, Pizza p. 83 Employee Dining Room Attendant p. 84 Employment Specialist p. 32 Engineer I p. 53 Engineer Supervisor p. 54 Equipment Mechanic p. 101 Executive Assistant p. 33 Executive Chef p. 55 First Assistant Golf Professional p. 98 Food & Beverage Manager/Director p. 86 Food & Beverage Supervisor p. 87 Front Desk Clerk p. 55 Front Desk Supervisor p. 56 General Manager p.34 - 35 Golf Course Superintendent p. 103 Greenskeeper I p. 104 Greenskeeper II p. 105 Groundskeeper p.38 Guest Services/Group Coordinator p. 57 Head Golf Professional p. 106 Hostperson p. 88 Housekeeping Supervisor p. 58

134

Housekeeper – see Room Attendant p. 65 Houseperson w/ Lobby Attendant p. 59 Honor Bar Attendant p. 60 Human Resources Assistant p. 36 Human Resources Manager p. 37 Irrigation Technician p. 107 Kitchen Night Cleaner p.89 Laundry Attendant p. 68 Landscape Gardener p. 39 Lead Server/Captain p. 90 Line Cook I & II – see Cooks – Line p. 78 Lobby Attendant p. 59 Locker Room/Shoe Care p. 108 Marshall p. 109 Member Service Representative – Starter p. 110 Manager, Wine Collector Program p. 116 Night Auditor p. 61 Painter/Maintenance Technician p. 62 Pantry Cook – see Cooks, Pantry/Prep p. 79 Payroll Administrator p. 40 PBX Operator p. 63 Porter/Valet w/Houseperson) p. 52 Prep Cook – see Cooks – Pantry/Prep p. 79 Range Attendant p. 111 Receptionist p. 41 Reorder/Corporate Sales Manager p. 117 Resort Security Officer p. 64 Restaurant Manager/Director p. 91 Retail Buyer – Golf p. 48 Retail Sales Associate/Assistant p. 48 Room Attendant (Housekeeper) p.65 Room Service Order Taker p. 66 Sales Associate – see Retail Sales Associate p. 42 Security Officer – see Resort Security Officer p. 64 Sous Chef p. 92 Spa Attendant p. 48 Special Events Sales Associate p. 118 Special Events Sales Manager p. 119 Steward p. 93 Storeroom Clerk p. 43 Storeroom Supervisor p. 94 Sushi Chef – see Cook – All Around p. 76 Systems Administrator p. 44 Tasting Room Manager p. 120 Tennis Attendant p. 48 Teppan Chef – see Cook – All Around p. 76 Tournament/Groups Coordinator p.113 Turndown Attendant p. 67 Uniform Attendant w/ Laundry Attendant p. 68 Waitperson/Server p. 96

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Workforce Investment Board Hospitality Industry Labor Market Study Please place responses in the WHITE BOXES below. Use the TAB key to move from space to space. EMPLOYMENT LEVELS: 1 In this location, how many employees work full time? Part time? 2

Of the total full time and part time employees, how many are temporary?

3

How many additional employees do you expect to hire in the next 12 months? Full time? Part time ? Temporary?

4

How many employees do you expect to replace due to resignations, firing or retirement in the next 12 months?

5

What percentage of vacancies are recruited in the greater Monterey County area? From outside the tri-county area?

6

If you seasonally decrease your staff, what month do you lay off staff? How many are likely to be laid off?

7

If you seasonally increase your staff, what month do you rehire staff? How many are likely to be rehired?

8

When a non-entry level position becomes available, what percentage do you usually: Promote from within? Hire outside?

9

Please estimate how many employees live in the following areas: Prunedale-Castroville-Pajaro? Salinas? Coastal from Big Sur to Marina? South of Salinas? Outside Monterey Co?

10 BENEFITS: If benefits differ between classifications, indicate the benefits received by the majority of employees. If employees accrue vacation and sick leave, please indicate the number of days accrued/yr. # Vacation days # Sick days Please indicate which benefits you offer to full time and part time employees. If partial benefits are offered, indicate percentage employer pays. Medical Insurance Dental Insurance Vision Retirement Child Car Do you offer tuition reimbursement for industry-related classes? (Y/N) 11 Basic Skills required in your business: For each skill listed below, please enter a number from 1 to 5 with 5 being the highest, 1 the lowest, indicating the importance of the skill in your business. You may use a number more than once. Ability to work independently Ability to work with or on a team English language skills Ability to speak a second language Customer service skills Basic computer skills Willingness to work split shifts, evenings, weekends Having a positive, willing attitude Other (specify)

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 135

Appendix II

One Stop Career Center Services www.onestopmonterey.org

Sample - Occupations Survey Form Your Title for Position

Difficulty hiring

# Months Required

Requires Experience

Other job income

Wage period H M A

Highest Wage

Lowest Wage

Hire next 12 mo

Part Time

Full time

Hired in last 12 mos

Exempt

Occupation

Partners

Director of Golf Oversees Golf Operations and Food and Beverage through Head Golf Professional and F&B Manager.

Golf Course Superintendent Oversees, directs and manages all aspects of Golf Course Operations.

Greenskeeper– 1 Performs all golf course maintenance tasks in a manner which contributes to the highest standard of golf course maintenance. Assists in construction, general clean up, operation of motorized equipment and other duties as required.

Head Golf Professional Oversees golf shop and outside services including merchandising, marketing and budget preparation. Gives golf lessons.

Chief Engineer Manages and organizes all engineering operations. Administers all engineering operations. May have multiple properties and resort facilities.

Housekeeping Supervisor Supervises the daily operations of the housekeeping services department.

Houseperson Performs housekeeping and janitorial duties to maintain offices and public areas in clean and orderly fashion.

The One-Stop Career Center of Monterey County has three major partners that provide staffing and services. These include the Monterey County Office for Employment Training (OET), the Monterey County Department of Social and Employment Services (DSES), and the Employment Development Department (EDD). The Monterey County Office for Employment Training coordinates and provides access to comprehensive employment and training services for employers, entrepreneurs, and job seekers including laid off workers, persons with disabilities, long term unemployed, displaced homemakers, and persons over 55. The Monterey County Department of Social and Employment Services operates the CalWORKS (California Work Opportunity and Responsibility to Kids) program in California that provides cash aid and services to eligible families. The Employment Development Department operates California’s Job Service that includes: • CalJOBS, a no-fee service linked to America’s Job Bank and accessible via the Internet. Employers can list jobs and review resumes; jobseekers can list resumes and review job listings. • Access to unemployment Insurance that provides temporary income to eligible recipients during periods of unemployment. EDD provides information, forms and telephone or fax access to file claims. • Special services to employers such as the Employer Advisory Committee, Employer Seminars and Work Opportunity and Welfare-to-Work Tax Credits, a federal program that provides incentives to employers to hire individuals in specific target groups. • Services to special groups including Deaf and Hard of Hearing, Veterans Services, Job Clubs, Youth Employment Opportunity Programs and a wealth of publications relating to employment and the labor market at local, state and national levels.

Front Desk Clerk Facilitates guest check-in and check-out by providing efficient and accurate service. Requires basic math and accounting skills, good telephone etiquette and interpersonal skills.

General Manager Oversees entire operation through senior management. Directs and coordinates the activities of the organization in accordance with policies, goals and objectives established by the top executive.

Human Resources Manager Develops, implements and coordinates policies and procedures covering the following: employment, labor relations, wage and salary administration, orientation and training, placement, safety and health, benefits and employee services.

Executive Chef Coordinates, plans and directs the production of meals through lower level chefs, cooks and other kitchen workers. Plans menus and utilization of food and purchases foodstuffs and kitchen supplies. Devises special dishes and original recipes.

Fast Food Cook Prepares and cooks food in a fast food restaurant with a limited menu. Duties are limited to preparation of a few basic items.

Bartender Mixes and serves alcoholic and nonalcoholic drinks. Reports to Food & Beverage Supervisor.

Other One-Stop Career Center partners include: Alliance on Aging Arbor Career Center California State Department of Rehabilitation Candelaria American Indian Council (CAIC) Center for Employment Training (CET) Central Coast Small Business Development Center/Cabrillo College (SBDC) Community Action Agency (CAA) Hartnell Community College Job Corps of San Jose (SJJC) Mission Trails Regional Occupational Programs throughout Monterey County Monterey Peninsula College (MPC) Public Authority for In-Home Supportive Services (IHSS) Salinas Adult School Shoreline Occupational Services Small Business Development Center/Gavilan College (SBDC) Turning Point of the Central Coast

Mgr Wine Collector Program Plans, organizes, directs and controls the sales and budget plans for the Wine collector program.

Tasting Room Manager Plans, organizes, directs and controls the sales and budget plan for the retail sales department. Manages merchandising, inventory, promotional programs and guest services. Works with all local Chambers, visitor centers and hotel concierges.

136

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005

Monterey County Labor Market Study for the Hospitality Industry – Fall 2005 133

Hospitality Industry Labor Market Study Fall 2005

Salinas Office Salinas Airport Business Park 730 La Guardia Street Salinas, California 93905 Seaside Office University Plaza Shopping Center 1760 Fremont Boulevard, Suite D-2 Seaside, California 93955

P.O. Box 2135 Salinas, California 93902

The Monterey County Workforce Investment Board Presents

Hospitality Industry Labor Market Study Fall 2005