Gaylord Entertainment
JOB DESCRIPTION
Job Title: | Attendant Door |
Department: | Front Office |
Company: | Gaylord Hotels |
Reports To: | Asst Mgr Front Services |
Supervises: | N/A |
Job Description Date: | 1/18/07 |
Job Purpose: Two to three sentences describing the overall purpose of the job | |
Provide guests with baggage handling and information services at hotel entrance. Responsible for the smooth flow of traffic through Hotel entrance and the security of all guests belongings. | |
Job Responsibilities: Maximum of ten responsibilities, in order of percentage of time spent on functions from longest to shortest; do not list anything that does not represent at least 10% of the jobs time. Please include supervisory responsibilities. | |
1. | Greet guests at the hotel entrance and assist with the loading and unloading of luggage. |
2. | Control vehicle traffic through hotel entrance area including the moving and positioning of vehicles |
3. | Promote valet parking services to every guest vehicle that arrives. |
4. | Ensure the security of all vehicles in hotel valet parking lot. |
5. | Ensure the security of guest luggage and belongings while in the hotel entrance area. |
6. | Maintain cleanliness in the hotel entrance area (sweeping, ash urns, etc.). |
7. | Accompany guests to the airport to assist with the loading and unloading of luggage as directed. |
8. | Maintain current knowledge of local area, attractions and events. |
9. | Perform other duties as assigned. |
Job Qualifications: Describe the minimum qualifications needed to complete the job responsibilities. | |
Education | High School diploma or equivalent required. |
Experience | Minimum six months customer service experience preferred. Good communications skills required. Must be fluent in verbal and written English. Ability to drive standard transmission required. |
Licenses/Certifications | Valid Drivers License and a satisfactory driving record required. |
Management Activities: Check all that apply | |
Interview, select and train STARS | |
Set and adjust their rates of pay and hours of work | |
Direct the work of STARS | |
Appraise STARS productivity and efficiency for the purpose of recommending promotions or other changes in status | |
Handle STAR complaints | |
Discipline STARS | |
Plan the work | |
Determine the techniques to be used | |
Apportion the work among the STARS | |
Determine the type of materials, supplies, machinery, equipment or tools to be used or merchandise to be bought, stocked and sold | |
Control the flow and distribution of materials or merchandise and supplies | |
Provide for the safety and security of the employees or the property | |
Plan and control the budget | |
Monitor or implement legal compliance measures | |
Customarily and regularly direct the work of at least 2 or more full-time STARS or their equivalent (1 full-time STAR at 40 and 2 half-time STARS at 20 hours each , are equivalent to 2 full-time STARS). | |
Authority to hire or fire other STARS, or makes suggestions and recommendations as to the hiring, firing , advancement, promotion or any other change of status of other employees are given particular weight. |
Discretion & Independent Judgment: Answer all questions and provide multiple specific examples. | |
Question | Answer ( If yes, give multiple examples) |
Does this position have authority to formulate, affect, interpret, or implement management policies or operating practices? | No |
Does this position have authority to commit the employer in matters that have significant financial impact? | No |
Does this position have authority to waive or deviate from established policies and procedures without prior approval? | No |
Does this position have authority to negotiate and bind the company on significant matters? | No |
Is this position involved in planning long or short-term business objectives? | No |
Does this position represent the company in handling complaints, arbitrating disputes or resolving grievances? | No |
Does this position have authority to make an independent choice, free from immediate direction or supervision or make decisions or recommendations that may occasionally be reviewed, revised or reversed? | No |
Physical Requirements: Indicate requirements that are representative of those that must be met to successfully perform the essential duties of this job. | |
Ability to speak and hear. Close and distance vision. Frequent sitting with some walking and standing. Frequently lifts/carries up to 5 lbs. Continual use of manual dexterity and gross motor skills with frequent use of bi-manual dexterity and fine motor skills. | |
Additional physical and visual requirements (check all that apply) | |
x | Identify and distinguish colors |
x | Stand for long periods of time |
x | Walk extended distances |
x | Lift/carry 6-25 lbs. |
x | Lift/carry 26-50 lbs. |
x | Lift/carry over 50 lbs. |
x | Reach hands and arms in any direction |
x | Kneel and/or stoop repeatedly |
Other: |
Working Conditions: Indicate the environmental aspects of the job. | |
Continually works in normal office conditions and in close proximity to others. | |
Additional working conditions (check all that apply) | |
x | Outdoor weather conditions |
Extreme cold (non-weather) | |
Extreme heat (non-weather) | |
Wet or humid conditions | |
x | Near moving or mechanical parts |
On high precarious places | |
x | With fumes or airborne particles |
Near toxic or caustic chemicals | |
Near risk of electrical shock | |
x | Near loud noises |
In areas of strong vibration | |
x | Other: Varying weekly schedule required including evenings, holidays and overtime as business dictates. |
For Compensation Department Use Only | |||
Final Job Title: | Attendant Door | Compensation Analyst | CDM & DK |
Approved Job Grade: | 1 | Date Job Evaluated: | 1-30-07 |
Approved FLSA Status: | Non Exempt | Job Family: | Front Office & Guest Services |
Incentive Plan: | Customer Sat Bonus | EEO Category: | Service Workers |
Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law.
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