Duty manager job description

A duty manager typically needs a current RSA certificate and, where the club has gaming, an RSG certificate, plus supervisory experience in a club, pub, hotel or hospitality venue. Some states require an approved-manager qualification to be left in charge of a licensed venue. A first aid certificate is desirable for handling incidents. Confirm the specific requirements for your jurisdiction.

It depends on your state. Many jurisdictions require the person left in charge of a licensed venue to hold an approved-manager qualification. Check with your state liquor and gaming regulator, and make the requirement clear in the job description so candidates understand what they must hold or obtain before being rostered as duty manager.

Yes — many duty managers are promoted from experienced bar or gaming attendants. Look for staff with strong compliance awareness, good judgement under pressure and the respect of their team. Ensure they hold or obtain the required RSA, RSG and any state approved-manager certificate, and provide supervisory training before rostering them in charge.

Mandatory requirements usually include a current RSA, an RSG where gaming is operated, working rights in Australia and supervisory experience. Preferred qualifications include a state approved-manager certificate and a first aid certificate. Being clear about essential vs desirable requirements helps you attract capable shift leaders without narrowing the pool unnecessarily.

Because duty managers carry responsibility for the venue on shift, many clubs prefer permanent part-time or full-time staff for consistency and accountability. Casual duty managers offer flexibility for cover and busy periods but attract a 25% casual loading on ordinary hours under the Clubs Award. A common approach is permanent duty managers with a small casual pool for relief.

Under the Clubs Award (MA000058), Saturday work is paid at 150%, Sunday at 175% and public holidays at 250%. The 25% casual loading is not stacked on top of these weekend or public-holiday penalties. Evening and late-night loadings also apply for Monday–Friday work between 7pm and midnight, and midnight to 7am. Use award interpretation software to calculate rates accurately.

Key elements include: position title and classification level, employment type (casual, part-time or full-time), hourly rate, applicable award, reporting line to the club manager, main duties, on-shift responsibility for the venue, and required certifications such as RSA, RSG and approved-manager. Use our digital employment contracts to simplify this process.

Roster so that at least one RSA and RSG-qualified duty manager (with any required approved-manager certificate) is on every trading shift. Use rostering software with skill and certification tracking to prevent publishing a shift without a qualified person in charge, and keep a small pool of trained relief duty managers for cover.

Award and agreement rostering rules vary, so confirm the notice period that applies to your club. As a general practice, providing rosters at least 7 days in advance gives duty managers visibility of their shifts and responsibilities. Using rostering software helps ensure compliance and reduces last-minute changes.

Use HR software to store each duty manager’s RSA, RSG and approved-manager certificates and receive reminders before they expire. This ensures you never leave a staff member in charge with a lapsed certificate, which is essential for liquor-licensing and gaming compliance.

Break entitlements are set by the Clubs Award and generally include a meal break for shifts beyond a set length, with a broken-shift allowance where a shift is split. Because duty managers carry venue responsibility, plan breaks so a qualified person remains in charge. Use time and attendance tools to record time accurately.