Question 1

What is the difference between a restaurant manager and a venue manager?

Accepted Answer

In Australia, the terms are often used interchangeably, though 'restaurant manager' typically refers specifically to restaurant settings while 'venue manager' may be broader. Under the Restaurant Industry Award, both are typically classified as Restaurant Managers or Assistant Restaurant Managers depending on the level of responsibility. The role combines operational oversight, staff management, financial control and customer service leadership.

Question 2

What award covers restaurant managers in Australia?

Accepted Answer

Restaurant managers are typically covered by the Restaurant Industry Award 2020 (MA000119) under the managerial classification. Some venues may fall under the Hospitality Industry (General) Award depending on the business type. Managers are usually classified at Level 4 or Level 5 depending on responsibilities, venue size and whether they're managing multiple venues.

Question 3

What classification level should I use for a restaurant manager?

Accepted Answer

Under the Restaurant Industry Award, restaurant managers are typically classified at Level 4 (supervisory with responsibility for a section or shift) or Level 5 (management of entire venue or multiple venues). The classification depends on the scope of responsibilities, number of staff supervised, financial accountability and decision-making authority. See our Restaurant Award pay rates guide for current rates.

Question 4

Should I advertise salary or hourly rate for a manager position?

Accepted Answer

Restaurant managers are typically employed on a salary basis rather than hourly rates, particularly for full-time positions. You can advertise a salary range (e.g., '$60,000-$75,000 + super') or state 'Competitive salary based on experience.' Be aware that salaried managers must still be paid at least the equivalent of their award rate for all hours worked, including reasonable additional hours.

Question 5

What qualifications are essential for a restaurant manager?

Accepted Answer

Essential qualifications typically include: proven hospitality management experience (2-5 years), RSA (Responsible Service of Alcohol) certificate, food safety supervisory certificate, and working rights in Australia. While formal qualifications like Certificate IV or Diploma of Hospitality Management are highly regarded, many successful managers progress through experience. Strong operational, financial and people management skills are crucial.

Question 6

Is formal hospitality training required for restaurant managers?

Accepted Answer

While not legally required, formal qualifications such as Certificate IV in Hospitality or Diploma of Hospitality Management are highly valued. Many restaurant managers have progressed through the ranks from front-line positions and developed management skills on the job. A combination of practical experience, demonstrated leadership capability and business acumen is often more important than formal qualifications alone.

Question 7

Do restaurant managers need RSA and food safety certificates?

Accepted Answer

Yes, restaurant managers must hold valid RSA (Responsible Service of Alcohol) certification if the venue serves alcohol. They should also have a food safety supervisory certificate (Food Safety Supervisor) as they're responsible for supporting compliance with food safety standards. Some states require designated Food Safety Supervisors to have completed approved training. These are typically mandatory requirements.

Question 8

What experience should I require for a restaurant manager?

Accepted Answer

Most restaurant manager positions require 2-5 years of hospitality experience, with at least 1-2 years in a supervisory or assistant management role. Look for candidates with experience in similar venue types (fine dining, casual, cafe, etc.), demonstrated team leadership, financial management, and operational problem-solving. For senior positions, multi-site or large team management experience may be essential.

Question 9

Should restaurant managers be permanent or casual employees?

Accepted Answer

Restaurant managers are almost always employed on a permanent basis (full-time or part-time) rather than casually. The role requires consistent presence, strategic decision-making, financial accountability and ongoing team leadership. Full-time employment with a salary package is standard. Casual arrangements are generally unsuitable for management positions due to the continuous responsibilities involved.

Question 10

What hours do restaurant managers typically work?

Accepted Answer

Restaurant managers typically work 38-50+ hours per week, depending on the venue and operational demands. This often includes evenings, weekends and public holidays when the venue is busiest. Managers need flexibility to cover various service periods, handle staff absences and respond to operational issues. While salaried positions may include 'reasonable additional hours,' support compliance with award requirements. Use rostering software to track management hours.

Question 11

What should be included in a restaurant manager employment contract?

Accepted Answer

Key elements include: position title and classification level, employment type (full-time/part-time), annual salary plus superannuation, applicable award, reporting structure, key performance indicators, core responsibilities, expected hours and flexibility requirements, leave entitlements, probation period (typically 3-6 months), and termination notice period. Include confidentiality and non-compete clauses if appropriate. Use digital employment contracts for efficiency.

Question 12

What performance metrics should I set for restaurant managers?

Accepted Answer

Common KPIs include: labour cost percentage, food cost percentage, revenue targets, customer satisfaction scores, staff retention and turnover rates, compliance audit results, average transaction value, table turnover rates, and waste/shrinkage metrics. Align KPIs with business goals and ensure they're measurable and realistic. Regular performance reviews help track progress and provide coaching opportunities.

Question 13

Should restaurant managers create their own rosters?

Accepted Answer

Yes, restaurant managers typically have primary responsibility for creating staff rosters, though some operations have dedicated roster coordinators. Managers must understand award requirements, labour budgets, staff availability and operational demands. Using rostering software helps managers create compliant, cost-effective rosters efficiently while giving staff visibility and reducing administrative burden.

Question 14

How do restaurant managers manage labour costs effectively?

Accepted Answer

Effective labour cost management includes: forecasting demand accurately, creating efficient rosters aligned to trading patterns, monitoring actual vs budgeted hours, using budget forecasting tools, training staff to work efficiently across multiple roles, minimising overtime, and analysing productivity metrics. Target labour costs are typically 25-35% of revenue depending on the venue type and service model.

Question 15

What rostering compliance must restaurant managers ensure?

Accepted Answer

Managers must ensure rosters comply with: applicable modern award provisions, minimum shift lengths, maximum daily/weekly hours, required breaks, notice periods for roster publication and changes, record-keeping requirements, and fair allocation of shifts. Use award interpretation software to automate compliance checks and reduce risk of underpayment.

Question 16

How should managers handle staff availability and shift swaps?

Accepted Answer

Establish clear policies for availability submission, approval processes for changes, and procedures for shift swaps. Use staff availability management tools to collect and track preferences. Managers should approve all shift swaps to ensure adequate skill mix and coverage. Set expectations about minimum availability requirements and responsiveness to roster changes.

Restaurant manager job description