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Multi-Unit Organizational Structure
Objective• To Implement a Multi-Unit Organizational
Structure that will maximize efficiency and potential profitability.
Foundations for Success
• Consistency-Attainable goals
• Structure-what needs to be done?
-by whom?-when and why?
• Business plan-Road map to success
• Strong Management Team
Foundations for Success(cont)
• Maintain a clean restaurant• Complete/accurate paperwork
-Control sheets-Wisr
• Provide excellent customer service• Deliver strong and continuous training• Provide a quality product• Develop a strong marketing plan
Foundations for Success(cont)
• Cash flow -what money is available?
• Distance between Subway restaurants
• Store Profitability• Develop a Budget• Staffing:3% or 4% of Net Sales
(above manager) to pay for staff
What is a Business Plan?• Typical Topics Covered
– Company Description– Product and Services– Marketing Plan– Operational Plan– Management and Organizational
Structure– Financial Plan
Critical Areas• Multi Unit Operators must run units as
“Restaurants” vs. “Sandwich Shops”• Communication
– Meetings
• Remain Focused– Goal setting– Time bound
• Controlling Costs• Controlling Turnover
Critical areas , Cont.
• Maintain a proper and positive attitude• More incentives/motivation• Time Management• Training• Delegation
Multi-Unit Focus
• Company Philosophy/Leadership Attitude– Need to articulate Mission, Goals, Standards
• Operations – Customer Service, Quality Product, Clean Stores and Employees
• Training – Top to bottom!• Manuals/Policies/Procedures/Systems• Legal/Reprimanding Documentation• Job Descriptions
Multi-Unit Focus, cont.
• Compensation– Competitive– Reward for performance
• Organization Structure• Marketing/Street fighting/Crew Incentives• Delegate
– Hire staff that can do!– Little direction necessary
• Increase Sales/Increase Profits/Decrease Costs
Organizational Structure 2-5 Restaurants
G E N E RA L E M P L O Y E E S
C R E W L E A D E R
A S S IS T A N T M A N A G E R (M a n a g e r in tra in in g)
R E S T A U R A N T M A N A G E R
O F F IC E L IA IS O N
A R E A S U P E R V IS O R
D IR E C T O R O F O P E R A T IO N(O W N E R )
M A R K E T IN G (P a rt-t im e)
G E N E R A L E M P L O Y E E S
C R E W L E A D E R S
A S S IS T A N T M A N A G E R (M .I.T)
R E S T A U R A N T M A N A G E R
O F F IC E L IA IS O N
A R E A S U P E R V IS E R (p o ss ib ly 2 )
D IR E C T O R O F O P E R A T IO N S
P re s id en t/C E O
Organizational Structure 6-10 Restaurants
Organizational Structure 10-15 Restaurants
M A R K E T IN G D IR E C T O R
G E N E RA L E M P L O Y E E S
C R E W L E A D E RS
A S S IS T A N T M A N A G E R (M .I.T)
R E S T A U R A N T M A N A G E R
O F F IC E L IA IS O N
A R E A S U P E RV IS E R (2 -3) C O N T R O L L E R
D IR E C T O R O F O P E R A T IO N
Organizational Structure Above 15 Restaurants
A C C O U N T SR E C E IV A B LE
O F F IC E /P A Y R O LLM A N A G E R
C O M P A N YC O N T R O L L E R
H U M A N R E S O U R C ED IR E C T O R
G E N E RA L E M P L O Y E E S
C R E W L E A D E RS
A S S IS T A N T M A N A G E R (M .I.T)
R E S T A U R A N T M A N A G E R
O F F IC EL IA S O N
A R E A S U P E R V IS O R M A R K E T IN GD IR E C T O R
H IR E D C O N T R A C T O R S
C O N S T R U C T IO NM A IN T E N A N C E I
D IR E C T O R O F O P E R A T IO N /C O O
Director of Operations
• Store Operations• Company Atmosphere
-mission statement-cleanliness
– Décor (upgrade)• Store Leases and Appearance
– Review & negotiate leases• Communication
Director of operation(cont)• Goal setting :• Food cost limits• Control bread• Control money• Labor cost• Sales
Director of operations (cont)
• Additional Roles:• Accountant/bookkeeper• Human resources• Marketing• Trainer• Maintenance/construction
Company Controller• Corporate Officer• Cash Management• Accounting• Budget and Planning• Reporting• Compliance• Benefits
– Retirement– Insurance
• Risk Management
Human Resource Director
• This position could help to:– Save time for the Director of Operations and
Area Supervisors– Save worrying about unjust lawsuits– Build company morale – Upgrade company manuals and policies as
needed– Give 30 day training checks to every
employee– Conduct exit interviews as a neutral party
– Personnel Management– Ongoing Training– Worker’s Compensation Injury Management– Unemployment Claims Management– Sexual Harassment Handling– Compliance with Federal and State Laws– Preventing and Handling Unlawful Terminations– Creating Policies– Other Miscellaneous Duties
Human Resource Director, cont
Area Supervisor • Responsible for Operations Manual• Maintain Operational Guidelines• Ensures that Policies and Procedures are followed• Assist Crew in Stores• Acts as Interim Manager• Proper training/staff and mangers• Customer complaints• Controls Costs:
– Food Costs– Labor Costs– Money Shortages– Bread Shortages– Sales Declines– Turnover/High/Significant
Marketing Director
• Responsibilities to:– Public Relations– National and State Markets– Street Fighting– Marketing Budget– Market Vendors– Media Placement– Tracking
Maintenance and Construction
• Specializes in:– HVAC– Refrigeration– Cooling/Heating– General Handyperson– Contractors
Receptionist
• Professional corporate image• Answering, Screening, Routing, & Message
Taking regarding all incoming phone calls• Greeting & Screening of visitors• Opening, Sorting & Distributing incoming mail• Preparing & Posting of outgoing mail• Monitoring, Purchasing & Storage of office
supplies• Receiving & Verification of COD’s & other orders
received
Administrative/Bookkeeping Assistant
• Check Book Maintenance• Store Paperwork• Purchase Orders/Accounts Receivable• Returned Checks• Accounts Payable• Administrative
Payroll Clerk
• Administration• Preparation of Weekly Payroll
Managers• Weekly Store Paperwork
– Transmission
• Scheduling• Controls• Sales • Labor costs• Food cost• Orders Products and Supplies• Store Operations• In-store Marketing• Employees hiring
Additional information • Terry Mcmorrow -
[email protected]• Tony Panagakos -
[email protected]• Evan Lintz -
[email protected]• Michael Marinello -
