I'll throw in another two cents. How did you arrive at 30-40 people full time? Since you have not actually opened the restaurant yet, you are guessing, no? The pie will not be divided so evenly when the restaurant is actually up and running.
You may estimate a need for that many now but when the restaurant is actually open you adjust to correct staffing according to when you do the most business.
If you know the number of seats you will have, estimated the busiest times and figured out what the average check will be, you should have some idea of projected income.
You will need some BOH staff- full time chef, a sous chef, some line cooks, dishwashers and prep cook or two. FOH will need a manager, several waitstaff, a busboy or two.
Some employee schedules will be adjusted accordingly. The chef needs to be there a lot. The prep cooks not as much. The busboy needs to be there for service times only, perhaps a little before and after for set up and side work. More waitstaff on busy nights, less on slower nights. Everything depends on the flow of your business. Split shifts may be appropriate for some days and some employees. Salary for a couple, hourly for most.
Some employees will only want to work part time because of other life concerns. Others will see this as their main source of employment. To worry about paying everyone full-time before you have even gotten started and do not yet know the needs of the business is missing the mark.
On the other side of the coin, I'd have to agree with the other posters who find a problem with your focus on low pay/no benefits.
Originally Posted by rahul7422
Scheaduling tools are great but how effective are they really? If my staffing model limits my employees at going over 30-hours per week due classifying them as FT and paying benifits etc., how do I circumvent people from picking up shifts that may have them go over 30-hours?
And how inclined are workers to pick up shifts in an internal staff anyway? If its a 30-40 person staff and on average we are short-staffed 4 out of 7-days, are workers likely to pick up shift?
This is tough
Your use of the term "staffing model" makes it sound like you are operating from some theoretical business course designed by people with no real world experience. In brief, you are putting the cart before the horse as it were, trying to fit your soon to be real world business into a predetermined "staffing model" hole.
Assuming you want some one not yourself to be in charge, do you really expect them to work for less than 30 hours a week and be able to manage a restaurant? Do you really expect to get anyone to accept a job that doesn't ever offer full time?
I'll paraphrase Phaedrus. You want a skilled employee with years of experience, creativity, drive and talent who will provide first class work but you seem to want to find a way to offer third rate pay. Those employees like the chef and manager will have to put in plenty of hours. You can put them on salary but if the rate of pay for actual hours worked doesn't add up to much, don't expect them to stick around. You will want those jobs to be filled by people who show great respect to your restaurant. Good pay and benefits is how you show great respect in return. Other support staff should also be paid a decent wage. Who doesn't have to pay rent and utilities?
As Foodpump pointed out, you take care of your employees and they will take care of you.