5570 Assistant Director, Bookstore - General Mechandise
TITLE Assistant Director, Bookstore - General Merchandise
CLASSIFICATION NUMBER 5570
IMMEDIATE SUPERVISOR Director of the Bookstore
MAJOR ADMINISTRATOR Vice President for Student Affairs
The Assistant Director, Bookstore-General Merchandise assists the Director of the Bookstore in all areas of administration, general management and supervision of the bookstore. The Assistant Director, Bookstore-General Merchandise supervises all general merchandise categories, including school and art supplies, gifts, sundries, computers, software, greeting cards, specialty items, and BearWear. The Assistant Director, Bookstore-General Merchandise is directly responsible for a general merchandise department, including the purchasing of merchandise for resale, inventory management, and supervision of daily operations.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree is required; a bachelor’s degree in business or management is preferred.
Experience: Five years of management experience in a retail capacity is required. Supervisory experience is required. College or university bookstore management experience is preferred.
Skills: A working knowledge of point-of-sale systems and inventory control systems is required. Excellent verbal and written communication skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Effort: Lifting of objects weighing up to fifty pounds is required on a frequent basis is required.
Other: The scope of the job requires occasional evening work and working rotating Saturdays.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Oversees general merchandise departments, including school and art supplies, gifts, computers, software, electronics, greeting cards, specialty items, and BearWear, with direct responsibility for one of the general merchandise departments.
2. Manages one of the general merchandise departments by understanding product lines and selecting merchandise for sale, being available to provide information and service to customers, creating attractive merchandising displays, and monitoring sales and inventory to prevent losses.
3. Coordinates and supervises the textbook reservation process, including the hiring of the seasonal workforce.
4. Assists the Director of the Bookstore in enforcing store and University policy.
5. Serves as Director of the Bookstore in the absence of the Director.
6. Coordinates employment of all new student employees, working with the Operations Manager to ensure employment paperwork is properly completed in a timely manner and develops student training content.
7. Approves donation requests and forwards for processing.
8. Performs opening and closing duties as needed on evenings and some Saturdays, including the supervision and guidance of staff.
9. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
10. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by the Director of the Bookstore.
11. Supports the continued success of the Bookstore by performing all other duties as assigned.
The Assistant Director, Bookstore-General Merchandise is supervised by the Director of the Bookstore and supervises the Art and School Supply-Clinique Coordinator, the Electronic Department Manager, the Clothing/Soft Goods Manager, the Customer Services Manager, and part-time and student employees.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.
Factor 2: Supervisory Responsibility
Level 5 - 730 Points: Supervision of (a) several work teams or work team leaders, (b) a rather large group of operative, administrative support, or paraprofessional employees, (c) a work group involving direction of skilled technical employees, (d) professionals in technical and skilled areas, and/or (e) subordinate supervisory personnel. The incumbent performs a full range of supervisory responsibilities including the authority to hire, train, transfer, promote, reward, or discipline others. Supervision will likely be general rather than close supervision of others. At this level, supervisory responsibilities consume significant amounts of work time and include substantial responsibility for work planning activities, staffing, and performance management as well as budgeting and planning functions.
Factor 3: Interactions with Others
Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
Factor 4: Job Controls and Guidelines
Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.