TITLE Bookstore Manager West Plains
CLASSIFICATION NUMBER 7553
CLASSIFICATION Professional Nonexempt
IMMEDIATE SUPERVISOR Dean of Student Services
MAJOR ADMINISTRATOR Chancellor
The Bookstore Manager administers all aspects of the college store operation including personnel, purchasing, inventory, merchandising, accounting, advertising, security, and all other functions associated with serving the customer.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: An Associate’s degree is required; a Bachelor’s degree is preferred.
Experience: Three years of experience in a responsible retail capacity is required; experience in retail management is required. Experience in the use of software, particularly all Microsoft Office products is required.
Skills: Knowledge of retail operations and management, including purchase and inventory control, budget management, fiscal management, and accounting management is required. The ability to analyze profit and loss statements is required. The ability to utilize computer software programs to achieve these management tasks is required. Supervisory and administrative ability is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required
Effort: The ability to occasionally lift and move objects weighing up to fifty pounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures departmental compliance with University policies and the Student Services mission by reviewing and approving the store’s plans, goals, objectives, and service activities and evaluating progress towards their accomplishment.
2. Develops effective departmental procedures in compliance with University policies, encourages growth in each area of the store by developing new procedures and improving present procedures, manages funds and budget limits by coordinating and maintaining the annual store budget, and ensures a profitable operation for the University by making decisions using the profit and loss statement as a guideline.
3. Maintains control of purchases for the store by authorizing bid requests and recommending acceptance of new contracts.
4. Provides leadership for the store by seeking new markets and business opportunities for the store, including e-commerce opportunities and evolving textbook and academic resource and delivery methods.
5. Communicates the status of the store’s operations by providing periodic reports to the Business Office and to the Dean of Students.
6. Manages ticket sales at the store and athletic event sites by supervising ticket sales staff and maintaining financial records and reports.
7. Ensures effective provision of products and services to extended campuses of Missouri State University – West Plains.
8. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
9. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required by the Dean of Students.
10. Helps to assure the overall success of Student Services by performing all other duties as assigned.
The Bookstore Manager is supervised by the Dean of Student Services. The Bookstore Manager supervises and coordinates the store’s and ticket sale’s staff.
OFFICE OF HUMAN RESOURCES
REVISED MARCH 2014
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate 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. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.
Factor 2: Supervisory Responsibility
Level 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
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.