5587 Team Store Supervisor
TITLE Team Store Supervisor
CLASSIFICATION NUMBER 5587
MAJOR ADMINISTRATOR Director of the Bookstore
The Team Store Supervisor oversees the operations of the Missouri State University Team Store, ensuring that merchandise is attractively displayed and available for purchase, staff is effectively trained and supervised, and excellent customer service is provided. The Team Store Supervisor provides supplemental workforce at the University Bookstore during peak sales times by processing customer transactions and assisting in any way necessary.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required.
Experience: Three years of retail experience is required.
Skills: Effective interpersonal, oral, and written communication skills are required. Organizational ability is required. Supervision experience is preferred.
Effort: Requires standing and/or walking for extended periods of time. Occasionally requires the ability to lift and carry materials and equipment weighing up to 30 pounds, to climb ladders up to eight feet, and to bend or kneel to reach materials or equipment stored on lower shelves or in lower cabinets/drawers.
Other: The scope of the position and the unique environment of the Team Store frequently requires evening and/or weekend work, as well as on dates when the University is normally closed.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures that merchandise is made available to the broadest potential customer base by maintaining inventory and overseeing operations of the Team Store in JQH Arena and the souvenir stands at Plaster Sports Complex (during football season) and resolving problems with these satellite apparel locations.
2. Assists with merchandising the clothing and soft goods area of the University Bookstore by creating attractive displays, monitoring the back stock inventory, and receiving and processing merchandise for sale.
3. Promotes a positive image of the Team Store and assures excellent customer service by supervising sales staff, remaining knowledgeable about bookstore policies, procedures, and operations, assisting customers with selection decisions and locating merchandise within the store, responding to customer complaints, store emergencies, and disruption of services, and providing supplemental workforce at the University Bookstore during peak sales times by processing customer transactions and assisting in any way necessary.
4. Provides supervision and leadership for the Team Store by scheduling and monitoring work assignments, providing training, completing performance evaluations, and providing recommendations for the hiring of staff.
5. Communicates sales trends and provides substantial and timely input on reorder of merchandise to the Clothing/Soft Goods Manager.
6. Assists with the fulfillment of online and telephone catalog orders by processing orders, returns, and exchanges, selecting the ordered goods, ringing the sales, packaging and shipping, holding orders for stock to arrive, maintaining stock, performing inventory control, maintaining transaction records, updating the online catalog, and resolving customer services issues.
7. Assists with obtaining return credit from vendors by processing damaged or defective merchandise for return, following-up on status of the credit, packaging and shipping returns, and resolving any problems that may arise.
8. 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 Director of the Bookstore.
9. Contributes to the overall success of the University Bookstore operation by performing all other duties as assigned.
The Team Store Supervisor is supervised by the Clothing/Soft Goods Manager and supervises temporary and student employees, including student managers.
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 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
Factor 4: Job Controls and Guidelines
Level 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
Factor 5: Managerial Responsibility
Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.