5588 Electronics Department Manager


TITLE Electronics Department Manager




IMMEDIATE SUPERVISOR Director of the Bookstore

MAJOR ADMINISTRATOR Vice President for Student Affairs


The Electronics Department Manager manages Computer Connections, oversees the purchase of electronic merchandise for resale, manages inventory, and supervises daily operations and sales staff. The Electronics Department Manager oversees, troubleshoots, and maintains technology systems for the bookstore including the Point-of-Sale and Textbook Management Systems, the video surveillance system, and employee computers. The Electronics Department Manager acts as manager of bookstore operations on evening shifts and some Saturdays.


Education: A bachelor’s degree is required.

Experience: At least three years of retail experience in buying and merchandising electronic products and providing customer service is required. Supervisory experience is required. Experience in maintaining and troubleshooting electronic systems, such as point-of-sale and video surveillance systems and servers, is preferred.

Skills: Technical aptitude is required. A working knowledge of how computers and cash registers operate is required. A general understanding of current consumer software applications is required. Supervisory skills are 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.

Other: Working on Saturdays on a rotational basis is required. Evening work is required.


1. Manages the Computer Connection and School, Office, and Art Supply departments by understanding product lines and selecting merchandise for sale, being available to provide information and service to customers, assuring an attractive display of product, and monitoring sales and inventory to prevent losses.

2. Manages the workforce in the Computer Connection department by selecting, scheduling, disciplining, and overseeing personnel, as well as providing training on new products when necessary.

3. Assures that the technology available at the bookstore is current through establishing new vendors and procuring new technologies as they become available.

4. Oversees, troubleshoots, and maintains the Bookstore’s technology systems including the Point-of-Sale system, employee computers, and the video surveillance system and serves as the liaison with vendors for equipment installation and maintenance, banks for credit card authorization issues, etc.

5. Serves as store manager by performing opening and closing duties on evenings and some Saturdays, including providing guidance to staff regarding textbooks, returns, etc., being responsible for the money drawer, and tabulating daily receipts.

6. Works with the management team of the Bookstore in the coordination and execution of the Textbook Reservation program, the development of the Bookstore’s marketing plan, and oversight of the Bookstore’s website.

8. Contributes to 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 required by the Director of the Bookstore.

9. Supports the continued success of the Bookstore by performing all other duties assigned.


The Electronics Department Manager is supervised by the Director of the Bookstore, supervises a full-time employee and student workers in Computer Connections, supervises student work crews during the Textbook Reservation packing and pick-up period, and supervises full time, part time, and student employees when acting as store manager.




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 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.