What are the responsibilities and job description for the Assistant Store Manager position at The Salvation Army?
The Salvation Army Mission Statement:
The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love for God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.
A. BASIC PURPOSE
The primary function of the Assistant Manager II is to assist The Salvation Army in the operation of the Thrift Store for the Reno Adult Rehabilitation Program. This position description is a broad outline of responsibilities.
B. ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Responsible for the management, operation and maintenance of the Thrift Store in the absence of the Store Manager.
2. Adhere to operational policies including store hours, banking procedures (including deposits), vacation schedules and all other guidelines of The Salvation Army. This includes, but is not limited to, discount policy, rag-out procedures, production/sales accountability and proper money handling.
3. Maintain good customer relations. Recognize type of service needed and hold subordinates accountable. Assist staff and customers with questions and concerns. Resolve complaints in a courteous manner within policies.
4. Assist in the training of personnel in a manner to optimize their abilities for the betterment of the operation, stressing the importance of prompt, courteous service to all. This includes new hires and community and court appointed volunteers.
5. Maintain a working inventory of paperwork and supplies.
6. Implement progressive discipline measures to ensure the compliance of policies and procedures. Recommend disciplinary actions up to and including termination to supervisor.
7. Report safety deficiencies to supervisor as soon as reasonable.
8. Aware of proper material needs and acquire same.
9. Ensure store is clean and orderly.
10. All other duties as assigned by supervisor.
C. KNOWLEDGE, SKILLS, ABILITIES AND OTHER QUALIFICATIONS REQUIREMENTS
1. Two (2) years supervisory experience in retail store operations.
2. Ability to speak, write and effectively communicate in the English language at a high and professional level.
3. Must possess a valid Nevada Class C Driver License.
4. Complete The Salvation Army vehicle course training.
5. Minimum two (2) years administrative/secretarial experience.
6. Computer literate in Windows Environment.
7. Excellent, professional telephone etiquette and presence.
8. Strong ability to utilize a high level of time management, multitasking and organization.
D. PHYSICAL REQUIREMENTS:
1. Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis.
2. Ability to grasp, push, and/or pull objects.
3. Ability to reach overhead.
4. Ability to operate telephone.
5. Ability to lift fifty (50) pounds non-continuously.
6. Ability to operate a computer.
7. Ability to process written, visual, and/or verbal information.
8. Ability to operate basic office equipment.
Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests if the accommodation needed would not result in undue hardship.
Experience
Required- 2 year(s): Administration or Secretarial Experience
- 2 year(s): Retail Supervision
Education
Preferred- High School or Equivalent or better
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
