STATE OF NEW HAMPSHIRE
HUMAN RESOURCES
CLASSIFICATION: STORE SUPERVISOR/MANAGER I
Class Code: 8491-24 Date Established: 02-02-99
Occupational Code: 1-3-6 Date of Last Revision: 11-15-07
BASIC PURPOSE: To supervise store operations of an assigned
number of liquor stores with responsibility for increasing sales and improving
store efficiency to maximize profitability for the state.
CHARACTERISTIC DUTIES AND RESPONSIBILITIES:
·
Acts as store
manager in a medium volume base store retail environment while supervising a
defined regional area of other retail store locations.
·
Supervises
staff at base store and at regional stores.
·
Implements
cost containment strategies, proposes employee budget allocations, and monitors
marketing and merchandising activities.
·
Enforces
stores’ compliance of laws, administrative rules, policies and
procedures.
·
Assumes
responsibility for all levels of inventory control and security (fraud
deterrence).
·
Conducts
periodic store audits to verify the accuracy of inventory, sales and financial
data.
·
Assumes
responsibility for merchandising the retail sales area of the store to follow
NH State Liquor Commission guidelines and recommends changes in merchandising
techniques, staffing plans and sales techniques.
·
Contacts
landlords regarding lease agreements and makes recommendations as to possible
store locations.
·
Assesses
budget requirements of assigned liquor stores and allocates funding received
annually to staff temporary Laborer and Retail Store Clerk I positions.
------------------------------------------------------------------------------------------------------------------------------------------------------
DISTINGUISHING FACTORS:
Skill: Requires skill in analyzing and interpreting
data, policy, and procedures OR in using equipment in order to arrive at
logical conclusions or recommendations.
Knowledge: Requires knowledge of business practices and
procedures or technical training in a craft or trade, including working from
detailed instructions, to apply knowledge in a variety of practical situations.
Impact: Requires responsibility for achieving direct
service objectives by assessing agency service needs and making preliminary
recommendations for the development of alternative short-term program policies
or procedures. Errors at this level
result in incomplete assessments or misleading recommendations causing a
disruption of agency programs or policies.
Supervision: Requires direct supervision of programs or of
employees doing work which differs from the supervisor, including disciplining
employees, solving personnel problems, recommending hiring and firing
employees, and developing work methods.
The supervisor in this position manages a working unit or section with
responsibility for employee performance appraisal.
Working Conditions: Requires performing regular job functions in
a controlled environment with minimal exposure to disagreeable job elements and
little risk of hazard to physical or mental health.
Physical Demands: Requires medium work, including continuous
strenuous activities such as frequent reaching, bending, or lifting as well as
performing work activities which require fine manual dexterity or coordination
in operating machines or equipment.
Communication: Requires reviewing summaries and reports and
making decisions to solve problems or to achieve work objectives as well as
articulating and expressing those solutions and goals. This level also requires formal presentations
of solutions and goals to employees and the general public to increase the
responsiveness of the agency toward the demands of its client system.
Complexity: Requires coordinating a combination of
diverse job functions in order to integrate professional and technical agency
goals. This level also requires
considerable judgment to implement a sequence of operations or actions.
Independent Action: Requires independent judgment in planning and
evaluating work procedures and in supervising the development of professional,
technical and managerial standards under administrative direction and according
to broad departmental guidelines.
MINIMUM QUALIFICATIONS:
Education: Associate’s degree from a recognized
college or technical institute with major study in business administration,
accounting, management, marketing or a related field. Each additional year of approved formal
education may be substituted for one year of required work experience.
Experience: Seven years’ experience in a retail
store operation, restaurant, or other related business requiring managerial
duties and supervision over other employees.
Each additional year of approved work experience may be substituted for
one year of required formal education.
License/Certification: Valid driver’s license and access to
reliable transportation required for use in statewide travel.
SPECIAL
REQUIREMENTS:
For appointment consideration, Store Supervisor/Manager I
applicants must successfully participate in a structured interview measuring
possession of knowledge, skills and abilities identified as necessary for
satisfactory job performance by this class specification. The structured interview is developed and
administered, according to Division of Personnel guidelines, by representatives
of the state agency in which the vacancy exists.
RECOMMENDED
WORK TRAITS: Knowledge of the principles and methods of
merchandising and management. Knowledge
of inventory procedures and cash control methods and records required in the
operation of high volume stores.
Knowledge of the laws, regulations and rules governing the operation of
a state liquor store. Ability to
interpret and understand computer printouts and to use them as tools and guides
in determining stock levels and in locating discrepancies in store records and
accounts. Ability to direct and
coordinate the work of other Store Managers in all phases of management. Ability to recognize and distinguish between
human error and mechanical error.
Ability to make clear and concise reports in developing or preparing
recommendations for improved procedures or policies. Ability to establish and maintain effective
working relationships with subordinates, supervisors, and the general
public. Must be willing to maintain
appearance appropriate to assigned duties and responsibilities as determined by
the agency appointing authority.
DISCLAIMER STATEMENT: This class specification is descriptive of
general duties and is not intended to list every specific function of this
class title.
Back
to Human Resources Home Page
Back to State Opportunities
Listing Page
Back to Class Specification
List
Last Updated 10/21/04
URL: /hr/classspec_s/8491.htm