Job Details
** Assistant Manager at Wasilla Thrift Store**
**Job Category****:** Thrift Stores - all positions **Requisition Number****:** ASSIS003935 Showing 1 location **Job Details**
**Description**
**FLSA Status:** Non-Exempt
**Job Type:** Full-Time
**Rate of Pay:** $12.50/hour
**Schedule:** 40 hours/week
**Location:** Wasilla Thrift Store
**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 love for God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.
**SCOPE OF POSITION**
Under the supervision of the Store Manager, the Store Assistant Manager helps to plan, organize, structure, and supervise the daily operations of a Thrift Store. The position works in all aspects of daily store operations and ensures that all merchandising and sales efforts are carried out with efficiency, effectiveness, and courtesy.
**MINIMUM QUALIFICATIONS**
- High school diploma or equivalency.
- One year of supervisory experience in a retail operation or equivalent structured environment, with display and marketing experience preferred.
- Ability to operate a cash register, and handle monetary transactions.
- Knowledge of general office equipment to include telephone, computer, copier, fax machine, and calculator.
- Demonstrated excellent interpersonal and communication skills.
- Ability to work independently with minimal supervision; be responsible, well organized, and dependable.
- Must be bond-able and have an acceptable criminal history.
**JOB FUNCTIONS**
- Maintain excellent customer relations by giving prompt and courteous assistance to customers.
- Maintain cash register, ring in sales, corrections, and over-rings.Verify credit card denials or rejected credit cards. Collect credit cards from customers per machine instructions.
- Order merchandise and maintain adequate amount of goods on hand. Price merchandise, pull outdated items, label and return items to warehouse.
- Manage the receipt of donations and fill out donation receipts.
- Respond to telephone inquiries, routing calls appropriately.
- Supervise staff and delegate duties as directed to ensure compliance with published directives and guidelines. Help to ensure sufficient coverage in store at all times.
- Calculate daily deposit, sales reports, and bank cash receipts as directed, safe-guarding cash at all times.
- Assist Store Manager in assuring safety of customers and employees, property, and buildings. Report all accidents, injuries, and safety hazards. Report need for maintenance and ensure store cleanliness inside and out.
- Maintain strict confidentiality of clients and other program related information.
- Perform other related duties as assigned.
**ENVIRONMENT**
Work is performed primarily in a heated and ventilated store setting. Noise level is low. Brief exposure to weather is required when managing the receipt of donations.
**PHYSICAL DEMANDS**
Speaking, sitting, bending, walking, pushing, pulling, standing, kneeling, stooping, reaching, handling, fingering, climbing, and balancing. Hearing and visual acuity must be within normal limits. Lifting and moving objects weighing up to 50 pounds. Must be able to operate a motor vehicle.
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 is reasonable and no undue hardship would result.
**Qualifications**
**Skills**
**Behaviors**
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**Motivations**
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**Education**
**Required**
High School or Equivalent or better.
**Experience**
**Required**
**1 year:** Supervisory experience in a retail operation or equivalent
**Licenses & Certifications**
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 contractors legal duty to furnish information. 41 CFR 60-1.35(c)