Job Description Position Title

Retail Manager, Walgreens Drug Store

Position Overview

The retail store manager is responsible for managing the retail operations of Walgreens drug store. This involves managing stock and inventory, developing and maintaining relationships with suppliers, assisting with store layout and store displays, and assisting with advertising campaigns and promotional activities. This also involves managing store sales staff, which includes hiring, training, and supervising staff. The retail store manager is also expected to work as a member of the sales team for a minimum of ten hours per week. The retail store manager is also responsible for implementing the relevant store policies, with these including providing quality customer service.

Duties and Tasks

ordering, receiving, and maintaining stock and inventory developing and maintaining relationships with suppliers sourcing new suppliers when requested

assisting with store layout and store displays assisting with advertising campaigns and promotional activities, in consultation with marketing staff sourcing, interviewing, and hiring new staff training new staff and organizing training and development of existing staff supervising staff, including managing staff needs, creating rosters, motivating staff, dealing with staff problems, and completing employee reviews implementing the organization's quality customer service program, including ensuring that all staff are providing quality customer service identifying opportunities for improvement and creating action plans for required improvements

Working Conditions

The retail store manager will work in the store for 38 hours per week. This will include a minimum of ten hours of work on the sales floor. The remaining work will be office work. The environment will be clean, well-maintained, air-conditioned, and have good lighting. Travel may be required on occasion, with an expectation that the retail sales manager may have to travel to local sites once per fortnight and national locations twice per year.

ADA Physical Requirements

The following are essential functions of the position:

Standing

Walking

Sitting

Finger Dexterity

Grasping

Talking

Hearing

General Requirements

qualifications in retail management, retail operations, business administration, or marketing, preferably at a degree level one to three years experience in retail management in a supervisory capacity ability to manage and supervise employees self-motivated, proactive, and able to work without supervision customer focus and ability to provide quality customer service ability to manage problems effectively ability to maintain a positive working environment ability to build and maintain relationships with third parties, including suppliers

Relevant Laws

The Americans with Disabilities Act (ADA)

The Americans with Disabilities Act applies to all employers with 15 or more employees. The law covers individuals with physical or mental impairment and is designed to prevent discriminations against such individuals and ensure equal treatment of such individuals. The law prevents organizations from offering different opportunities to such individuals, including offered reduced pay. The law also requires that organizations reasonably accommodate individuals covered by the law and not discriminate against such individuals.

Fair Labor Standards Act (FLSA)

The Fair Labor Standards Act is designed to protect all workers by specifying minimum wage amounts and hours of work. The law applies to all organizations with employees. For an organization, the law places restrictions on the minimum amount that can be paid, on the amount of hours that can be worked without requiring overtime payments, and on the minimum ages for employees and the kind of work and child employees can do.

Equal Pay Act

The Equal Pay Act is designed to protect female workers of all ages. The law applies to all organizations with employees and requires that employees completing the same work are paid the same, regardless of gender. For organizations, this law restricts the amount that can be paid the female workers in comparison to what is being paid to make workers.

Age Discrimination in Employment Act (ADEA)

The Age Discrimination in Employment Act applies to all organizations with 20 or more employees. The law is designed to protect workers over the age of 40 from discrimination. For an organization, the law places restriction on selecting employees based on age and on paying employees less based on age.

Equal Employment Opportunity Act (EEO)

The Equal Employment Opportunity Act applies to all organizations with 15 or more employees. The law is designed to prevent discrimination, protect minority groups, and ensure that all individuals have equal access to employment opportunities regardless of race, color, religion, or gender. For organizations, the law restricts the factors that can be considered when recruiting, hiring, promoting, training, terminating, and selecting pay rates for employees.

Considerations When Using an External Recruiting Source

An employment agency will...

This source will create a positive image, since it is a common method utilized for higher level positions and suggests a legitimacy to the recruitment process. The vendor selected will be one specializing in retail staff management. The cost of the service will be equal to one month of the employee's negotiated wage. The legal issues that will need to be taken into account relates to meeting federal employment requirement. Records will have to be kept on the requirements given to the employment agency to provide evidence that the requirements given where based on the needs of the position and not on any other unrelated factors.
The positive benefits of using an employment agency is that the recruitment process is outsourced, which means less work for the organization. An employment agency with a retail specialty will also have an awareness of the needs of the position and will be able to screen applicants. This means that the organization can save resources since there will only be a need to consider well-matched candidates. An additional benefit is that this process prevents the organization itself from having to reject unsuitable applicants, which could result in negative feelings about the organization and potential loss of sales. One negative aspect of using an employment agency is that there is the potential for suitable applicants to be screened out by the agency. Another disadvantage is that the process is longer for potential employees, who will need to be interviewed by both the agency and the organization. This could prevent applicants from applying and also means that the selection process will take longer. For the applicant, this is the main negative aspect of the recruiting method. Another negative aspect is that the applicant may have questions and prefer them to be answered via a direct source rather than via a third party. The advantage for potential applicants is that they may consider that the screening process saves them from a final interview for a job they are unsuitable for, while they may also be more confident that the final interview is a sign that they are a close match for the position.

Interview Questions

The interview questions have been developed based on the job description, with 30 questions created. These are listed below, including the purpose of the question and what it is designed to indicate about the applicant.

1. What previous experience do you have in retail management?

Purpose: to ease applicant into interview with a factual question and confirm relevant experience.

Positive Indications: explains previous experience clearly.

2. Do you have qualifications in retail management?

Purpose: to ease applicant into interview with a factual question and confirm relevant qualifications. To determine if applicant has proactively sought education in retail management, which would indicate genuine interest in the career.

3. What were the duties of your last position?

Purpose: to confirm if applicant's experience is applicable to the position.

4. Why did you leave your last job?

Purpose: to determine employee's attitude to last employer and loyalty to last employer. Positive answer will provide a factual and unemotional reason for leaving. Negative answer will show disregard for previous employer and/or indicate problems with last employer.

5. How many employees have you supervised?

Purpose: to determine if applicant has relevant supervisory experience.

6. What is your approach to managing employees?

Purpose: To determine if applicant's approach is suited to the position.

7. Can you provide an example of a time when you have successfully managed a problem with an employee?

Purpose: to determine applicant's approach to managing employees. Positive answer will show a considered and effective management of the problem, where the impact of the problem was lessened and where the employee involved was able to continue working effectively.

8. Do you consider yourself as being able to motivate employees?

Purpose: to determine if applicant will help create a positive workforce.

9. What sort of working environment do you try and create?

Purpose: to determine if applicant will help create a positive workforce. Positive answer will indicate that applicant will help create a positive atmosphere where employees are in good spirits.

10. Tell me about a time when you have had to reprimand an employee. How did you manage the situation and what was the outcome?

Purpose: to determine if applicant is confident reprimanding employees, takes action when required, and does so with an emphasis on gaining a positive result for all involved. Positive answer will indicate that action was taken when necessary, that applicant is confident in taking action, and that applicant manages employee problems professionally.

11. What are your thoughts on giving employees positive feedback?

Purpose: to determine if applicant takes consistent action to encourage employees and create positivity. Positive answer will indicate that applicant takes action to encourage employees without being prompted.

12. Imagine that an employee is…