POSITION DESCRIPTION
Ministry of Justice
BC Liquor Distribution Branch
POSITION TITLE:
Assistant Manager (Class A Store)
DIVISION:
(e.g., Division, Region, Department)
Retail Store Operations
UNIT:
(e.g., Branch, Area, District)
Liquor Distribution Branch
SUPERVISOR’S TITLE:
SUPERVISOR’S CLASSIFICATION:
Senior Store Manager (Class A Store)
ML2
FOR AGENCY USE ONLY
APPROVED CLASSIFICATION:
ENTERED BY:
POSITION
NUMBER(S):
LOCATION:
POSITION
NUMBER
PHONE NUMBER:
VARIED
VARIED
VARIED
VARIED
NOC CODE:
Grid 16
CLASS CODE:
PHONE NUMBER:
PROGRAM
The Liquor Distribution Branch (LDB) is one of the largest distributors and retailers of beverage alcohol in Canada,
generating a net income of approximately $929.6 million on annual sales of approximately $2.95 billion. The Branch
operates approximately 200 retail stores across the province, oversees the operations of Rural Agency Stores and has
the role of wholesaler to approximately 700 private liquor retail outlets and 8,000 licensed establishments. The Liquor
Distribution Branch is a unique government entity that operates with similar independence to a Crown Corporation under
the direction of a General Manager.
PURPOSE OF POSITION
Assist in managing a multi-shift Class A (greater than $7.5 million annual revenue) Government Liquor Store (GLS).
To assume management of the store in the Store Manager’s absence, including the maximization of revenue through
merchandising and customer relations.
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NATURE OF WORK AND POSITION LINKS
Under the general supervision of the Store Manager, assists in all facets of the management of a major retail operation, by
providing leadership and direction, controlling costs and maximizing revenue through the achievement of sales targets.
Responsibilities include providing excellent customer service and the implementation of in-store marketing as directed by
Head Office. The Assistant Manager is also responsible for assisting in the control of the operation, building and contents,
supervision of staff, developing teamwork and maintaining good staff morale, developing and implementing operational
plans, developing annual store budgets, controlling employment costs, and analyzing and producing reports. In addition, the
Assistant Manager is responsible for assisting in controlling stock levels and stock variance control and ensuring acceptable
levels of security in the store for both staff and physical assets. The Assistant Manager is expected to contribute to improve
the Branch image by assisting in providing direction in support of Branch policies. The Assistant Manager is also involved in
the hiring, training and development of staff, scheduling assignments, participating as required in all store duties, and will be
actively involved in labour relations matters.
This position may require lifting liquor cases up to 50 lbs. to varying heights, standing at a cash register for extended
periods of time and performing warehouse duties including frequent bending and standing. Incumbents may also operate
a variety of mechanical and hand-operated equipment. Contact with the public and clerical duties are also critical
components of this position.
 Counter customers - to respond to inquiries, requests, complaints and provide product selection and ordering
advice
 Wholesale customers - services the owners/operators of licensed premises in terms of advice on product quantity
ordered and ordering process
 Internal customers – works with, assists, and co-operates with other LDB liquor stores and departments
 Beverage alcohol industry suppliers and agents - to meet on a regular basis with supplier and agent
representatives to discuss issues related to branch/store policy and suppliers’ product (i.e. availability of product,
shelf/display location and quantities), and deal with complaints and concerns
 LDB staff - to provide leadership and direction including developing and training
 LDB management - to provide product results and contribute to retail systems improvements
SPECIFIC ACCOUNTABILITIES / DELIVERABLES
1. Assists in managing a multi-shift Class A liquor store through shift supervisors and full-time and auxiliary staff
a. establishes and oversees the maintenance of the schedules
b. establishes and maintains employee lists
c. assigns tasks, establishes and upholds standards of performance, applies the Collective Agreement and formally
appraises performance of staff
d. investigates staff relations issues and if appropriate takes disciplinary action
e. orients and trains staff and monitors Training Log
f. recommends to Manager approval of relief assignments, overtime, vacation and leave entitlement
g. assists with the day to day operation of the store to ensure it is ready for business at all times
h. participates with the Manager in the recruitment and selection process of employees
i. ensures work site safety measures are established and followed
j. conducts staff meetings on an ongoing basis
k. monitors Attendance Management Records and at trigger points takes action such as meeting with employee
l. keeps the Manager informed of store related issues
2. Maintains the financial records for a GLS
a. balances cash to register totals; completes total revenue and makes bank deposits; monitors litter fund balances,
authorizes advances and coin ordering
b. orders product from suppliers and warehouse from a defined product base; certifies receipt of liquor product
c. implements operational and business plans such as shelf resets
d. assists the store manager in reviewing, administering and monitoring the store budget
e. establishes and maintains licensee customer and store financial records
f. prepares for Manager’s signature imprest accounting actions
g. monitors variances and recommends to Manager methods to correct variances
3. Merchandises the product in the most effective manner
a. communicates with supplier representatives regarding listing and display of product
b. monitors contractor and agency representatives in the store
c. maintains customer relations in accordance with LDB vision
d. arranges for empty containers to be shipped out
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e. displays product to maximize sales and profit, through the use of merchandising techniques and knowledge of local
markets, within guidelines set by the Branch
f. maintains established inventory levels from a prescribed product base
g. recommends a varied product mix to maximize sales and profit by responding to and anticipating consumer demand
h. ensures store presentation is of the highest quality (e.g., eye catching displays, full shelves, dusted bottles, price
tags, etc.)
4. Other related duties
a. participates in the purchase of capital equipment and repair of equipment (e.g., recommend new equipment, call for
repair services, etc.)
b. ensures safety within the store including responding to incidents between staff and customers and refusing to serve
intoxicated customers
c. watches for and deals with shoplifting incidents according to Loss Prevention/Store Operations Policy and directives
d. responds to security intrusion alarms during non-business hours
e. trains and advises staff on the use of security systems and policies
f. In line with 2ID policy ensures requests for 2 pieces of identification to provide proof of age to meet legal
requirements and if required asks minors or intoxicated customers to leave.
FINANCIAL RESPONSIBILITY
The Assistant Manager will assist the Store Manager in all aspects of a store with annual sales of $7.5 million plus. The
Assistant Manager will assist the Store Manager in being responsible for an operating budget of up to $2.5 million.
DIRECT SUPERVISION (i.e., responsibility for signing the Employee Performance Development Program (EPDP)
form)
# of Regular FTE’s
# of Auxiliary FTE’s
Directly supervises staff
VARY
VARY
Supervises staff through subordinate supervisors
VARY
VARY
Role
PROJECT /TEAM LEADERSHIP OR TRAINING (Check the appropriate boxes)
Role
Supervises students or volunteers
Lead project teams
# of FTE’s
0
VARY
Role
# of FTE’s
Provides formal training to other staff
VARY
Assigns, monitors and examines the work of staff
VARY
SPECIAL REQUIREMENTS
Requirement to wear safety equipment, including steel-toes shoes/boots, where necessary.
Criminal record check required.
TOOLS / EQUIPMENT
- Operate standard office equipment: computer, telephone, facsimile, etc.
- Use standard and customized office software applications: Microsoft Word, Excel and Outlook; Retail Management
System applications.
- Operate manual/power pallet movers/lifters.
WORKING CONDITIONS
Work may take place in office, retail and warehouse locations. May be required to safely diffuse potentially dangerous or
violent situations. Working weekends, evenings and varying shifts is required. This position requires lifting liquor cases up
to 50 lbs. to varying heights, standing at a cash register for extended periods of time and performing warehouse duties
including frequent bending and standing. May also operate a variety of mechanical and hand-operated equipment.
Contact with the public and clerical duties are also critical components of this position. Employer initiated transfers to
other BC Liquor Stores may be made.
PREPARED BY
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NAME:
DATE:
Terry Dobrozdravich
October 4, 2010
EXCLUDED MANAGER AUTHORIZATION
I confirm that:
1. the accountabilities / deliverables were assigned to this position effective: January 31, 2006.
2. the information in this position description reflects the actual work performed.
3. a copy has / will be provided to the incumbent(s).
NAME:
SIGNATURE:
DATE:
ORGANIZATION CHART
Area
Manager
Area
Manager
Manager
Class A Store
Open to 11pm Monday - Saturday
Manager
Class A Store
Open Friday and Saturday till 11 pm
Open Monday - Thursday till 9 pm
Assistant
Manager
Assistant
Manager
Supervisor
x2
Supervisor
x1
Store Clerks
Store Clerks
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SELECTION CRITERIA
Required: Minimum of six months recent confirmed experience as an assistant manager or supervisor of a retail operation
with annual sales in excess of $1 million OR minimum nine months cumulative experience as an assistant manager of a
retail operation with annual sales in excess of $1 million.
Preferred: One year recent confirmed experience as a supervisor of a retail operation with annual sales in excess of $1
million supplemented by successful completion of supervisory courses.
"Recent" is defined as occurring within the last five years of the closing date of this competition.
“Confirmed” is defined as an appointed position, not in a relief capacity
In addition to the above required and preferred qualifications, applicants must have:
-Working knowledge of a computerized “retail system”, including Point of Sale and Inventory Management applications.
-Excellent training skills.
-Excellent communication skills and experience in dealing with the public.
-Diploma or certificate in Retail or Business Management, preferred
-Criminal record check required due to handling of cash and inventory and access to personal
information
COMPETENCIES
- Problem Solving and Judgement is the ability to analyze problems systematically, organize information, identify key
factors, identify underlying causes and generate solutions.
- Conflict Management is the ability to develop working relationships that facilitate the prevention and/or resolution of
conflicts within the organization.
- Service Orientation implies a desire to identify and serve customers/clients, who may include the public, co-workers,
other branches/divisions, other ministries/agencies, other government organizations, and non-government organizations.
It means focusing one’s efforts on discovering and meeting the needs of the customer/client.
- Developing Others involves a genuine intent to foster the long-term learning or development of others through
coaching, managing performance and mentoring. Its focus is on developmental intent and effect rather than on a formal
role of training. For this competency to be considered, the individual’s actions should be driven by a genuine desire to
develop others, rather than by a need to transfer adequate skills to complete tasks.
- Planning, Organizing and Co-ordinating involves proactively planning, establishing priorities and allocating resources.
It is expressed by developing and implementing increasingly complex plans. It also involves monitoring and adjusting
work to accomplish goals and deliver to the organization's mandate.
- Leadership implies a desire and ability to lead others, including diverse teams. Leadership is generally, but not always,
demonstrated from a position of formal authority. The “team” here should be understood broadly as any group with which
the person interacts regularly.
- Listening, Understanding and Responding is the desire and ability to understand and respond effectively to other
people from diverse backgrounds. It includes the ability to understand accurately and respond effectively to spoken and
unspoken or partly expressed thoughts, feelings and concerns of others. People who demonstrate high levels of this
competency show a deep and complex understanding of others, including cross-cultural sensitivity.
- Teamwork and Co-operation is the ability to work co-operatively within diverse teams, work groups and across the
organization to achieve group and organizational goals. It includes the desire and ability to understand and respond
effectively to other people from diverse backgrounds with diverse views.
- Organizational Commitment is the ability and willingness to align one's own behaviour with the needs, priorities and
goals of the organization, and to promote organizational goals to meet organizational needs. It also includes acting in
accordance with organizational decisions and behaving with integrity.
- Results Orientation is a concern for surpassing a standard of excellence. The standard may be one’s own past
performance (striving for improvement); an objective measure (achievement orientation); challenging goals that one has
set; or even improving or surpassing what has already been done (continuous improvement). Thus, a unique
accomplishment also indicates a Results Orientation.
- Empowerment is the ability to share responsibility with individuals and groups so that they have a deep sense of
commitment and ownership. People who practice empowerment participate and contribute at high levels, are creative and
innovative, take sound risks, are willing to be held accountable and demonstrate leadership. They also foster teamwork
among employees, across government and with colleagues, and, as appropriate, facilitate the effective use of teams.
Empowerment is conveying confidence in employees’ ability to be successful and sharing responsibility to encourage
commitment and ownership.
Holding People Accountable involves setting high standards of performance and holding team members, other
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government jurisdictions, outside contractors, industry agencies, etc. accountable for results and actions.
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