Job Description: Inventory Specialist—POS
Division: Department: Reports To: Job Summary Performs daily, monthly, and year-end counts on Point of Sale inventory. Helps to properly allocate promotional products. Tracks POS inventory items. Records and reconciles POS inventory with allocation/location forms on daily basis and produces inventory reports. Sales Graphics and POS Marketing Coordinator Salary Grade: FLSA Status: Approved Date: B Nonexempt
Essential Functions
Essential functions include, but are not limited to, the following: Inventory Duties * Performs daily and weekly counts of selected POS products * Performs monthly and seasonal counts on all POS products * Determines and enforces POS distribution procedures * Works with sales department to maintain proper timely, efficient and effective distribution for all promotional products * Maximizes warehouse racking and floor space for improved efficiency of distribution and storage Administrative Duties * Develops, maintains, and reconciles POS inventory tracking on a daily basis * Maintains all receiving records and verification of inbound POS orders and forwards to appropriate Sales Managers * Produces and distributes POS inventory reports * Maintains inventory locations for all POS products in the appropriate format and database
Minimum Qualifications
* High School Diploma/GED * At least 21 years of age
Preferred Qualifications
* Associates or Bachelor's degree * 1–2 years of related experience * Forklift certified * Microsoft Office skills (basic skills in Word, PowerPoint, and Outlook, plus intermediate skills in Excel) * Ability to operate additional computer programs and software, including AS400 * Ability to add, subtract, multiply, divide, and calculate fractions, percentages, and ratios using a calculator (may include numerical problem solving); ability to work with mathematical concepts such as probability and statistical inference * Ability to effectively present information and respond to questions from groups of managers, clients, and customers * Ability to interpret a variety of instructions furnished in written, oral, diagram, or schedule form * Ability to focus on details and perform accurate work * Adequate spatial reasoning ability * Ability to read, write, speak, and comprehend English language
Supplementary Information
Tools/Equipment * Computer * Forklift * Pallet jack * Hand jack Personal Protective Equipment * Gloves Physical Demands While performing the duties of this job, the employee is regularly required to lift/carry an average weight of 30 lbs. and up to 100 lbs on occasion. The employee is occasionally required to use manual dexterity for manipulating controls in order to operate machines/equipment and to navigate motorized equipment in confined/crowded spaces. Additional physical demands that the employee is required to engage in on a frequent basis are: sitting, standing, walking, squatting, bending, twisting, reaching, climbing, balancing, and grasping. Sensory abilities required include: close vision, distance vision, peripheral vision, depth perception, and auditory attention.
Performance Management
Inventory Specialist - POS 8/12/2008
Working Conditions While performing the duties of the job, the employee is regularly exposed to moving mechanical parts and a fastpaced, high-traffic environment. The employee may frequently be exposed to varying temperatures and must be able to perform physical tasks in hot or cold areas of the warehouse and on trucks. The employee may frequently work in areas with slippery surfaces. The employee may also work in confined spaces on a regular basis. The noise level in the work environment is usually loud.
Performance Management
Inventory Specialist - POS 8/12/2008
Performance Evaluation: Inventory Specialist—POS
Evaluation Guidelines Performance management is a continual process designed to foster communication between managers and employees. Managers are encouraged to discuss specific accomplishments and areas that require improvement on an ongoing basis. Performance management includes goal setting, coaching and feedback, recognition, performance improvement and discipline, and performance evaluation. One month prior to this review, ask the employee to complete this form to detail how well he or she has met his or her objectives for this review period. Ask the employee to be prepared to discuss his or her achievements, accomplishments, responsibilities, and future goals—and how those goals will affect department objectives as well as corporate objectives.
Definition of Performance Ratings 4 3 2 Exceeds performance expectations Exceeds some performance expectations Meets performance expectations Meets some performance expectations Does not meet performance expectations
Goes above and beyond, consistently exceeding expectations High performance behaviors Meets all basic requirements and exceeds some expectations High performance behaviors Meets all basic requirements Average performance behaviors
1 Less than 1
Meets some, but not all, expectations; needs improvement in quality/quantity of work
Low performance behaviors Performs significantly below expectations; performance action required. Low performance behaviors
2007 Merit Increase Schedule
4 3 2 1 Less than 1
Exceeds performance expectations Exceeds some performance expectations Meets performance expectations Meets some performance expectations Does not meet performance expectations
7.00% of base pay 5.00% of base pay 3.00% of base pay 1.00% of base pay N/A
Employee Name
Today’s Date
Date of Hire
Evaluator
Review Period
March–September
Type of Evaluation:
Goal Review
Performance Management
Inventory Specialist - POS 8/12/2008
Competency Review—September
Complete this section based on your direct observations and knowledge of this employee’s performance compared to the target behaviors for each job competency. In the comment sections, use specific examples to support or illustrate your rating. Comments must be given for all competencies. Competency Conscientiousness—Reliability/Rule Following Competency Conscientiousness—Safety Competency Conscientiousness—Work Ethic Competency Cognitive Skills—Communication Competency Cognitive Skills—Learning/Numerical Ability Competency Cognitive Skills—Planning/Problem Solving Competency Internal Customer Service Competency Organizational Citizenship Rating Competency Conscientiousness—Reliability/Rule Following Conscientiousness—Safety Conscientiousness—Work Ethic Cognitive Skills—Communication Cognitive Skills—Learning/Numerical Ability Cognitive Skills—Planning/Problem Solving Internal Customer Service Organizational Citizenship 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 Rating 0.00 X Weight = Weighted Ratin 0.15 0.10 0.15 0.15 0.10 0.10 0.15 0.10 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00
Total Rating (sum of weighted ratings)
Performance Management
Inventory Specialist - POS 8/12/2008
Performance Improvement Plan (any areas scoring a 1 or below)
If an employee receives scores of 1 or below in any competency, discuss specific areas for performance improvement and arrive at mutually agreed-upon action plans/goals for the coming performance period. Action Plan/Goal Follow-Up Date
Employee Acknowledgment
By signing this form, you confirm that you have discussed this review in detail with your manager. Signing this form does not necessarily indicate that you agree with this evaluation.
Employee Signature
Date
Manager Signature
Date
Performance Management
Inventory Specialist - POS 8/12/2008
Career Development Goals
Discuss with the employee specific areas for career development and arrive at mutually agreed-upon action plans for the coming performance period. Career Development Goal Action Plan Follow-Up Date
Employee Acknowledgment
By signing this form, you confirm that you have discussed this review in detail with your manager. Signing this form does not necessarily indicate that you agree with this evaluation.
Employee Signature
Date
Manager Signature
Date
Performance Management
Inventory Specialist - POS 8/12/2008
Compensation Summary and Employee Acknowledgment
Employee Name
0
Today’s Date
1/0/1900
Date of Hire
Evaluator
0
Review Period
March–September Goal Review
Type of Evaluation:
Compensation Overview
Current base pay rate Merit increase percentage Merit increase dollar amount New base pay rate Bonus amount (if applicable)
#N/A #N/A #N/A
Employee Acknowledgment
By signing this form, you confirm that you have discussed these changes with your manager.
Employee Signature Manager Signature
Date Date
Performance Management
Inventory Specialist - POS 8/12/2008
Conscientiousness—Reliability/Rule Following
The degree to which one does what is expected of him/her and can be depended upon to adhere to one’s schedule and work requirements. Behavior # Low Performance Behaviors 0 1 Does not identify accurate product types, quantities, dates, or locations when counting or handling products; neglects details that affect accuracy. Average Performance Behaviors 2 Generally identifies accurate product types, quantities, dates, or locations when counting or handling products; recognizes details that affect accuracy. High Performance Behaviors 3 4 Consistently identifies accurate product types, quantities, dates, or locations when counting or handling products; points out details that affect accuracy and corrects errors made by others. Comments Score Weight 0.15 Total Score
1
0.00
2
3
4
Violates rules or instructions because Follows rules or instructions even though Follows all rules or instructions following them may be inconvenient. it is inconvenient to do so. completely, even though it may be very difficult to do so. Does not complete administrative Completes administrative requirements Completes administrative requirements (e.g., maintaining and (e.g., maintaining and reconciling requirements (e.g., maintaining and reconciling inventory statistics) in a inventory statistics) in a timely and reconciling inventory statistics) in a timely and accurate manner. accurate manner with minimal reminders. timely and accurate manner without the need for reminders. Does not follow procedures (e.g., Generally follows procedures (e.g., Follows procedures (e.g., balancing balancing amounts on the stock status balancing amounts on the stock status amounts on the stock status report) report) for performing the job even report) for performing the job with for performing the job without with guidance from others. minimal guidance. guidance from others.
0.10
0.00
0.20
0.00
0.25
0.00
5
Often misses work or arrives late without adequate justification or notification; often takes more time for breaks than allotted; repeatedly fails to clock in/out.
Generally comes to work when expected and arrives on time; usually adheres to scheduled break times; usually clocks in/out as required.
Displays an exceptional attendance record and can be counted on to arrive at work on time; consistently returns from breaks on time; always clocks in/out.
0.30
0.00
Conscientiousness—Reliability/Rule Following
Overall Rating
1.00
0.00
Performance Management
Inventory Specialist - POS 8/12/2008
Conscientiousness—Safety
The degree to which one adheres to and promotes the safety procedures for all relevant domains of the job. Behavior # Low Performance Behaviors Average Performance Behaviors 0 1 2 Does not follow safety procedures for Most of the time, follows safety maintaining and using equipment. procedures for maintaining and using equipment with minimal reminders. High Performance Behaviors 3 4 Follows safety procedures for maintaining and using equipment without reminders and even when inconvenient. Does not adhere to proper lifting Most of the time, adheres to proper lifting Adheres to proper lifting techniques techniques when handling cases or techniques when handling cases and kegs when handling cases and kegs without kegs. with minimal reminders. reminders and even when inconvenient. Does not conform to safety Most of the time, conforms to safety Consistently conforms to safety procedures for navigating through the procedures for navigating through the procedures for navigating through the warehouse; often gets distracted and warehouse with minimal reminders; warehouse without reminders; avoids does not maintain awareness of usually avoids distraction and maintains distraction and maintains constant surroundings. awareness of surroundings. awareness of surroundings. Comments Score Weight 0.30 Total Score
1
0.00
0.15
2
0.00
0.20
3
0.00
4
Does not follow procedures for dealing with job-related injuries or accidents. Does not look out for others’ safety; leaves debris or products in others’ way.
5
Follows procedures for dealing with job-related injuries or accidents without reminders and even when inconvenient. Most of the time, looks out for others’ Continually looks out for others’ safety; usually removes debris or products safety, instructing others where from others’ way unless it is difficult to do appropriate; removes debris and so. products from others’ way.
Most of the time, follows procedures for dealing with job-related injuries or accidents with minimal reminders.
0.05
0.00
0.30
0.00
Conscientiousness—Safety
Overall Rating
1.00
0.00
Performance Management
Inventory Specialist - POS 8/12/2008
Conscientiousness—Work Ethic
The degree to which one displays initiative, pride, focus, and accountability, and generally works hard while on the job. Behavior # Low Performance Behaviors 0 1 Delays the start of work and exerts a minimal amount of effort. Produces a low volume of work; takes more time than should be required for completing tasks. High Performance Behaviors 3 4 Starts work immediately and exerts an exceptional amount of effort. Produces a high volume of work; completes tasks faster than most others without sacrificing accuracy/quality. Avoids opportunities to take on Accepts additional responsibilities when Seeks out additional responsibilities; additional responsibilities; avoids extra asked; assists with extra tasks when asked. independently initiates extra tasks. tasks. Blames others; does not accept Does not waste time blaming others; Does not waste time blaming others, responsibility for mistakes made on accepts responsibility for mistakes when even when others have made the job. confronted by others. mistakes; informs others when he/she has made a mistake and openly accepts responsibility for it. Does not clean equipment, products, Does the bare minimum to clean and warehouse; is unconcerned with equipment, products, and warehouse. conditions of work environment. Goes out of one’s way to clean equipment, products, and warehouse; takes pride in maintaining a neat work environment. Average Performance Behaviors 2 Usually starts working upon arrival and exerts an adequate amount of effort. Produces an acceptable volume of work; completes tasks within the expected time frame. Comments Score Weight 0.30 0.25 Total Score
1 2 3
0.00 0.00
0.25
0.00
0.05
4
0.00
0.15
5
0.00
Conscientiousness—Work Ethic
Overall Rating
1.00
0.00
Performance Management
Inventory Specialist - POS 8/12/2008
Cognitive Skills—Communication
The degree to which one is able to adequately convey and receive messages and maintain open exchanges of information through speech and writing. Behavior # Low Performance Behaviors Average Performance Behaviors 0 1 2 Does not pay attention to what others Pays attention to what others are saying. are saying. Exhibits difficulty when responding to others' questions. Does not keep appropriate parties informed; does not notify supervisor of important issues when needed or required. Does not speak clearly and logically. Responds appropriately to others' questions. High Performance Behaviors 3 4 Actively listens to what others are saying and asks for clarification when needed. Expertly responds to others' questions, providing detailed explanations when needed. Comments Score Weight 0.20 Total Score
1 2
0.00
0.20
0.00
0.25
3
Makes some effort to keep appropriate Proactively keeps appropriate parties parties informed; notifies supervisor of informed; quickly notifies supervisor important issues when needed or required. of important issues when needed or required. Speaks clearly and logically.
0.00
0.15 0.10
4
5
Displays exceptional speech clarity and logic. Does not complete paperwork and Usually completes paperwork and written Consistently completes paperwork written documentation in a timely and documentation in a timely and legible and written documentation in a timely legible manner. manner. and legible manner; provides suggestions for improvements/ways to enhance efficiency. Makes several errors in paperwork and written documentation. Usually completes paperwork and written Consistently completes paperwork documentation accurately. and written documentation with a high degree of accuracy.
0.00
0.00
6
0.10
0.00 0.00
Cognitive Skills—Communication
Overall Rating
1.00
Performance Management
Inventory Specialist - POS 8/12/2008
Cognitive Skills—Learning/Numerical Ability
The degree to which one effectively and efficiently learns and utilizes the required job knowledge, skills, and information. Behavior # Low Performance Behaviors Average Performance Behaviors 0 1 2 Requires considerable time to learn Learns job content (e.g., codes, job content (e.g., codes, terminology, terminology, procedures, rules, policies, procedures, rules, policies, products). products) at a reasonable pace. Applies little effort to obtain new procedural or product knowledge. Does not understand explanations or instructions; requires frequent repetition. Requires frequent assistance or repeatedly makes errors when working with numbers (e.g., counting cases, building ties, moving products based on dates/numbers). Accepts opportunities to obtain new procedural or product knowledge. Understands explanations or instructions if thorough or with minimal repetition. Requires occasional assistance or makes an occasional error when working with numbers (e.g., counting cases, building ties, moving products based on dates/numbers). High Performance Behaviors 3 4 Learns job content (e.g., codes, terminology, procedures, rules, policies, products) quickly and easily. Takes the initiative to obtain new procedural or product knowledge. Quickly understands explanations or instructions with no repetition. Works with numbers (e.g., counting cases, building ties, moving products based on dates/numbers) without assistance from others and with minimal errors. Comments Score Weight 0.30 Total Score
1 2 3
0.00
0.15 0.25
0.00 0.00
0.30
5
0.00
Cognitive Skills—Learning/Numerical Ability
Overall Rating
1.00
0.00
Performance Management
Inventory Specialist - POS 8/12/2008
Cognitive Skills—Planning/Problem Solving
The degree to which one plans various steps/tasks in one’s work processes, manages time, and navigates through unexpected situations. Behavior # Low Performance Behaviors 0 1 Requires assistance and struggles to adapt when unexpected situations arise. Misjudges amount of time needed to accomplish work; does not monitor progress against time. Requires excessive time or guidance to make decisions; makes decisions without thinking about alternatives or consequences. Encounters preventable, typical problems on a repeated basis. Average Performance Behaviors 2 Shows some level of adaptability and requires little assistance when unexpected situations arise. Understands time requirements for work; usually monitors progress against time. High Performance Behaviors 3 4 Easily adapts to handle unexpected situations with minimal or no assistance. Prioritizes work based on time available; continuously monitors progress against time to ensure efficiency. Consistently makes quick decisions on own; always thinks through alternatives and consequences before making decisions. Prevents typical and unfamiliar problems; devises ways to avoid reoccurrence and to address unique problems. Quickly and accurately identifies underlying issues or causes of problems, without assistance. Comments Score Weight 0.20 Total Score
1 2
0.00 0.00
0.20
3
Makes decisions within a reasonable amount of time and usually without guidance; usually thinks through alternatives and consequences. Prevents typical problems; learns from experience to handle problems that do arise. Identifies underlying issues or causes of problem over time, or with assistance.
0.20
0.00
0.10
4
0.00
0.05
5
Attempts to solve problems by only looking at surface issues; neglects to think about underlying issues or causes. Acts as if his/her work does not impact other people or processes; fails to see connections beyond his/her shift.
0.00
0.25
6
Understands the big picture and potential impact of his/her work on other people or processes, yet does not always turn that understanding into action.
Continually plans for how his/her work will impact other people or processes; understands the big picture relationships across shifts and departments.
0.00
Cognitive Skills—Planning/Problem Solving
Overall Rating
1.00
0.00
Performance Management
Inventory Specialist - POS 8/12/2008
Internal Customer Service
The degree to which one is oriented towards serving others within the company and actively attends to their needs with professionalism and despite difficulties. Behavior # Low Performance Behaviors Average Performance Behaviors 0 1 2 Shows little or no interest in Provides relevant assistance to other providing assistance to other company personnel making requests, if company personnel making requests. little or no personal sacrifice is involved. High Performance Behaviors 3 4 Goes out of one’s way, within reason, to provide relevant assistance to other company personnel making requests, in spite of personal costs. Defuses and resolves a tense situation by responding to others with tact, empathy, and patience. Handles difficult situations or emotions with ease and composure; effectively manages stressful situations without supervisor assistance; masks frustration. Proactively follows up with others to ensure that requests and concerns are always resolved; watches out for signs of additional concerns. Displays a highly professional appearance and attitude that is exemplary of Monarch Beverage's image (e.g., appropriate attire, positive attitude). Comments Score Weight 0.10 Total Score
1
0.00
0.15
2
3
Loses control and/or responds inappropriately when faced with difficult individuals. Reacts defensively or emotionally to setbacks; reacts to stress by panicking or complaining to others; has outward displays of frustration.
Tolerates difficult individuals and responds tactfully. Most of the time, keeps emotions under control; tolerates stressful situations with supervisor assistance; generally masks frustration.
0.00
0.15
0.00
4
Rarely follows up with others to ensure that requests or concerns are resolved.
Follows up with others to ensure that requests or concerns are resolved.
0.30
0.00
0.30
5
Displays an unprofessional appearance and attitude that is not representative of Monarch Beverage's image (e.g., inappropriate attire, negative attitude).
Displays a moderately professional appearance and attitude, usually consistent with Monarch Beverage's image (e.g., appropriate attire, positive attitude).
0.00
Internal Customer Service
Overall Rating
1.00
0.00
Performance Management
Inventory Specialist - POS 8/12/2008
Organizational Citizenship
The degree to which one is a loyal, team-oriented employee and displays a positive attitude towards work, others, and the organization as a whole. Behavior # Low Performance Behaviors 0 1 Provides minimal assistance to other Inventory Specialists and company personnel. Reacts poorly to being asked to help coworkers; is slow to pitch in. Average Performance Behaviors 2 Provides assistance to other Inventory Specialists and company personnel when it does not require personal sacrifice. Helps coworkers when asked/directed; pitches in eventually. High Performance Behaviors 3 4 Provides assistance to other Inventory Specialists and company personnel in spite of personal costs. Finds ways to help coworkers without being asked/directed; quickly pitches in at every opportunity. Displays a positive attitude and quickly adapts to changes in demands and schedule. Fosters a deep appreciation for diversity in people and opinions. Trusts authority. Embodies and promotes Monarch Beverage's mission and principles. Comments Score Weight 0.15 Total Score
1
0.00
0.15
2 3 4 5 6
0.00
0.20
Displays a poor attitude and is inflexible towards changes in demands and schedule. Shows disrespect or a lack of understanding for diversity in people and opinions. Resists direction from authority.
Displays a reasonable attitude and tolerates changes in demands and schedule. Shows a general understanding of and respect for diversity in people and opinions. Accepts direction from authority.
0.00 0.00
0.10
0.20 0.20
0.00 0.00 0.00
Appears unconcerned or unfamiliar Maintains awareness of and adheres to with Monarch Beverage's mission and Monarch Beverage's mission and principles. principles.
Organizational Citizenship
Overall Rating
1.00
Performance Management
Inventory Specialist - POS 8/12/2008