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Sample Resume - Sales Representative

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									Job Description: Sales Representative
Division: Department: Reports To: Job Summary Sells and merchandises Monarch Beverage products in order to achieve distribution goals and develop accounts. Uses point-of-sale (POS) materials and shelf/display placement to position brands. Provides continual customer service and supports accounts with order-taking, merchandising, and administrative functions to ensure quality of products and services. Tracks data to aid goal-setting, profit calculation, and understanding of marketplace fluctuations and trends. May specialize in on-premise, off-premise grocery beer/wine, liquor, fine wine, or World Class Beverage responsibilities. Upon hire, must obtain a sales permit and complete TIPS Certification. Must be able to pass pre-hire drug screen, credit check, driving record review, and criminal background check. Sales Sales District Manager Salary Grade: FLSA Status: Approved Date: C Exempt 3/28/2007

Essential Functions
Essential functions include, but are not limited to, the following: Sales Duties * Makes sales presentations to address Monarch Beverage portfolio, pricing/promotions, and profitability; follows-up with customers * Describes new/seasonal products; provides product samples when appropriate * Achieves monthly distribution and program goals for specific brands * Secures advantageous brand positioning and POS/display space * Identifies and adapts to competitive sales trends Customer Service Duties * Develops and maintains relationships with customers by visiting accounts, attending social and promotional events, and staying up-todate on account/market/territory conditions * Completes order requests; consults with clients in determining the amounts/types of products * Facilitates deliveries to accounts as necessary, which may include handling transportation errors or issues related to out of stock merchandise * Rotates products as necessary to ensure quality * Sets up POS materials and builds/maintains cold box, display, and shelf standards * Regularly communicates with clients to address service needs Administrative Duties * Sets daily goals; tracks account visits, featured products, merchandising, and POS/display information * Facilitates the issuance of credits to accounts by working with the accounting department and completing the necessary paperwork * Completes sales reports used for draft recaps, calculating profit, and/or tracking distribution Training Duties * Trains account staff on product knowledge and product tasting in order to increase sales (when applicable) * Provides direction to Monarch Beverage merchandisers (when applicable) * Attends monthly general sales meetings with suppliers

Minimum Qualifications
* High School Diploma/GED * Ability to compute basic math (addition, subtraction, multiplication, division, percentages) * At least 21 years of age * Valid driver's license

Preferred Qualifications
* Bachelor’s degree from a four-year college or university and/or 6 months to 1 year of previous sales experience * Basic computer literacy * Basic knowledge of Microsoft Office (Word, Excel, and PowerPoint)

Performance Management

Sales Representative 8/10/2008

Supplementary Information
Tools/Equipment * Palm Pilot * Hand truck * Staple gun * Drill * Box knife * Pallet jack * Cell phone * Company vehicle * Merchandising pole * Wrench * Dusters Certificates/Permits * TIPPS certification * Sales Permit * Employee Permit * Drill Physical Demands While performing duties of this job, the employee is frequently required to lift and/or move an average of 50 lbs. and occasionally lift and/or move up to 160 lbs, with or without a hand truck. The employee is regularly required to drive to account locations and stand, walk, reach, bend, twist, squat and grasp with hands/fingers on a repetitive basis. Working Conditions While performing the duties of this job, the employee is occasionally required to work in diverse establishments where alcohol is sold/consumed and where cigarette smoke may be present. The employee is required to spend considerable time in a vehicle traveling to account locations, in varying weather and traffic conditions. The employee may be required to work flexible hours, including evening, weekends, and/or holidays in order to accommodate customer needs or special events. The noise level in customer environments may range from moderate to loud. The employee may also work in confined spaces and commercial coolers on a regular basis.

Performance Management

Sales Representative 8/10/2008

Performance Evaluation: Sales Representative
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 1 Less than 1 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

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

Sales Representative 8/10/2008

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 Customer Service—Service Orientation Competency Customer Service—Merchandising Competency Revenue Focus—Sales Influence and Persuasion Competency Revenue Focus—Sales Resilience and Initiative Competency Confidence and Motivation Competency Learning Orientation Rating Competency Customer Service—Service Orientation Customer Service—Merchandising Revenue Focus—Sales Influence and Persuasion Revenue Focus—Sales Resilience and Initiative Confidence and Motivation Learning Orientation 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 X Weight = Weighted Ratin 0.25 0.15 0.25 0.15 0.10 0.10 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total Rating (sum of weighted ratings)

Performance Management

Sales Representative 8/10/2008

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

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

Sales Representative 8/10/2008

Compensation Summary and Employee Acknowledgment
Employee Name Evaluator
0

Today’s Date

Date of Hire

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

Sales Representative 8/10/2008

Customer Service—Service Orientation
The degree to which one is focused on attending to customer needs and concerns and providing high quality service and communication despite challenging circumstances. Behavior # Low Performance Behaviors Average Performance Behaviors 0 1 2 Has difficulty initiating or developing Attempts to initiate or improve customer relationships with potential or existing relationships (for example, engages in customers (for example, struggles to polite conversation with a customer). make conversation with a customer). High Performance Behaviors 3 4 Skillfully initiates and nurtures customer relationships (for example, engages all possible individuals in conversation; gives individualized attention to customers). Demonstrates authentic concern for customer needs; shows persistent enthusiasm when interacting with internal or external customers. Comments Score Weight 0.15 Total Score

1

0.00

2

Does not show sufficient concern for customers’ needs; shows no enthusiasm when interacting with internal or external customers.

3 4

5

6

Manages difficult individuals by responding with impressive levels of tact, empathy, and patience. Handles difficult situations with ease and composure; effectively manages stressful situations without supervisor assistance. Displays an unprofessional Displays a professional appearance and Displays a highly professional appearance and attitude that is not attitude, consistent with Monarch appearance and attitude that is representative of Monarch Beverage's Beverage's image (e.g., appropriate attire, exemplary of Monarch Beverage's image (e.g., inappropriate attire, positive attitude). image (e.g., appropriate attire, negative attitude). enthusiastic attitude). Delays or ignores complaints or Responds to complaints or requests from Is proactive in handling potential requests from internal or external internal or external customers as they issues or requests from internal or customers; does not engage in the occur and involves other departments as external customers (e.g., calls to check needed verbal or written necessary; engages in the required verbal in); takes ownership in solving communication. or written communication. problems before they occur; engages in clear and effective verbal and written communication.

Loses control and/or responds inappropriately when faced with difficult individuals. Reacts defensively to setbacks; panics, Keeps emotions under control; tolerates complains, or has outward displays of stressful situations with supervisor frustration in response to stress. assistance.

Demonstrates a moderate amount of concern for customer needs; shows varying levels of enthusiasm when interacting with internal or external customers. Tolerates difficult individuals and responds with considerable patience.

0.25

0.00
0.15

0.00 0.00

0.15

0.15

0.00
0.15

0.00

Customer Service—Service Orientation

Overall Rating

1.00

0.00

Performance Management

Sales Representative 8/10/2008

Customer Service—Merchandising
The degree to which one appropriately serves the customer through POS, display, account, inventory, and other product-related needs. Behavior # Low Performance Behaviors Average Performance Behaviors 0 1 2 Develops accounts/displays that are Develops accounts/displays that are not visible or attractive, with visible and attractive, with adequate inadequate POS/marketing materials. POS/marketing materials. High Performance Behaviors 3 4 Develops accounts/displays that are visually dominant, creative, and attractive, with exceptional use of POS/marketing materials. Shows little or no interest in Responds to customer requests; follows Immediately responds to customer addressing customer requests; rarely up to ensure that concerns are resolved requests; consistently follows up in a follows up to ensure that concerns are (i.e., credits and orders are generally up to timely manner to ensure that concerns resolved (i.e., credits and orders are date and accurate, payments are recorded). are always resolved (i.e., credits and rarely up to date and accurate, orders are always up to date and payments are missing). accurate, payments are recorded). Ignores safety procedures when merchandising accounts, driving, delivering, and/or rotating products. Always follows safety procedures when merchandising accounts, driving, delivering, and/or rotating products without reminders and even when inconvenient. Does not take action to ensure that Ensures products, shelves/displays, Ensures in great detail that products, products, shelves/displays, and/or and/or equipment (e.g., cases, draft lines) shelves/displays, and/or equipment equipment (e.g., cases, draft lines) are are mostly current, clean, and functioning. (e.g., draft lines) are current, current, clean, and functioning. exceptionally clean, visually appealing, and in excellent working conditions. Follows safety procedures when merchandising accounts, driving, delivering, and/or rotating products with minimal reminders. Comments Score Weight 0.35 Total Score

1

0.00
0.35

2

0.00

0.10

3

0.00
0.20

4

0.00

Customer Service—Merchandising

Overall Rating

1.00

0.00

Performance Management

Sales Representative 8/10/2008

Revenue Focus—Sales Influence and Persuasion
The degree to which one is effective and complete in the sales presentation and is able to influence the customer in order to achieve sales goals. Behavior # Low Performance Behaviors Average Performance Behaviors 0 1 2 Acts inappropriately in negotiations; Negotiates effectively and tries to be does not know when to compromise, assertive, but may push too hard. to remain firm, or to concede. Presents a weak or ineffective sales presentation; uses same style and content for all customers. Presents a reasonable sales presentation; makes small modifications depending on the needs of the customer. High Performance Behaviors 3 4 Negotiates skillfully, striking the right balance between being firm and being willing to compromise. Presents an enthusiastic, well-rounded sales presentation; perceives customer needs and tailors style and content of presentation to maximize positioning. Comments Score Weight 0.20 Total Score

1

0.00
0.20

2

0.00

3

Disregards others’ points of view; struggles to present alternatives or solutions in a positive way.

Acknowledges others' points of view when discussing alternatives or solutions, but may not fully incorporate others' interests into a win-win situation. Tries to direct the conversation to a commitment, order, or sale; persists with hesitant customers to meet sales/distribution/program numbers.

4

Does not direct the conversation to a commitment, order, or sale; gives up on sale prematurely so that sales/distribution/program numbers are not met. Does not address key areas of concern when presenting to customers; makes no reference to market or competitor activity or trends.

Identifies and understands others' points of view when discussing alternatives or solutions and works hard to develop a win-win situation for all parties. Successfully directs the conversation to a commitment, order, or sale; succeeds even with objecting customers to meet or exceed sales/distribution/program numbers. Addresses critical areas of concern (e.g., profitability) when presenting to customers; makes extensive and knowledgeable references to market or competitor activity and trends.

0.20

0.00
0.20

0.00

5

Addresses basic areas of concern (e.g., cost) when presenting to customers; makes some reference to market or competitor activity or trends.

0.20

0.00

Revenue Focus—Sales Influence and Persuasion

Overall Rating

1.00

0.00

Performance Management

Sales Representative 8/10/2008

Revenue Focus—Sales Resilience and Initiative
The degree to which one plans and persists to achieve sales objectives and manages through rejection or challenging sales situations. Behavior # Low Performance Behaviors 0 1 Reacts poorly to a hard refusal or rejection; takes considerable time to bounce back. Average Performance Behaviors High Performance Behaviors 2 3 4 Attempts to handle a hard refusal or Shows resiliency even after facing a rejection with a positive attitude, but may hard refusal or rejection. require encouragement from time to time. Consistently plans in a detailed, timely, and accurate manner; sets attainable but challenging goals. Dedicates tremendous focus and drive when working with a challenging account. Displays exceptional organization skills that are necessary in the sales process (i.e., maintains exemplary route books; always completes paperwork in a timely and accurate manner; POS, sales bags, and sales vehicles are remarkably organized). Comments Score Weight 0.15 Total Score

1

0.00
0.35

2

Does not plan adequately or makes Plans in a timely and accurate manner; at errors; requires guidance in goaltimes requires guidance in goal-setting or setting or sets unrealistic or low goals. sets easily attainable goals. Loses focus and drive when working with a challenging account. Displays deficiencies in organization skills that are necessary in the sales process (i.e., neglects to maintain route books; procrastinates completing paperwork; POS, sales bags, and sales vehicles are disorganized). Remains focused when working with a challenging account. Displays solid organization skills that are necessary in the sales process (i.e., maintains route books; completes paperwork; POS, sales bags, and sales vehicles are organized).

0.00
0.15

3

0.00
0.35

4

0.00

Revenue Focus—Sales Resilience and Initiative

Overall Rating

1.00

0.00

Performance Management

Sales Representative 8/10/2008

Confidence and Motivation
The degree to which one is proficient, driven, and flexible in a variety of circumstances and portrays confidence and independence in the workplace. Behavior # Low Performance Behaviors 0 1 Requires supervision to work effectively; asks for help on simple or common tasks or when making simple decisions. Produces unacceptable outcomes; does not complete tasks on time. High Performance Behaviors 3 4 Works optimally without supervision; succeeds at unique and complex tasks and makes decisions without guidance. Works to achieve acceptable outcomes; Works diligently to achieve high completes tasks on schedule. quality outcomes; completes work on or ahead of schedule. Struggles to adapt to changing Adapts to changing situations, but may Understands the need to use different situations; prefers to stick with one require guidance at times. tactics depending on situation plan without deviation. constraints and adapts accordingly, without guidance. Lacks confidence in one’s abilities; Displays confidence in one’s abilities; Displays high levels of confidence in reacts poorly to constructive feedback. accepts constructive feedback when given. one’s abilities without being arrogant; seeks out constructive feedback at every opportunity. Reduces effort at times during Maintains considerable effort, even during Sustains high levels of energy and fluctuating circumstances, pay, fluctuating circumstances, pay, workload, effort regardless of fluctuating workload, hours, etc. hours, etc. circumstances, pay, workload, hours, etc. Average Performance Behaviors 2 Works well without supervision, but may require guidance for unusual or complex tasks or risky decisions. Comments Score Weight 0.25 Total Score

1 2 3

0.00
0.15

0.00 0.00

0.20

0.20

4

0.00
0.20

5

0.00

Confidence and Motivation

Overall Rating

1.00

0.00

Performance Management

Sales Representative 8/10/2008

Learning Orientation
The degree to which one engages in self-development and learns, analyzes, and utilizes job-relevant data and information in order to increase the proficiency of self and others. Behavior # Low Performance Behaviors Average Performance Behaviors High Performance Behaviors 0 1 2 3 4 Applies little effort to learn something Accepts an opportunity to learn Takes the initiative to increase new about the job or industry. something new about the job or industry. knowledge about the job and industry. Needs considerable time to learn new material (i.e., has difficulty learning new product information or understanding monthly programs). Does not share needed information (e.g., with retailer staff or merchandisers) to increase sales or others’ productivity; provides limited instruction to relevant parties on products or sales/merchandising needs. Demonstrates limited understanding of the potential business impact of an external influence or event. Does not frequently analyze numerical data or makes errors when doing so; struggles to forecast activity, understand trends/fluctuations, and estimate customer order needs. Learns new material at a reasonable pace (i.e., displays understanding of new product information or monthly programs). Shares basic information (e.g., with retailer staff or merchandisers) to increase sales or others’ productivity; provides some instruction to relevant parties on products or sales/merchandising needs. Quickly and easily learns new material (i.e., integrates new information about products or monthly programs with existing material). Shares clear, detailed, and useful information (e.g., with retailer staff or merchandisers) to increase sales or others’ productivity; seeks every opportunity to train/teach relevant parties on products or sales/merchandising needs. Demonstrates keen insight and a deep understanding of the potential business impact of an external influence or event. Analyzes numerical data frequently to maintain continual awareness of conditions; forecasts activity and order needs based on a detailed and accurate familiarity with the account and trends/fluctuations. Comments Score Weight 0.20 Total Score

1

0.00

0.20

2

0.00
0.20

3

0.00

4

Demonstrates a basic understanding of the potential business impact of an external influence or event. Analyzes numerical data when necessary; forecasts activity and order needs based on an accurate understanding of trends/fluctuations.

0.20

0.00
0.20

5

0.00

Learning Orientation

Overall Rating

1.00

0.00

Performance Management

Sales Representative 8/10/2008


								
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