External Application Deadline February 14th, 2025
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Candidates offered this position will be required to successfully complete pre-employment screening, which could include: a background check, drug test, reference check, employment verification, education verification, fingerprinting, and/or MVR (if applicable, based on position). In addition, certain positions will require repeated screening processes, and your employment with Goodwill of Colorado will remain contingent upon the results of any continued screening processes.
Minimum Pay starts at $20.79 per hour. Work today, get paid today! We’ve partnered with DailyPay, a voluntary benefit to offer employees access to their pay on their own schedule.
Full Time employees in our Retail, Sales/Operations, Commercial Contracts are eligible for Medical, Dental, Vision, Retirement, Long Term Disability, Short Term Disability, Life and Accidental Death and Dismemberment, Flexible Spending Accounts and several voluntary supplemental benefit offerings. In addition, these positions are eligible for paid time off in the form of vacation, sick, holiday, floating holiday, jury duty and bereavement leave. Goodwill of Colorado is a Public Service Loan Forgiveness Program (PSLF) eligible employer
JOB SUMMARY:
The Shift Supervisor, Outlet will be responsible for assisting the Outlet Assistant Manager in leading and assisting the Outlet Associates, overseeing Customer Service, and appearance of the sales floor. The Outlet Shift Supervisor will act as Manager-on-Duty providing excellent customer service displaying an “Attitude of Gratitude” in order to support the mission of the organization.
ESSENTIAL FUNCTIONS:
QUALIFICATIONS:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education:
Experience:
Other:
Core Competencies:
Functional Competencies:
Goodwill is an Equal Opportunity Employer dedicated to employing qualified individuals including those with disabilities and/or protected veterans.
We promote a Safe & Drug-free Workplace.
Goodwill participates in E-Verify. For more information on E-Verify, please contact DHS: 888-897-7781 or
Physical Requirements
Attachment to Job Description
Job Title: 127 - Shift Supervisor, Outlet Dept Number: Varies – Operations
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Guide to Physical Requirements:
LIFTING: (as defined by ADA)
Heavy: 45 lbs & over - OCCASIONALLY
Moderate: 15-44 lbs - OCCASIONALLY
Light: 14 lbs & under - FREQUENTLY
CARRYING:
Heavy: 45 lbs & over - OCCASIONALLY
Moderate: 15-44 lbs - OCCASIONALLY
Light: 14 lbs & under - FREQUENTLY
PUSHING/PULLING - FREQUENTLY
REACHING:
Above Shoulder - FREQUENTLY
At Shoulder - FREQUENTLY
Below Shoulder - OCCASIONALLY
TWISTING - FREQUENTLY
BENDING - FREQUENTLY
KNEELING/CRAWLING - OCCASIONALLY
SQUAT - FREQUENTLY
CLIMBING:
Use of legs only (stairs) - OCCASIONALLY
Use of arms & legs (ladders) - OCCASIONALLY
HEARING - CONTINUOUSLY
VISION:
Visual, close - FREQUENTLY
Visual, distant - FREQUENTLY
Visual, depth perception - FREQUENTLY
HANDS/FINGERS:
Simple grasping – FREQUENTLY
Fine Manipulation - CONTINUOUSLY
Repetitive Movements - CONTINUOUSLY
WALKING - CONTINUOUSLY
STANDING - CONTINUOUSLY
SITTING - FREQUENTLY
SPEAKING - CONTINUOUSLY
OTHER, please describe -
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 contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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