Summary Report

Updated 2005

Summary Report for:
11-9071.00 - Gaming Managers

Plan, organize, direct, control, or coordinate gaming operations in a casino. Formulate gaming policies for their area of responsibility.

Sample of reported job titles: Casino Manager, Slot Manager, Gaming Manager, Slot Operations Director, Cage Manager, Floor Manager, Floor Supervisor, Gaming Director, Gaming Manager On Duty (Gaming MOD), Pit Manager

View report: Summary Details Custom

Tasks

Resolve customer complaints regarding problems such as payout errors.
Remove suspected cheaters, such as card counters and other players who may have systems that shift the odds of winning to their favor.
Maintain familiarity with all games used at a facility, as well as strategies and tricks employed in those games.
Train new workers and evaluate their performance.
Circulate among gaming tables to ensure that operations are conducted properly, that dealers follow house rules, and that players are not cheating.
Explain and interpret house rules, such as game rules and betting limits.
Monitor staffing levels to ensure that games and tables are adequately staffed for each shift, arranging for staff rotations and breaks, and locating substitute employees as necessary.
Interview and hire workers.
Prepare work schedules and station assignments, and keep attendance records.
Direct the distribution of complimentary hotel rooms, meals, and other discounts or free items given to players based on their length of play and betting totals.

Knowledge

Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.

Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.

Mathematics — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.

English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.

Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.

Education and Training — Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.

Sales and Marketing — Knowledge of principles and methods for showing, promoting, and selling products or services. This includes marketing strategy and tactics, product demonstration, sales techniques, and sales control systems.

Economics and Accounting — Knowledge of economic and accounting principles and practices, the financial markets, banking and the analysis and reporting of financial data.

Public Safety and Security — Knowledge of relevant equipment, policies, procedures, and strategies to promote effective local, state, or national security operations for the protection of people, data, property, and institutions.

Clerical — Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.

Skills

Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.

Management of Personnel Resources — Motivating, developing, and directing people as they work, identifying the best people for the job.

Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.

Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making.

Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.

Reading Comprehension — Understanding written sentences and paragraphs in work related documents.

Speaking — Talking to others to convey information effectively.

Mathematics — Using mathematics to solve problems.

Service Orientation — Actively looking for ways to help people.

Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.

Abilities

Speech Clarity — The ability to speak clearly so others can understand you.

Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).

Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences.

Oral Expression — The ability to communicate information and ideas in speaking so others will understand.

Problem Sensitivity — The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.

Speech Recognition — The ability to identify and understand the speech of another person.

Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense.

Written Comprehension — The ability to read and understand information and ideas presented in writing.

Near Vision — The ability to see details at close range (within a few feet of the observer).

Information Ordering — The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).

Work Activities

Performing for or Working Directly with the Public — Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests.

Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.

Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.

Evaluating Information to Determine Compliance with Standards — Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.

Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.

Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.

Documenting/Recording Information — Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.

Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources.

Judging the Qualities of Things, Services, or People — Assessing the value, importance, or quality of things or people.

Organizing, Planning, and Prioritizing Work — Developing specific goals and plans to prioritize, organize, and accomplish your work.

Work Context

Face-to-Face Discussions — How often do you have to have face-to-face discussions with individuals or teams in this job?

Telephone — How often do you have telephone conversations in this job?

Indoors, Environmentally Controlled — How often does this job require working indoors in environmentally controlled conditions?

Contact With Others — How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it?

Deal With External Customers — How important is it to work with external customers or the public in this job?

Duration of Typical Work Week — Number of hours typically worked in one week.

Freedom to Make Decisions — How much decision making freedom, without supervision, does the job offer?

Responsibility for Outcomes and Results — How responsible is the worker for work outcomes and results of other workers?

Work With Work Group or Team — How important is it to work with others in a group or team in this job?

Frequency of Decision Making — How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization?

Job Zone

Title	Job Zone Three: Medium Preparation Needed
Overall Experience	Previous work-related skill, knowledge, or experience is required for these occupations. For example, an electrician must have completed three or four years of apprenticeship or several years of vocational training, and often must have passed a licensing exam, in order to perform the job.
Job Training	Employees in these occupations usually need one or two years of training involving both on-the-job experience and informal training with experienced workers.
Job Zone Examples	These occupations usually involve using communication and organizational skills to coordinate, supervise, manage, or train others to accomplish goals. Examples include funeral directors, electricians, forest and conservation technicians, legal secretaries, interviewers, and insurance sales agents.
SVP Range	(6.0 to < 7.0)
Education	Most occupations in this zone require training in vocational schools, related on-the-job experience, or an associate's degree. Some may require a bachelor's degree.

Interests

Interest code: EC

Enterprising — Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.

Conventional — Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.

Work Styles

Self Control — Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.

Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.

Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations.

Integrity — Job requires being honest and ethical.

Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction.

Stress Tolerance — Job requires accepting criticism and dealing calmly and effectively with high stress situations.

Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace.

Attention to Detail — Job requires being careful about detail and thorough in completing work tasks.

Concern for Others — Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.

Initiative — Job requires a willingness to take on responsibilities and challenges.

Work Values

Independence — Occupations that satisfy this work value allow employs to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.

Achievement — Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement.

Related Occupations

11-3061.00	Purchasing Managers
11-9141.00	Property, Real Estate, and Community Association Managers
13-1111.00	Management Analysts

Wages & Employment Trends

National

Median wages (2007)	$30.97 hourly, $64,410 annual
Employment (2006)	4,000 employees
Projected growth (2006-2016)	Much faster than average (21% or higher)
Projected need (2006-2016)	2,000 additional employees

State & National

Source: Bureau of Labor Statistics 2007 wage data and 2006-2016 employment projections . "Projected growth" represents the estimated change in total employment over the projections period (2006-2016). "Projected need" represents job openings due to growth and net replacement.

Summary Report for: 11-9071.00 - Gaming Managers