Supervise gaming operations and personnel in an assigned area. Circulate among tables and observe operations. Ensure that stations and games are covered for each shift. May explain and interpret operating rules of house to patrons. May plan and organize activities and create friendly atmosphere for guests in hotels/casinos. May adjust service complaints.
Experience- Some previous work-related skill, knowledge, or experience may be helpful in these occupations, but usually is not needed. For example, a teller might benefit from experience working directly with the public, but an inexperienced person could still learn to be a teller with little difficulty.
Education- These occupations usually require a high school diploma and may require some vocational training or job-related course work. In some cases, an associate's or bachelor's degree could be needed.
Job Training- Employees in these occupations need anywhere from a few months to one year of working with experienced employees.
Examples- These occupations often involve using your knowledge and skills to help others. Examples include sheet metal workers, forest fire fighters, customer service representatives, pharmacy technicians, salespersons (retail), and tellers.
Monitor game operations to ensure that house rules are followed, that tribal, state, and federal regulations are adhered to, and that employees provide prompt and courteous service.
Observe gamblers' behavior for signs of cheating such as marking, switching, or counting cards; notify security staff of suspected cheating.
Maintain familiarity with the games at a facility, and with strategies and tricks used by cheaters at such games.
Perform paperwork required for monetary transactions.
Resolve customer and employee complaints.
Greet customers and ask about the quality of service they are receiving.
Establish and maintain banks and table limits for each game.
Monitor stations and games, and move dealers from game to game to ensure adequate staffing.
Report customer-related incidents occurring in gaming areas to supervisors.
Explain and interpret house rules, such as game rules and betting limits, for patrons.
Supervise the distribution of complimentary meals, hotel rooms, discounts, and other items given to players based on length of play and amount bet.
Evaluate workers' performance and prepare written performance evaluations.
Monitor patrons for signs of compulsive gambling, offering assistance if necessary.
Record, issue receipts for, and pay off bets.
Monitor and verify the counting, wrapping, weighing, and distribution of currency and coins.
Direct workers compiling summary sheets for each race or event to record amounts wagered and amounts to be paid to winners.
Determine how many gaming tables to open each day and schedule staff accordingly.
Establish policies on types of gambling offered, odds, and extension of credit.
Interview, hire, and train workers.
Provide fire protection and first-aid assistance when necessary.
Review operational expenses, budget estimates, betting accounts, and collection reports for accuracy.
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.
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.
Mathematics - Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
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.
Mathematics - Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
Psychology - Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
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.
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.
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.
Instructing - Teaching others how to do something.
Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Oral Expression - The ability to communicate information and ideas in speaking so others will understand.
Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
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.
Guiding, Directing, and Motivating Subordinates - Providing guidance and direction to subordinates, including setting performance standards and monitoring performance.
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.
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.
Coaching and Developing Others - Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
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.
Organizing, Planning, and Prioritizing Work - Developing specific goals and plans to prioritize, organize, and accomplish your work.
Judging the Qualities of Things, Services, or People - Assessing the value, importance, or quality of things or people.
Monitor Processes, Materials, or Surroundings - Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems.
Making Decisions and Solving Problems - Analyzing information and evaluating results to choose the best solution and solve problems.
Updating and Using Relevant Knowledge - Keeping up-to-date technically and applying new knowledge to your job.
Training and Teaching Others - Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.
Processing Information - Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
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.
Second Interest High-Point - Secondary-Cutoff/Rank Descriptiveness
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.
First Interest High-Point - Primary-Rank Descriptiveness
Self Control - Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
Integrity - Job requires being honest and ethical.
Stress Tolerance - Job requires accepting criticism and dealing calmly and effectively with high stress situations.
Dependability - Job requires being reliable, responsible, and dependable, and fulfilling obligations.
Cooperation - Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
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.
Leadership - Job requires a willingness to lead, take charge, and offer opinions and direction.
Social Orientation - Job requires preferring to work with others rather than alone, and being personally connected with others on the job.
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.
Persistence - Job requires persistence in the face of obstacles.
Analytical Thinking - Job requires analyzing information and using logic to address work-related issues and problems.
Independence - Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.
Authority - Workers on this job give directions and instructions to others.
Responsibility - Workers on this job make decisions on their own.
Security - Workers on this job have steady employment.
Working Conditions - Workers on this job have good working conditions.
Autonomy - Workers on this job plan their work with little supervision.
Independence-Mean Extent - Occupations that satisfy this work value allow employs to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.
Ability Utilization - Workers on this job make use of their individual abilities.
Activity - Workers on this job are busy all the time.
Compensation - Workers on this job are paid well in comparison with other workers.
Co-workers - Workers on this job have co-workers who are easy to get along with.
Company Policies and Practices - Workers on this job are treated fairly by the company.
Supervision, Human Relations - Workers on this job have supervisors who back up their workers with management.
Achievement-Mean Extent - 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.
Working Conditions-Mean Extent - Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions.
Creativity - Workers on this job try out their own ideas.
Achievement - Workers on this job get a feeling of accomplishment.
Recognition-Mean Extent - Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status.
Relationships-Mean Extent - Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.
Social Service - Workers on this job have work where they do things for other people.
Support-Mean Extent - Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical.
Tennessee Board of Regents is an AA/EEO employer and does not discriminate on the basis of race, color, national origin, sex, disability, or age in its programs and activities. Full Non-Discrimation Policy.
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