Note: Provided below is a job class description and minimum qualification. To view this information for other State of Colorado positions, please visit the job classifications and minimum qualifications page.
Class Description
Valid as of: July 1, 2015
This class series uses four levels in the Professional Services Occupational Group and describes work managing the selection, purchase, and sale of merchandise in a retail operation. Typical retail business analyst includes department, grocery, convenience stores and gas stations. The work performed in this occupation provides overall analysis of retail outlets to determine strategies to increase sales of products and/or services i.e. setting up in-store promotions, motivating and training retailers to sell products, merchandising products, strategically placing point-of-sale materials and analyzing/reviewing sales data with store management. Positions in these classes analyze, select, buy, price, sell, discount, and promote services, merchandise such as business supplies, computers, books, and sundries and interact with customers, vendors, and agency staff to assure public relations and customer satisfaction is maintained.
Position is responsible for the analysis of business activities of a retail outlet or store. They apply the principles, theories, and practices of business analysis and retail merchandising in developing store policies and sales objectives; planning and directing store operations associated with buying, merchandising, inventory, and customer service; developing budgets, and controlling costs and inventory; and, supervising and directing the work of staff.
RETAIL BUSINESS REPRESENTATIVE H6O1XX
Concept of Class
Performs entry level customer service telephone sales work for the Colorado Lottery to promote sales and service to retailers across Colorado. Work entails carrying out telephone sales of products, providing promotional information, ensuring adequate product supply, answering questions on products and sales procedures as well as advising on sales quotas and maintaining sales records. In addition to inside telephone sales work, this position also performs limited outside sales activities at retail locations.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
Positions at this level are responsible for determining time, place and sequence of actions to be taken within the framework of established standards for the function. Unusual problems or proposed deviations from guidelines, practices or precedents may be discussed with the supervisor before being initiated. For example, positions determine the priority of work assignments based on established procedures and policies. These choices do not affect the standards or results because there is typically only one correct way to carry out the operation. For example, when collecting product information at the request of a customer, choices are limited to what vendor is contacted from an approved list. Alternatives include independent choice of such things as priority and personal preference for organizing and processing the work, proper tools or equipment, speed, and appropriate steps in the operation to apply. By nature, the data needed to make decisions can be numerous but are clear and understandable so logic is needed to apply the prescribed alternative. Positions can be taught what to do to carry out assignments and any deviation in the manner in which the work is performed does not change the end result of the operation.
Complexity
Work assignment is performed within an established framework under general instructions but requires simultaneous coordination of assigned functions or projects in various stages of completion with employee customer service responses involving analysis and judgment with the exchange, return, and stocking guidelines which cover work situations and alternatives. Action taken is based on learned, specific guidelines that permit little deviation or change as the task is repeated. Any alternatives to choose from are clearly right or wrong at each step. Positions follow standard guidelines when verifying prices, exchanging merchandise, calculating mark-ups, resolving customer complaints, or issues.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team.
RETAIL BUSINESS ANALYST II H6O2XX
Concept of Class
Position provides overall review of retail outlets to determine strategies to increase sales of products, for example setting up in-store promotions, motivating and training retailers to sell products, merchandising products, strategically placing point-of-sale materials and analyzing and reviewing sales data with store management. In addition, the position is responsible for recruiting new businesses to sell products. This class requires greater time management, independent critical thinking, advanced sales and marketing expertise, creativity/ingenuity in developing industry best practice strategies, and the ability to relate to various levels of store employees. This position not only develops strategies, but discerns timing and specific tactics to execute in order to maximize sales.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
Decisions or recommendations on non-standardized situations are limited to relating organizational policies to specific cases. Problems that are not covered by guidelines or are without precedent are taken up with the supervisor. Choices do not affect the standards or results of the operation itself because there is typically only one correct way to carry out the operation. Alternatives include independent choice of such things as priority and personal preference for organizing and processing the work, proper tools or equipment, speed, and appropriate steps in the operation to apply. By nature, the data needed to make decisions can be numerous but are clear and understandable so logic is needed to apply the prescribed alternative. Positions can be taught what to do to carry out assignments and any deviation in the manner in which the work is performed does not change the end result of the operation.
Complexity
Duties assigned are generally repetitive and restricted in scope but may be of substantial intricacy. Employee primarily applies standardized practices. Positions apply established standard exchange and return guidelines which cover work situations and alternatives. Action taken is based on learned, specific guidelines that permit little deviation or change as the task is repeated. Any alternatives to choose from are clearly right or wrong at each step.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team.
RETAIL BUSINESS ANALYST III H6O3XX
Concept of Class
Conducts in-depth data analysis of markets and trends, and develops action plans to maximize sales, training, promotions and point of sale materials for specific retailers in a region. This position demands independent critical thinking, advanced data analysis, sales and marketing expertise, creativity and ingenuity in identifying trends, developing industry best practice strategies, and the ability to relate to various levels of managers. This position not only develops strategies, but disseminates specific tactics to execute in order to maximize sales. Retail Business Analysts III’s are responsible for analyzing markets and trends, developing and designing sales and promotional plans for retail chain businesses and their corresponding store locations.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
Reviews retail operations assisting in the development of merchandising strategies to generate awareness of the business unit and its products and/or services to stimulate impulse purchases, and maximize sales. Conducts on-going inspections of retailer outlets to ensure point-of-sale and merchandising standards are being executed. Utilizing knowledge of sales and theories provides retailers with options to best fit their business needs to increase revenues. Decisions are regularly made are at the operational level. By nature, data needed to make decisions are numerous and variable so reasoning is needed to develop the practical course of action within the established process. Choices are within a range of specified, acceptable standards, alternatives, and practices.
Complexity
Meets with retail decision-makers to analyze and resolve issues regarding trends with products and policies. Position studies a particular trade style retailer to understand trends, sales, product and customer information and issues to determine how this applies to business products, normal customer inventory, and customer service to solve problems. Judgment is needed in locating and selecting most appropriate guidelines by customer and sales circumstances. Duties assigned are generally complex and may be of substantial intricacy. Work assignment is performed within an established framework under general instructions but requires simultaneous coordination of assigned functions or projects in various stages of completion.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as an individual contributor. The individual contributor may explain work processes and train others. The individual contributor may serve as a resource or guide by advising others on how to use processes within a system or as a member of a collaborative problem-solving team.
RETAIL BUSINESS ANALYST IV H6O4XX
Concept of Class
Performs the first supervisory level or corporate account representative for sales, promotion, distribution, and customer service operations for an assigned geographic area. Positions are responsible for analyzing current and past sales results and trends, reporting, estimating, and/or predicting futures sales and trends, developing and designing sales and promotional plans for retail chain businesses and their corresponding store locations.
Factors
Allocation must be based on meeting all of the three factors as described below.
Decision Making
Position is responsible for simultaneous coordination and supervision of several functions, programs or projects in various stages of completion. Develops and initiates strategies and procedures concerning sales activities, staff assignments and special projects. Authorizes and directs sales reps to enact alternative plans when retail needs or market situations dictate; analyzes sales data to create monthly sales strategies to optimize sales and proceeds; initiates development of software enhancements to improve productivity in the field.
Complexity
Work assignment is generally unstructured and employee is responsible for assigning and supervising a variety of functions to achieve the objectives of the section, unit or project. Duties performed involve weighing and evaluating factors requiring judgment, analytical ability and problem solving. Analyzes retail operations providing statistical and data analyses to explain and predict retail business trends and changes. Develops merchandising strategies to generate awareness of the products to stimulate impulse purchases, and maximize sales. In conjunction with retailers, assist in developing tactical plans combining, modifying, or adapting sales models and theories to increase overall business revenue.
Line/Staff Authority
The direct field of influence the work of a position has on the organization is as a unit supervisor. The unit supervisor is accountable, including signature authority, for actions and decisions that directly impact the pay, status, and tenure of three or more full-time equivalent positions. Under managerial direction, the employee has personal accountability for carrying out the work objectives of an organizational unit or section within the scope of established guidelines and the mission of the agency or department. Position is expected to resolve problems that arise in the normal course of the work. Work may be discussed with higher level supervisors and reviewed for soundness of judgment and feasibility of decisions.
OR
Corporate Accounts Manager
Develops, plans, and works closely with assigned corporate owned accounts to maximize the sale of products in their corresponding store locations. Manages the overall operations of 15 to 20 corporate owned businesses with a combined annual sales volume of approximately $100M. Explores and sells-in strategic marketing programs, point-of-sales opportunities, and merchandising strategies to optimize sales of assigned corporate accounts. Conducts quarterly sales performance reviews with assigned corporate accounts and develops action plans accordingly based on data to increase sales of products.
Definitions
Retail operation: a profit-making outlet for selling goods and services directly to consumers.
Entrance Requirements
Minimum entry requirements and general competencies for classes in this series are contained in the State of Colorado Department of Personnel web site.
For purposes of the Americans with Disabilities Act, the essential functions of specific positions are identified in the position description questionnaires and job analyses.
History of Changes Made to Class Description
The following is a summary of changes made to this class description.
- June 30, 2015
Updated and Complexity removed.
- Effective September 1, 1993
Job Evaluation System Revision project. Published as proposed 5/17/1993.
- Created July 1, 1986
Bookstore Sales Clerk (A2024X and A2025X) and Senior Bookstore Sales Clerk (A2026X).
- Effective September 1, 1993
Job Evaluation System Revision project.
- April 9, 1993
Published as proposed.
- Revised July 1, 1983
Created Medical Records Administrator IA (A5706). Revised code, title, minimum qualifications for Medical Records Administrator I and II (A5707 and A5708). Changed title and minimum qualifications for Medical Records Services Director (A5709).
- Revised July 1, 1980
Changed grade and relationship for Medical Records Services Director (A5709).
- Revised July 1, 1978
Changed examples of work and KSAs for Medical Records Administrator IB (A5708). Changed title, education and experience for Medical Records Administrator II (A5708). Changed title and minimum requirements for Medical Records Services Director (A5709).
- Revised February 1, 1977
Changed minimum requirements for Medical Records Services Director (A5709).
- January 1, 1975
Created.
Summary of Factor Ratings
| Class Level | Decision Making | Complexity | Line/Staff Authority |
|---|---|---|---|
| Retail Business Representative | Defined | Prescribed | Individual Contributor |
| Retail Business Analyst II | Defined | Prescribed | Individual Contributor |
| Retail Business Analyst III | Operational | Patterned | Individual Contributor |
| Retail Business Analyst IV | Operational | Patterned | Unit Supervisor or Individual Contributor |
Minimum Qualifications
Valid as of: February 13, 2024
This document includes the following levels:
| Class Title | Class Code |
|---|---|
| Retail Business Representative | H6O1XX |
| Retail Business Analyst II | H6O2XX |
| Retail Business Analyst III | H6O3XX |
| Retail Business Analyst IV | H6O4XX |
RETAIL BUSINESS REPRESENTATIVE (H6O1XX)
Experience Only:
Four (4) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned equal to four (4) years.
RETAIL BUSINESS ANALYST II (H6O2XX)
Experience Only:
Five (5) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned equal to five (5) years.
RETAIL BUSINESS ANALYST III (H6O3XX)
Experience Only:
Six (6) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned equal to six (6) years.
RETAIL BUSINESS ANALYST IV (H6O4XX)
Experience Only:
Seven (7) years of relevant experience in an occupation related to the work assigned to this position
OR
Education and Experience:
A combination of related education and/or relevant experience in an occupation related to the work assigned equal to seven (7) years.
History of Changes Made to Minimum Qualification
The following is a summary of changes made to this minimum qualification.
- Feb. 13, 2024 (Whole Document)
- New format (updating to adhere to accessibility standards)
- Updated minimum qualifications to align with the Skills-based Hiring initiative
- Oct. 23, 2017 (H6O1XX)
Made grammatical changes.
- July 1, 2017 (H6O2XX, H6O3XX, H6O4XX)
Conditions of employment (COEs) have been removed from the minimum qualifications statement. COEs are position specific, and should be documented in the position description (PD) and job analysis. Further, all COEs should be placed in the Conditions of Employment section of the job announcement.
- July 1, 2017 (Whole Document)
- Part of the 2017 MQ Project
- New format
- Made language consistent with a year-for-year approach to substitutions for both education and experience
- June 27, 2017 (H6O2XX, H6O3XX, H6O4XX)
Added additional education substitution for experience to allow more applicants entry into the class.
- June 27, 2017 (H6O4XX)
Removed language requiring supervisory experience; this level is the first requiring supervisory duties, and the requirement as previously written prevents internal promotion.