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Summary Report for:
39-1011.00 - Gaming Supervisors

Supervise and coordinate activities of workers in assigned gaming areas. 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 services for guests in hotels/casinos. May address service complaints.

Sample of reported job titles: Casino Floorperson, Casino Shift Manager, Casino Supervisor, Floor Supervisor, Gaming Floor Supervisor, Pit Boss, Pit Supervisor, Shift Supervisor, Slot Shift Manager, Table Games Supervisor

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Tasks  |  Technology Skills  |  Tools Used  |  Knowledge  |  Skills  |  Abilities  |  Work Activities  |  Detailed Work Activities  |  Work Context  |  Job Zone  |  Education  |  Credentials  |  Interests  |  Work Styles  |  Work Values  |  Related Occupations  |  Wages & Employment  |  Job Openings  |  Additional Information

Tasks

  • 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, and notify security staff of suspected cheating.
  • Greet customers and ask about the quality of service they are receiving.
  • Perform paperwork required for monetary transactions.
  • Explain and interpret house rules, such as game rules or betting limits, for patrons.
  • Maintain familiarity with the games at a facility and with strategies or tricks used by cheaters at such games.
  • Resolve customer or employee complaints.
  • Report customer-related incidents occurring in gaming areas to supervisors.
  • 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.
  • 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.
  • Determine how many gaming tables to open each day and schedule staff accordingly.
  • Direct workers compiling summary sheets for each race or event to record amounts wagered and amounts to be paid to winners.
  • Supervise the distribution of complimentary meals, hotel rooms, discounts, or other items given to players, based on length of play and amount bet.
  • Interview, hire, or train workers.
  • Review operational expenses, budget estimates, betting accounts, or collection reports for accuracy.
  • Establish policies on types of gambling offered, odds, or extension of credit.
  • Provide fire protection or first-aid assistance when necessary.

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Technology Skills

  • Data base user interface and query software — Data entry software Hot technology
  • Electronic mail software — Microsoft Outlook Hot technology
  • Office suite software — Corel WordPerfect; Microsoft Office
  • Spreadsheet software — Microsoft Excel Hot technology
  • Word processing software — Microsoft Word

Hot technology Hot Technology — a technology requirement frequently included in employer job postings.

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Tools Used

  • Alarm systems — Security alarm systems
  • Desktop calculator — 10-key calculators
  • Desktop computers
  • Notebook computers — Laptop computers
  • Personal computers
  • Two way radios

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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.
  • Mathematics — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
  • 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.
  • English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
  • 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.
  • 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.
  • 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.

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Skills

  • Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
  • 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.
  • Speaking — Talking to others to convey information effectively.
  • Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do.
  • Coordination — Adjusting actions in relation to others' actions.
  • Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
  • Management of Personnel Resources — Motivating, developing, and directing people as they work, identifying the best people for the job.
  • Negotiation — Bringing others together and trying to reconcile differences.
  • Service Orientation — Actively looking for ways to help people.
  • Time Management — Managing one's own time and the time of others.
  • Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.
  • Persuasion — Persuading others to change their minds or behavior.
  • Reading Comprehension — Understanding written sentences and paragraphs in work related documents.
  • Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making.
  • Complex Problem Solving — Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
  • Instructing — Teaching others how to do something.
  • Writing — Communicating effectively in writing as appropriate for the needs of the audience.

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Abilities

  • 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.
  • 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.
  • Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
  • Near Vision — The ability to see details at close range (within a few feet of the observer).
  • Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense.
  • Speech Clarity — The ability to speak clearly so others can understand you.
  • Speech Recognition — The ability to identify and understand the speech of another person.
  • Far Vision — The ability to see details at a distance.
  • 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).
  • Selective Attention — The ability to concentrate on a task over a period of time without being distracted.
  • Category Flexibility — The ability to generate or use different sets of rules for combining or grouping things in different ways.
  • Flexibility of Closure — The ability to identify or detect a known pattern (a figure, object, word, or sound) that is hidden in other distracting material.
  • Fluency of Ideas — The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity).
  • Perceptual Speed — The ability to quickly and accurately compare similarities and differences among sets of letters, numbers, objects, pictures, or patterns. The things to be compared may be presented at the same time or one after the other. This ability also includes comparing a presented object with a remembered object.
  • Speed of Closure — The ability to quickly make sense of, combine, and organize information into meaningful patterns.
  • Time Sharing — The ability to shift back and forth between two or more activities or sources of information (such as speech, sounds, touch, or other sources).
  • Written Comprehension — The ability to read and understand information and ideas presented in writing.
  • Written Expression — The ability to communicate information and ideas in writing so others will understand.

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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.
  • Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
  • Training and Teaching Others — Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.
  • Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.
  • Communicating with Persons Outside Organization — Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.
  • Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources.
  • Coaching and Developing Others — Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
  • Guiding, Directing, and Motivating Subordinates — Providing guidance and direction to subordinates, including setting performance standards and monitoring performance.
  • Developing and Building Teams — Encouraging and building mutual trust, respect, and cooperation among team members.
  • Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.
  • Coordinating the Work and Activities of Others — Getting members of a group to work together to accomplish tasks.
  • Documenting/Recording Information — Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.
  • Interacting With Computers — Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
  • 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.
  • Identifying Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
  • Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new knowledge to your job.

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Detailed Work Activities

  • Monitor operational quality or safety.
  • Communicate with management or other staff to resolve problems.
  • Monitor patron activities to identify problems or potential problems.
  • Maintain financial or account records.
  • Explain regulations, policies, or procedures.
  • Greet customers, patrons, or visitors.
  • Maintain knowledge of business operations.
  • Resolve customer complaints or problems.
  • Conduct amusement or gaming activities.
  • Conduct gaming transactions.
  • Assign duties or work schedules to employees.
  • Supervise service workers.
  • Distribute resources to patrons or employees.
  • Evaluate employee performance.
  • Prepare operational reports or records.
  • Perform human resources activities.
  • Train service staff.
  • Manage budgets for personal services operations.
  • Develop plans for programs or services.
  • Administer first aid.

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Work Context

  • Face-to-Face Discussions — 94% responded “Every day.”
  • Indoors, Environmentally Controlled — 98% responded “Every day.”
  • Contact With Others — 89% responded “Constant contact with others.”
  • Deal With External Customers — 85% responded “Extremely important.”
  • Work With Work Group or Team — 79% responded “Extremely important.”
  • Frequency of Decision Making — 64% responded “Every day.”
  • Spend Time Standing — 62% responded “Continually or almost continually.”
  • Importance of Being Exact or Accurate — 58% responded “Extremely important.”
  • Physical Proximity — 56% responded “Moderately close (at arm's length).”
  • Deal With Unpleasant or Angry People — 53% responded “Every day.”
  • Impact of Decisions on Co-workers or Company Results — 47% responded “Important results.”
  • Importance of Repeating Same Tasks — 45% responded “Extremely important.”
  • Responsibility for Outcomes and Results — 43% responded “Very high responsibility.”
  • Telephone — 72% responded “Every day.”
  • Freedom to Make Decisions — 57% responded “Some freedom.”
  • Frequency of Conflict Situations — 41% responded “Once a week or more but not every day.”
  • Sounds, Noise Levels Are Distracting or Uncomfortable — 59% responded “Every day.”
  • Structured versus Unstructured Work — 54% responded “Some freedom.”
  • Consequence of Error — 28% responded “Extremely serious.”
  • Letters and Memos — 37% responded “Once a month or more but not every week.”
  • Level of Competition — 37% responded “Moderately competitive.”
  • Spend Time Walking and Running — 29% responded “More than half the time.”
  • Spend Time Making Repetitive Motions — 28% responded “More than half the time.”
  • Coordinate or Lead Others — 24% responded “Important.”
  • Duration of Typical Work Week — 81% responded “40 hours.”
  • Exposed to Contaminants — 42% responded “Every day.”

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Job Zone

Title Job Zone Two: Some Preparation Needed
Education These occupations usually require a high school diploma.
Related Experience Some previous work-related skill, knowledge, or experience is usually needed. For example, a teller would benefit from experience working directly with the public.
Job Training Employees in these occupations need anywhere from a few months to one year of working with experienced employees. A recognized apprenticeship program may be associated with these occupations.
Job Zone Examples These occupations often involve using your knowledge and skills to help others. Examples include orderlies, forest firefighters, customer service representatives, security guards, upholsterers, and tellers.
SVP Range (4.0 to < 6.0)

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Education


Percentage of Respondents
Education Level Required
72   High school diploma or equivalent Help
11   Some college, no degree
8   Post-secondary certificate Help

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Credentials

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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.

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Work Styles

  • Integrity — Job requires being honest and ethical.
  • Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations.
  • 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.
  • Attention to Detail — Job requires being careful about detail and thorough in completing work tasks.
  • 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.
  • Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction.
  • Concern for Others — Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.
  • Social Orientation — Job requires preferring to work with others rather than alone, and being personally connected with others on the job.
  • 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.
  • Initiative — Job requires a willingness to take on responsibilities and challenges.
  • Achievement/Effort — Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
  • Analytical Thinking — Job requires analyzing information and using logic to address work-related issues and problems.
  • Persistence — Job requires persistence in the face of obstacles.

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Work Values

  • Independence — Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.
  • Relationships — 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.
  • Working Conditions — Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions.

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Wages & Employment Trends

Median wages (2015) $23.91 hourly, $49,730 annual
State wages Local Salary Info
 
Employment (2014) 28,000 employees
Projected growth (2014-2024) Little or no change (-1% to 1%) Little or no change (-1% to 1%)
Projected job openings (2014-2024) 9,400
State trends Employment Trends
 
Top industries (2014)

Source: Bureau of Labor Statistics 2015 wage data external site and 2014-2024 employment projections external site. "Projected growth" represents the estimated change in total employment over the projections period (2014-2024). "Projected job openings" represent openings due to growth and replacement.

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Job Openings on the Web

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Sources of Additional Information

Disclaimer: Sources are listed to provide additional information on related jobs, specialties, and/or industries. Links to non-DOL Internet sites are provided for your convenience and do not constitute an endorsement.

  • Gaming services workers external site. Bureau of Labor Statistics, U.S. Department of Labor. Occupational Outlook Handbook, 2016-17 Edition.

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