Job Details

Requisition Number 04260 Processing Associate IV RNA
Post Date 9/10/2020
Title Sorter
City Reno
State NV
Description Please note: A completed applicant profile is required to be considered. Prior to submission, take a moment to review your profile within the "edit your profile" tab. Incomplete job applications will not be considered.
Resume will be greatly appreciated but is not required to apply.

POSITION: Processing Associate IV (DN8W9306)
Location: Reno, NV
DEPARTMENT: Reno ARP - Warehouse
SUPERVISOR: Processing Supervisor
STATUS: Full-Time/Non-Exempt / Hourly

The Salvation Army Mission Statement:
The Salvation Army, an international movement, is an evangelical part of the universal Christian Church. Its message is based on the Bible. Its ministry is motivated by the love for God. Its mission is to preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.

A. BASIC PURPOSE
The purpose of this position is to assist in facilitating the overall mission of The Salvation Army through the programs offered at the Reno Corps under the direction of the Corps Officers and the Processing Supervisor.

B. ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ability to receive donated goods and process them in the most time and space effective manner.
2. Ability to sort, clean and price donated goods for shipment to the thrift stores.
3. Be able to discriminate between quality merchandise and inexpensive items, sorting in a careful manner to safeguard items.
4. Determine merchandise that should be sent to collectibles department for further processing.
5. Handle all merchandise as per policy of the processing department and The Salvation Army; discard with inappropriate or suggestive messages, cult slogans, alcohol promotions, drug abuse or humanism.
6. Must be able to operate pricing machines.
7. Must be able to read and fill orders requested by Revenue Centers.
8. Keep work area clean and orderly.
9. Be able to follow orders from supervisor without direct supervision.
10. Follow The Salvation Army policy of “In Today, Out Tomorrow”.
11. Must be able to work effectively with beneficiaries on work therapy assignment. The Salvation Army Fraternizing Policy is strictly enforced.
12. Keep records of the amount of goods processed and turn them in to the supervisor.
13. Other duties as assigned by supervisor.
Requirements CC. KNOWLEDGE, SKILLS, ABILITIES AND OTHER QUALIFICATIONS REQUIREMENTS
1. Must be able to follow direct orders.
2. Ability to run simple mechanized equipment.
3. Must be able to work under time constraint.
4. Must be able to work effectively among co-workers and beneficiaries.

D. PHYSICAL REQUIREMENTS:
1. Must be able to stand for eight hours per day.
2. Must be able to lift a minimum of 35 pounds and be able to bend, kneel, stoop and reach as needed.

Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed would not result in undue hardship.


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This document in no way constitutes an offer of employment nor act as terms and conditions of employment.
The Salvation Army is an Equal Employment Opportunity Employer.
Minorities/Women/Veterans/People with Disabilities.



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Applicants requiring reasonable accommodations for the hiring interview process must request the necessary accommodations if scheduled for a hiring interview. The request should be made at the time of contact when being scheduled for the interview.
Questions regarding reasonable accommodations may be directed to the Eugene D. Jones: eugene.jones@usw.salvationarmy.org
  • Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
  • Please view Equal Employment Opportunity Posters provided by OFCCP here.
  • 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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