1. What is the average salary of a Parts Manager?
The average annual salary of Parts Manager is $88,461.
In case you are finding an easy salary calculator,
the average hourly pay of Parts Manager is $43;
the average weekly pay of Parts Manager is $1,701;
the average monthly pay of Parts Manager is $7,372.
2. Where can a Parts Manager earn the most?
A Parts Manager's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer.
According to the latest salary data by Salary.com, a Parts Manager earns the most in San Jose, CA, where the annual salary of a Parts Manager is $111,018.
3. What is the highest pay for Parts Manager?
The highest pay for Parts Manager is $118,819.
4. What is the lowest pay for Parts Manager?
The lowest pay for Parts Manager is $65,716.
5. What are the responsibilities of Parts Manager?
Parts Manager supports the parts department with technical, procedural, inventory control, and parts exchange support. Manages material and parts in accordance with production schedules and commitments. Being a Parts Manager monitors and troubleshoots all backorders and communicates and provides technical assistance to parts sales, customers, and branches. Monitors the parts inventory database and places orders as needed. Additionally, Parts Manager reviews progress reports on schedule status, parts usage, and inventory and makes necessary adjustments. Requires a bachelor's degree. Typically reports to a director. The Parts Manager supervises a group of primarily para-professional level staffs. May also be a level above a supervisor within high volume administrative/production environments. Makes day-to-day decisions within or for a group/small department. Has some authority for personnel actions. To be a Parts Manager typically requires 3-5 years experience in the related area as an individual contributor. Thorough knowledge of functional area and department processes.
6. What are the skills of Parts Manager
Specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
1.)
Customer Service: Customer service is the provision of service to customers before, during and after a purchase. The perception of success of such interactions is dependent on employees "who can adjust themselves to the personality of the guest". Customer service concerns the priority an organization assigns to customer service relative to components such as product innovation and pricing. In this sense, an organization that values good customer service may spend more money in training employees than the average organization or may proactively interview customers for feedback. From the point of view of an overall sales process engineering effort, customer service plays an important role in an organization's ability to generate income and revenue. From that perspective, customer service should be included as part of an overall approach to systematic improvement. One good customer service experience can change the entire perception a customer holds towards the organization.
2.)
Background Check: A background check or background investigation is a review of a potential employee's criminal, commercial and financial records. The goal of background checks is to ensure the safety and security of the employees in the organisation
3.)
KPI: KPI stands for key performance indicator, a quantifiable measure of performance over time for a specific objective.