About this role
About the Daniel G. and Carole L. Kamin Science Center
Kamin Science Center is dedicated to inspiring learning and curiosity by connecting science and technology with everyday life. By making science both relevant and fun, the Science Center’s goal is to increase science literacy in the region and motivate young people to seek careers in science and technology. One of the four Carnegie Museums, the Science Center is Pittsburgh’s premier science exploration destination and the region’s most visited museum, reaching more than 500,000 people annually through its hands-on exhibits, camps, classes, and educational programs.
This Full-Time position is eligible for the Carnegie Museums' many Benefits.
Please scroll to the bottom of this page to see information on the starting pay rate.
This is a union position.
The Visitor Services Senior Representative is responsible for assisting the Admissions Manager and Assistant Manager, including advanced cash handling and financial responsibilities, as well as performing all functions of the Visitor Services Representative position.
QUALIFICATIONS:
EDUCATION AND EXPERIENCE:
- High school graduate, or equivalent.
- Excellent interpersonal, public relations and communication skills.
- Experience with handling cash.
- Supervisory experience and demonstrated leadership ability preferred.
- Prefer one-year related work experience.
KNOWLEDGE, SKILLS, AND ABILITIES:
- Machines and equipment: Ticketing system equipment, computer, calculator, and copier.
PHYSICAL REQUIREMENTS:
- Candidates must be comfortable with both mobility through the Science Center as well as longer periods of stationary responsibilities, typically seated behind the admissions desk.
- Ability to lift and move up to 40 pounds is necessary.
- Ability to operate a computer is also necessary.
ESSENTIAL FUNCTIONS AND ACCOUNTABILITIES:
- Serve as a key point of contact for Admissions staff, providing direction and guidance.
- Balances financial transactions - runs ticketing system reports; provides change; approves refunds; prepares daily balancing paperwork; balances safes; works with the Admissions Manager and Assistant Manager in resolving monetary discrepancies.
- Works with management to always ensure appropriate staffing for Visitor Services functions. Maximizes use of available staffing and works with management to secure additional staffing when necessary.
- Ensures availability of items necessary for successful visitor services function. This includes, but is not limited to currency and change, office supplies, brochures, and visitor information. Works with the Admissions Manager and Assistant Manager to maintain an orderly system for storing and displaying all above-mentioned material.
- Set an example for consistently high standards of customer service. Be familiar with procedures for resolving customer conflicts and concerns and make informed decisions in dealing with customers.
- Works with management to ensure that information regarding promotions, events and procedures is communicated effectively to all staff on a daily basis.
- Monitors ticketing system to ensure that all information is accurate and current. Assists in training of new staff and monitors operations performed by staff to maintain accuracy and integrity of transactions within the ticketing system.
- Learns and successfully performs Group Check-in function. This includes welcoming group leader for all groups, assisting group leader with any last-minute visit planning, and taking payment with complete attention to detail and proper recording of information in the ticketing system.
- Completes other daily responsibilities including phone management (calls and voicemails), and emails (confirmations, visitor inquiries, daily reporting, etc.) Prepare daily report, documenting daily events in detail. Provide specific details of issues, conflicts, incidents, etc. Note all follow-up with other departments and outside personnel.
- Serves as a liaison for the Admissions team to all other areas of the Science Center. Maintains excellent relationships across departments.
- Performs all functions of the Visitor Services Representative position.
- Attends to other duties as assigned.
- Nurtures a love for science by being conversant regarding current scientific advancements through the maintenance and strengthening of personal knowledge and awareness through reading, participation in professional development and taking advantage of opportunities presented with the Science Center.
The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.
Carnegie Museums is an Equal Opportunity Employer
The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.
*GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.
Carnegie Museums is an Equal Opportunity Employer
The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.
*GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.
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