Gambling Managers
Tasks Include:
- Resolve customer complaints regarding problems, such as payout errors.
- Remove suspected cheaters, such as card counters or other players who may have systems that shift the odds of winning to their favor.
- Maintain familiarity with all games used at a facility, as well as strategies or tricks employed in those games.
- Train new workers or evaluate their performance.
- Explain and interpret house rules, such as game rules or betting limits.
- Monitor staffing levels to ensure that games and tables are adequately staffed for each shift, arranging for staff rotations and breaks and locating substitute employees as necessary.
- Interview and hire workers.
- Prepare work schedules and station arrangements and keep attendance records.
- Direct the distribution of complimentary hotel rooms, meals, or other discounts or free items given to players, based on their length of play and betting totals.
more »
The data sources for the information displayed here include: O*NET™; US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Projections Quick View:
Virginia: No Data
National: +14.6%
Education
High School Diploma
Job Zone:
Two: Some Preparation Needed
Income Range:
Highest ($50,000 and up)
Median Earnings:
National
$80,710.00
State
No Data
Regional
Gambling Managers
Description
Career Cluster: | Hospitality & Tourism |
Plan, direct, or coordinate gambling operations in a casino. May formulate house rules.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Education
Required Level of Education
- High School Diploma - or the equivalent (for example, GED) = 56.51%
- Some College Courses = 30.01%
- Post-Secondary Certificate - awarded for training completed after high school (for example, in agriculture or natural resources, computer services, personal or culinary services, engineering technologies, healthcare, construction trades, mechanic and repair technologies, or precision production) = 6.74%
- Bachelor's Degree = 6.74%
Related Work Experience
- Over 2 years, up to and including 4 years = 33.55%
- Over 4 years, up to and including 6 years = 23.87%
- Over 1 year, up to and including 2 years = 12.77%
- Over 6 years, up to and including 8 years = 12.77%
- Over 3 months, up to and including 6 months = 7.91%
- Over 10 years = 3.86%
- Over 6 months, up to and including 1 year = 2.60%
- Over 8 years, up to and including 10 years = 1.92%
- Up to and including 1 month = 0.76%
On-Site or In-Plant Training
- Over 1 month, up to and including 3 months = 31.43%
- Up to and including 1 month = 26.10%
- Over 6 months, up to and including 1 year = 17.50%
- Over 3 months, up to and including 6 months = 11.76%
- Over 2 years, up to and including 4 years = 5.67%
- Over 4 years, up to and including 10 years = 4.11%
- None = 3.44%
On-the-Job Training
- Anything beyond short demonstration, up to and including 1 month = 30.10%
- Over 1 month, up to and including 3 months = 25.04%
- Over 3 months, up to and including 6 months = 22.27%
- Over 2 years, up to and including 4 years = 11.70%
- Over 1 year, up to and including 2 years = 7%
- Over 6 months, up to and including 1 year = 3.90%
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Tasks
Core Tasks Include:
- Resolve customer complaints regarding problems, such as payout errors.
- Remove suspected cheaters, such as card counters or other players who may have systems that shift the odds of winning to their favor.
- Maintain familiarity with all games used at a facility, as well as strategies or tricks employed in those games.
- Train new workers or evaluate their performance.
- Explain and interpret house rules, such as game rules or betting limits.
- Monitor staffing levels to ensure that games and tables are adequately staffed for each shift, arranging for staff rotations and breaks and locating substitute employees as necessary.
- Interview and hire workers.
- Prepare work schedules and station arrangements and keep attendance records.
- Direct the distribution of complimentary hotel rooms, meals, or other discounts or free items given to players, based on their length of play and betting totals.
- Establish policies on issues, such as the type of gambling offered and the odds, the extension of credit, or the serving of food and beverages.
- Track supplies of money to tables and perform any required paperwork.
- Market or promote the casino to bring in business.
Supplemental Tasks Include:
- Circulate among gaming tables to ensure that operations are conducted properly, that dealers follow house rules, or that players are not cheating.
- Set and maintain a bank and table limit for each game.
- Monitor credit extended to players.
- Review operational expenses, budget estimates, betting accounts, or collection reports for accuracy.
- Record, collect, or pay off bets, issuing receipts as necessary.
- Direct the compilation of summary sheets that show wager amounts and payoffs for races or events.
- Notify board attendants of table vacancies so that waiting patrons can play.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Tools and Technology
Tools Include:
- Calculators or accessories (10-key calculators)
- Desktop computers
- Notebook computers (Laptop computers)
- Special purpose telephones (Multi-line telephone systems)
- Personal computers
- Alarm systems (Security alarm systems)
- Two way radios
- Security or access control systems (Video surveillance systems)
Technologies Include:
- Calendar and scheduling software
- Employee scheduling software
- Data base user interface and query software
- Data entry software
- Electronic mail software
- Microsoft Outlook
- Human resources software
- Human resources management system HRMS software
- Internet browser software
- Web browser software
- Office suite software
- Microsoft Office software
- Presentation software
- Microsoft PowerPoint
- Spreadsheet software
- Microsoft Excel
- Word processing software
- Microsoft Word
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Knowledge
% | Subject | Description |
---|---|---|
82.25 | 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. |
79.00 | English Language | Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
78.75 | 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. |
78.75 | Mathematics | Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. |
75.25 | 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. |
69.00 | Administrative | Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology. |
63.25 | Computers and Electronics | Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming. |
62.75 | Economics and Accounting | Knowledge of economic and accounting principles and practices, the financial markets, banking, and the analysis and reporting of financial data. |
61.00 | Education and Training | Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. |
59.00 | 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. |
50.25 | Law and Government | Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
50.00 | Psychology | Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders. |
49.50 | 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. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Skills
% | Subject | Description |
---|---|---|
75.00 | Management of Personnel Resources | Motivating, developing, and directing people as they work, identifying the best people for the job. |
75.00 | Critical Thinking | Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
72.00 | Speaking | Talking to others to convey information effectively. |
72.00 | Monitoring | Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
68.75 | 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. |
68.75 | Service Orientation | Actively looking for ways to help people. |
68.75 | Judgment and Decision Making | Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
68.75 | Complex Problem Solving | Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
68.75 | Time Management | Managing one's own time and the time of others. |
68.75 | Social Perceptiveness | Being aware of others' reactions and understanding why they react as they do. |
68.75 | Coordination | Adjusting actions in relation to others' actions. |
65.50 | Writing | Communicating effectively in writing as appropriate for the needs of the audience. |
62.50 | Instructing | Teaching others how to do something. |
62.50 | Reading Comprehension | Understanding written sentences and paragraphs in work-related documents. |
62.50 | Active Learning | Understanding the implications of new information for both current and future problem-solving and decision-making. |
62.50 | Persuasion | Persuading others to change their minds or behavior. |
56.25 | Negotiation | Bringing others together and trying to reconcile differences. |
56.25 | Learning Strategies | Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. |
53.00 | Mathematics | Using mathematics to solve problems. |
53.00 | Systems Analysis | Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes. |
53.00 | Systems Evaluation | Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Abilities
% | Subject | Description |
---|---|---|
75.00 | Oral Expression | The ability to communicate information and ideas in speaking so others will understand. |
72.00 | Oral Comprehension | The ability to listen to and understand information and ideas presented through spoken words and sentences. |
72.00 | Inductive Reasoning | The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
68.75 | 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 that there is a problem. |
68.75 | Deductive Reasoning | The ability to apply general rules to specific problems to produce answers that make sense. |
68.75 | Speech Clarity | The ability to speak clearly so others can understand you. |
68.75 | Speech Recognition | The ability to identify and understand the speech of another person. |
65.50 | Near Vision | The ability to see details at close range (within a few feet of the observer). |
62.50 | Written Expression | The ability to communicate information and ideas in writing so others will understand. |
62.50 | 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). |
59.50 | Written Comprehension | The ability to read and understand information and ideas presented in writing. |
59.50 | Far Vision | The ability to see details at a distance. |
56.25 | Category Flexibility | The ability to generate or use different sets of rules for combining or grouping things in different ways. |
56.25 | Number Facility | The ability to add, subtract, multiply, or divide quickly and correctly. |
56.25 | 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. |
53.00 | Speed of Closure | The ability to quickly make sense of, combine, and organize information into meaningful patterns. |
53.00 | 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. |
53.00 | Selective Attention | The ability to concentrate on a task over a period of time without being distracted. |
50.00 | 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). |
50.00 | Mathematical Reasoning | The ability to choose the right mathematical methods or formulas to solve a problem. |
50.00 | 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). |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Work Activities
% | Subject | Description |
---|---|---|
83.75 | Communicating with Supervisors, Peers, or Subordinates | Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
83.00 | 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. |
80.25 | Making Decisions and Solving Problems | Analyzing information and evaluating results to choose the best solution and solve problems. |
79.75 | Getting Information | Observing, receiving, and otherwise obtaining information from all relevant sources. |
79.00 | 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. |
76.50 | Resolving Conflicts and Negotiating with Others | Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
76.25 | Working with Computers | Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
72.25 | Documenting/Recording Information | Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
72.00 | Establishing and Maintaining Interpersonal Relationships | Developing constructive and cooperative working relationships with others, and maintaining them over time. |
71.00 | Coaching and Developing Others | Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
68.25 | Staffing Organizational Units | Recruiting, interviewing, selecting, hiring, and promoting employees in an organization. |
67.75 | Analyzing Data or Information | Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
67.00 | Guiding, Directing, and Motivating Subordinates | Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
66.50 | Identifying Objects, Actions, and Events | Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
66.50 | Scheduling Work and Activities | Scheduling events, programs, and activities, as well as the work of others. |
66.25 | Monitoring Processes, Materials, or Surroundings | Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems. |
66.25 | Processing Information | Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
66.00 | Training and Teaching Others | Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
65.50 | Organizing, Planning, and Prioritizing Work | Developing specific goals and plans to prioritize, organize, and accomplish your work. |
62.75 | Developing and Building Teams | Encouraging and building mutual trust, respect, and cooperation among team members. |
61.50 | Coordinating the Work and Activities of Others | Getting members of a group to work together to accomplish tasks. |
60.00 | Updating and Using Relevant Knowledge | Keeping up-to-date technically and applying new knowledge to your job. |
59.75 | Judging the Qualities of Objects, Services, or People | Assessing the value, importance, or quality of things or people. |
58.25 | Interpreting the Meaning of Information for Others | Translating or explaining what information means and how it can be used. |
58.00 | Monitoring and Controlling Resources | Monitoring and controlling resources and overseeing the spending of money. |
57.50 | Providing Consultation and Advice to Others | Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. |
57.25 | Developing Objectives and Strategies | Establishing long-range objectives and specifying the strategies and actions to achieve them. |
57.25 | Thinking Creatively | Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
55.00 | Performing Administrative Activities | Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
51.25 | Communicating with People Outside the 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. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Work Styles
% | Subject | Description |
---|---|---|
95.75 | Integrity | Job requires being honest and ethical. |
90.75 | Dependability | Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
87.75 | Attention to Detail | Job requires being careful about detail and thorough in completing work tasks. |
87.50 | Leadership | Job requires a willingness to lead, take charge, and offer opinions and direction. |
87.25 | Self-Control | Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
85.75 | Cooperation | Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
85.75 | Stress Tolerance | Job requires accepting criticism and dealing calmly and effectively with high-stress situations. |
84.75 | 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. |
82.50 | Adaptability/Flexibility | Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
81.25 | Initiative | Job requires a willingness to take on responsibilities and challenges. |
80.25 | Concern for Others | Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
79.00 | Analytical Thinking | Job requires analyzing information and using logic to address work-related issues and problems. |
76.75 | Persistence | Job requires persistence in the face of obstacles. |
70.00 | Achievement/Effort | Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
69.50 | Social Orientation | Job requires preferring to work with others rather than alone, and being personally connected with others on the job. |
61.00 | Innovation | Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Work Values
% | Subject | Description |
---|---|---|
83.33 | 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. |
83.33 | Independence | Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
69.50 | 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. |
66.67 | Achievement | Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement. |
66.67 | Support | Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical. |
55.50 | Recognition | Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Work Context
% | Subject | Description |
---|---|---|
97.80 | Face-to-Face Discussions | How often do you have to have face-to-face discussions with individuals or teams in this job? |
95.60 | Contact With Others | How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it? |
95.60 | Indoors, Environmentally Controlled | How often does this job require working indoors in environmentally controlled conditions? |
95.40 | Work With Work Group or Team | How important is it to work with others in a group or team in this job? |
93.40 | Deal With External Customers | How important is it to work with external customers or the public in this job? |
93.00 | Frequency of Decision Making | How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization? |
92.60 | Coordinate or Lead Others | How important is it to coordinate or lead others in accomplishing work activities in this job? |
89.60 | Importance of Being Exact or Accurate | How important is being very exact or highly accurate in performing this job? |
89.20 | Electronic Mail | How often do you use electronic mail in this job? |
87.60 | Impact of Decisions on Co-workers or Company Results | What results do your decisions usually have on other people or the image or reputation or financial resources of your employer? |
85.40 | Freedom to Make Decisions | How much decision making freedom, without supervision, does the job offer? |
85.00 | Responsible for Others' Health and Safety | How much responsibility is there for the health and safety of others in this job? |
84.80 | Telephone | How often do you have telephone conversations in this job? |
84.20 | Structured versus Unstructured Work | To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals? |
82.00 | Responsibility for Outcomes and Results | How responsible is the worker for work outcomes and results of other workers? |
78.80 | Deal With Unpleasant or Angry People | How frequently does the worker have to deal with unpleasant, angry, or discourteous individuals as part of the job requirements? |
78.60 | Frequency of Conflict Situations | How often are there conflict situations the employee has to face in this job? |
78.20 | Time Pressure | How often does this job require the worker to meet strict deadlines? |
76.00 | Physical Proximity | To what extent does this job require the worker to perform job tasks in close physical proximity to other people? |
74.40 | Importance of Repeating Same Tasks | How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job? |
73.80 | Letters and Memos | How often does the job require written letters and memos? |
70.80 | Consequence of Error | How serious would the result usually be if the worker made a mistake that was not readily correctable? |
69.20 | Spend Time Standing | How much does this job require standing? |
63.60 | Spend Time Walking and Running | How much does this job require walking and running? |
62.60 | Level of Competition | To what extent does this job require the worker to compete or to be aware of competitive pressures? |
60.20 | Spend Time Making Repetitive Motions | How much does this job require making repetitive motions? |
59.40 | Spend Time Sitting | How much does this job require sitting? |
58.20 | Sounds, Noise Levels Are Distracting or Uncomfortable | How often does this job require working exposed to sounds and noise levels that are distracting or uncomfortable? |
58.20 | Spend Time Using Your Hands to Handle, Control, or Feel Objects, Tools, or Controls | How much does this job require using your hands to handle, control, or feel objects, tools or controls? |
54.40 | Public Speaking | How often do you have to perform public speaking in this job? |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Job Zone Two: Some Preparation Needed
- Overall 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.
- Examples
- These occupations often involve using your knowledge and skills to help others. Examples include orderlies, counter and rental clerks, customer service representatives, security guards, upholsterers, tellers, and dental laboratory technicians.
- Education
- These occupations usually require a high school diploma.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Earnings Benefits*
Region | Entry Level | Median | Experienced |
---|---|---|---|
United States | $49,710.00 | $80,710.00 | $114,790.00 |
Virginia | No Data | No Data | No Data |
Region | Entry Level | Median | Experienced |
Alexandria/Arlington | No Data | No Data | No Data |
Bay Consortium | No Data | No Data | No Data |
Capital Region Workforce Partnership | No Data | No Data | No Data |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | No Data | No Data | No Data |
Hampton Roads | No Data | No Data | No Data |
New River/Mt. Rogers | No Data | No Data | No Data |
Northern Virginia | No Data | No Data | No Data |
Piedmont Workforce | No Data | No Data | No Data |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | No Data | No Data | No Data |
* Earnings Calculations:
Regional Earnings:
Entry = Annual mean of the lower 1/3 wage distribution;
Experienced = Annual mean of the upper 2/3 wage distribution.
National and State Earnings:
Entry = Annual 10th percentile wage;
Experienced = Annual 75th percentile wage.
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Gambling Managers
Employment Projections
Current | Projected | % Change | |
---|---|---|---|
United States | 4,100 | 4,700 | +14.6% |
Virginia | No Data | No Data | No Data |
Region | Current* | Projected | % Change |
Alexandria/Arlington | No Data | No Data | No Data |
Bay Consortium | No Data | No Data | No Data |
Capital Region Workforce Partnership | No Data | No Data | No Data |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | No Data | No Data | No Data |
Hampton Roads | No Data | No Data | No Data |
New River/Mt. Rogers | No Data | No Data | No Data |
Northern Virginia | No Data | No Data | No Data |
Piedmont Workforce | No Data | No Data | No Data |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | No Data | No Data | No Data |
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Gambling Managers
Related Occupations
Related Occupations
The related occupations here have similar general capabilities and interests; career explorers may also be interested in the related occupations:- First-Line Supervisors of Gambling Services Workers
- Gambling and Sports Book Writers and Runners
- Gambling Surveillance Officers and Gambling Investigators
- Lodging Managers
- First-Line Supervisors of Office and Administrative Support Workers
- Food Service Managers
- Umpires, Referees, and Other Sports Officials
- General and Operations Managers
- First-Line Supervisors of Non-Retail Sales Workers
- Financial Managers
- Gambling Cage Workers
- Gambling Dealers
- Gambling Change Persons and Booth Cashiers
- Amusement and Recreation Attendants
- Cashiers
- Coin, Vending, and Amusement Machine Servicers and Repairers
- Tellers
- Athletes and Sports Competitors
- Hosts and Hostesses, Restaurant, Lounge, and Coffee Shop
- Data Entry Keyers
Careers in Recreation, Amusements & Attractions Pathway:
- Amusement and Recreation Attendants
- Animal Trainers
- Athletes and Sports Competitors
- Entertainment Attendants and Related Workers, All Other
- First-Line Supervisors of Gambling Services Workers
- Gambling and Sports Book Writers and Runners
- Gambling Cage Workers
- Gambling Change Persons and Booth Cashiers
- Gambling Dealers
- Gambling Managers
- Gambling Service Workers, All Other
- Motion Picture Projectionists
- Recreation Workers
- Umpires, Referees, and Other Sports Officials
- Ushers, Lobby Attendants, and Ticket Takers
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
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Overview
Occupations
The data sources for the information displayed here include: New York State Department of Labor; New Jersey Department of Labor; California Occupational Information Coordinating Committee; CareerOneStop. (Using onet28)
Gambling Managers
Proficiency Ratings
These proficiencies are scored on a scale from 1 to 5 with 1 being not
important to the job and 5 being extremely important to the job.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Titles
- Baccarat Manager
- Bingo Manager
- Blackjack Manager
- Blackjack Supervisor
- Bookmaker
- Cage Manager
- Card Room Manager
- Cardroom Manager
- Casino Manager
- Craps Manager
- Department Head
- Dice Manager
- Floor Manager
- Floor Supervisor
- Gaming Department Head
- Gaming Director
- Gaming Manager
- Gaming Manager On Duty (Gaming MOD)
- Keno Manager
- Mutuel Department Manager
- Pai Gow Manager
- Pit Manager
- Poker Manager
- Racing Manager
- Slot Manager
- Slot Operations Director
- Slots Manager
- Sports Betting Manager
- Table Games Manager
The data sources for the information displayed here include: O*NET™. (Using onet28)
Gambling Managers
Related Schools
- Alcorn State University
- Blue Mountain Community College
- College of the Muscogee Nation
- Columbus State Community College
- Florida Atlantic University
- Lake Michigan College
- Normandale Community College
- Northwest Indian College
- Schenectady County Community College
- Stark State College
- Sullivan County Community College
- SUNY Broome Community College
- SUNY Morrisville
- Tohono O'odham Community College
- University of Massachusetts-Amherst
- Wenatchee Valley College
The data sources for the information displayed here include: O*NET™. (Using onet28)