2600 Non-credit Program Coordinator
TITLE Non-credit Program Coordinator
CLASSIFICATION NUMBER 2600
IMMEDIATE SUPERVISOR Associate Provost for Access and Outreach
MAJOR ADMINISTRATOR Provost
The primary job duty of the Non-credit Program Coordinator is to plan, develop, organize, publicize, coordinate, administer, and evaluate continuing education and professional development programs for academic areas and community-based and government entities. The Non-credit Program Coordinator is responsible for maintaining licensure with a variety of professional accreditation organizations to ensure Missouri State’s ability to award continuing education units to participants at training programs. The Non-credit Program Coordinator explores new opportunities to provide continuing education by meeting with representatives of departments and organizations, researching professional organization educational requirements and reviewing national trends. The Non-credit Program Coordinator obtains and distributes pertinent information to enhance the educational focus of Missouri State Outreach, utilizes the web effectively, and collaborates with internal and external constituents to create breadth and depth of non-credit services.
This is a twelve-month position; annual renewal is contingent upon revenue generated.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required, preferably in Education or a social science-related field. A Master's degree is preferred.
Experience: Two years of experience in adult continuing education program development and implementation or administration in a higher education setting is required. Experience in marketing and program promotion is preferred. Experience in event management and administration of professional development programs and continuing education in diverse fields, such as law enforcement, health, business, government, education, etc. is preferred.
Skills: The ability independently manage the details associated with multiple programs and projects, to track activities, and to meet deadlines is required. Strong verbal and written communication skills, excellent interpersonal skills, the ability to interface with University faculty and staff and the public are required. Computer literacy is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Effort: Requires the ability to lift and carry materials weighing up to fifty pounds occasionally.
Other: Requires some evening and weekend work, particularly during evening and/or weekend workshops, seminars, and conferences. Occasional overnight, out-of-town travel is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Meets with Missouri State University academic department representatives and community agencies to explain how Missouri State Outreach resources can benefit desired courses and workshops.
2. Plans new courses and programs based on market opportunities by working with academic departments and community agencies to determine needs.
3. Develops familiarity with state licensing, professional development, and continuing education requirements and conducts regular updates to ensure compliance with mandates and record retention.
4. Maintains the University’s continuing education approved provider licenses for a variety of associations and organizations such as Missouri Peace Officer Standards and Training (POST), the Missouri Bar, and the National Board of Certified Counselors.
5. Administers programs and courses by establishing course objectives, writing course descriptions, establishing a budget for each program, coordinating logistics, hiring instructors, writing contracts, setting class schedules, ordering supplies and educational materials, advertising the classes, and providing overall program administration.
6. Ensures that the financial objectives of Missouri State Outreach are met by monitoring course enrollments and accounts receivable, determining instructor fees, determining expenditures, monitoring financial reports, planning class, conference, seminar, and program budgets, establishing class fees, and negotiating fees and expenses.
7. Promotes programs, seminars, conferences, and classes by providing text for publicity and advertising materials, coordinating the design and production of marketing pieces, and providing information to prospective students.
8. Presents a positive image of the University by participating in community and professional organizations, representing the University at professional meetings, and establishing positive relations with University academic departments and staff, as well as community entities.
9. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
10. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as directed by the supervisor.
11. Contributes to the overall success of the University’s outreach efforts by performing other essential duties and responsibilities as assigned by supervisors.
The Non-credit Program Coordinator is supervised by the Associate Provost for Access and Outreach and may supervise clerical staff, student assistants, and/or graduate assistants, as appropriate.
OFFICE OF HUMAN RESOURCES
REVISED OCTOBER 2011
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.
Factor 2: Supervisory Responsibility
Level 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.
Factor 3: Interactions with Others
Level 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
Factor 4: Job Controls and Guidelines
Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.