2327 Director, Business Incubator
TITLE Director, Business Incubator
CLASSIFICATION NUMBER 2327
IMMEDIATE SUPERVISOR Associate Vice President for Economic Development
MAJOR ADMINISTRATOR Vice President for Research and Economic Development
The Director, Business Incubator is responsible for coordinating the activities of the University’s business incubator by working collaboratively with incubator tenants and clients, the Small Business and Technology Development Center (SBTDC), the Management Development Institute (MDI), and Springfield Innovation, Inc., business service providers, economic development entities, and the business community. The Director, Business Incubator oversees and facilitates the operation of the business incubator by coordinating services and providing business development assistance to incubator tenants and clients.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree in business administration, management, marketing, finance, accounting, or a related business degree is required. A Master’s degree in business is preferred.
Experience: At least one year of business counseling experience is required.
Skills: Strong oral and written communication skills, excellent interpersonal and organizational skills, knowledge of business management principles, budget formulation and financial management, property management and leasing, and computer literacy are required. The ability to work collaboratively with a variety of constituents and organizations is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: The scope of the position requires evening and occasional weekend work. Occasional overnight, out-of-town travel is required. Must be able to lift and transport materials weighing up to 50 pounds.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures the success of the University's commitment to supporting economic development by facilitating entrepreneurship and small business development.
2. Oversees the day-to-day operation of the business incubator facility, including marketing the facility, recruiting potential tenants, and assisting in screening potential clients and making recommendations.
3. Acts as a catalyst to strengthen the region’s small-business support network by coordinating the delivery of services to tenants and clients, working closely with other business service providers to facilitate tenant and client success.
4. Develops and maintains a client database, prepares periodic reports, and maintains records of projects, progress, and the status of the incubator.
5. Coordinates, maintains, and reviews tenants’ facility needs to ensure the incubator is meeting current targeted industry needs.
6. Assists in developing and implementing policies governing the operation of the facility consistent with the lease and funding contracts, including meeting performance metrics and goals.
7. Conducts business counseling with tenants and clients on an individual basis.
8. Assists in identifying potential funding sources for the operation of the incubator and expansion opportunities.
9. Manages funds by planning and developing the incubator budget.
10. Assists in coordinating facility operations with University maintenance, custodial, and public safety staff.
11. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
12. 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.
13. Contributes to the overall success of the Research and Economic Development division by performing all other duties as assigned
The Director, Business Incubator is supervised by the Associate Vice President for Economic Development.
OFFICE OF HUMAN RESOURCES
REVISED MARCH 2014
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory 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 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
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.