2576 Assistant Director, Management Development Institute
TITLE Assistant Director, Management Development Institute
CLASSIFICATION NUMBER 2576
IMMEDIATE SUPERVISOR Director, Management Development Institute
MAJOR ADMINISTRATOR Associate Vice President for Economic Development
The Assistant Director of the Management Development Institute assists in developing a service outreach program in training and professional development for the business community and international organizations. The Assistant Director is primarily responsible for developing programs customized for specific businesses and in developing public enrollment programs as assigned by the Director. The Assistant Director develops and implements a marketing and sales plan which maximizes the outreach and financial results of the Management Development Institute.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree in Business Administration or a related field is required. A Master's degree is preferred. Eligibility for DESE Educator Certification – Adult Educator Supervisor is required.
Experience: A minimum of three years of experience providing management and professional development (credit or non-credit) instruction, training, or coordination is required, including the identification of training needs, development and/or coordination of training programs, or marketing of training and development programs. Extensive knowledge or experience in training requirements of business and industry is required. Experience in making presentations and in the design of promotional publications is preferred.
Skills: Strong oral and written communication skills are required. Excellent interpersonal skills are required. Computer literacy, particularly word processing, is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Effort: Occasionally required to lift and carry materials and equipment weighing up to 25 pounds.
Other: Scope of the job requires evening and occasional weekend work. Occasional overnight, out-of-town travel is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists the Director of the Management Development Institute in developing and directing a service outreach program in training and professional development for the business community by recommending the design and content of the program and managing the marketing effort, establishing overall program scheduling, and providing innovative directions for the program.
2. Assists the Director of the Management Development Institute with the international non-degree executive education training program and professional certificates by reviewing marketing materials, curriculum materials and texts, instructor information, and course documents.
3. Administers effective, noncredit training and professional development programs in specific assigned areas for public enrollment training programs and for programs customized at the specific request of businesses by developing the programs' content, hiring qualified instructors, supervising all aspects of development and delivery of programs, evaluating the programs, and conducting follow-up sessions to determine if the stated objectives have been met.
4. Develops and implements a marketing plan by identifying target markets, designing marketing data bases, overseeing the development of promotional material, implementing sales efforts, setting sales goals established on budget projections for the public enrollment and customized training programs, and systematically following up on efforts on a quarterly basis.
5. Assures the ability of the noncredit program to operate on a self-supporting basis by selecting noncredit programming that is relevant to the changing business environment, is reflective of academic credibility, and, when necessary, securing underwriting/sponsorship from external funding sources.
6. Assists the Director in establishing and managing a yearly budget by developing sales goals and predictions, and providing quarterly reports on the achievement of those sales goals.
7. Maintains professional competence and expands the knowledge base and ability of the Management Development Institute to serve the business and industry community through involvement in professional organizations with attendance at professional development conferences, workshops, and seminars at the state, regional, and national level.
8. Expands the diversity of the instructional staff teaching non-credit programs by coordinating with the MDI Director, community business, industry and professional organizations to obtain the best qualified faculty for the non-credit, publicly offered programs sponsored by MDI.
9. Represents MDI effectively in the business community by attending professional organizations’ events, building customer relationships and partnerships, including public speaking engagements.
10. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
11. Contributes to the overall success of the Management Development Institute and the e-Factory by performing other essential duties and responsibilities as assigned.
The Assistant Director receives supervision from the Director of the Management Development Institute and supervises professional, clerical, and student employees when they work on projects managed by the Assistant Director and upon the direction or the extended absence of the Director.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2013
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 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
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.