TITLE Assistant Director, Ozarks Environmental and Water Resources Institute (OEWRI)
IMMEDIATE SUPERVISOR Director, Ozarks Environmental and Water Resources Institute
MAJOR ADMINISTRATOR Head, Geography, Geology, and Planning (GGP)
The Assistant Director, OEWRI assists the Director in the supervision of research staff and graduate assistants, assists in writing grant proposals, and provides technical and environmental expertise to faculty, the department of GGP, and community agencies and organizations. The Assistant Director, OEWRI serves as principal investigator on assigned projects, designs and implements scientific field research, conducts laboratory studies, and performs multi-disciplinary analysis, disseminates the results of environmental research to professional and general audiences, and advises undergraduate and graduate students on research projects.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master of Science degree in Geography or a related field is required.
Experience: Three years of experience in environmental research is required. Two years of administrative experience related to environmental projects or programs is required. Field experience and interest in the geomorphology, geology, hydrology, and water quality of the Ozarks region is required. Experience in research applications for soil coring equipment, geographic information systems, automatic water samplers, current meters, and hydrological/river process modeling is required.
Skills: Strong verbal and written communication skills are required. Evidence of publication of research in the field of environmental systems is required. Excellent interpersonal skills are required. Supervisory experience is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Effort: The position includes some strenuous physical labor and requires the ability to carry equipment and soil and/or water samples weighing twenty to thirty pounds. The ability to use a shovel and other associated tools to collect soil samples is required. The ability to climb steep grades on foot in rugged terrain is required.
Other: The scope of the position requires occasional evening and weekend work.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists in providing overall management for the OEWRI by supervising Research Specialists and Graduate Assistants, assisting in writing grants and obtaining contracts for the institute, consulting with others in the formulation of research designs for contracts, and providing authoritative information to University personnel and students and the public regarding the institute’s mission and standards.
2. Helps to ensure that the OEWRI produces research, studies, and analyses that adhere to the standards of the institute by designing and conducting scientific field research which includes administration, logistical planning, personnel deployment, and fiscal management of the project, conducting laboratory studies and multi-disciplinary analyses, and devising, modifying, and/or supervising the maintenance and coordination of complex and comprehensive field and laboratory research systems and facilities.
3. Disseminates the results of environmental research by publishing in peer-reviewed publications, speaking to professional and general audiences about the mission and work of the institute, and producing workshops to share research results and policy alternatives for water resource issues for agencies and community organizations.
4. Serves as the Director, OEWRI in his/her absence.
5. Maintains the OEWRI website.
6. Contributes to a work environment that encourages knowledge of, respect for, and the development of skills to engage with those of other cultures and backgrounds.
7. 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 required by the Director OEWRI.
8. Contributes to the overall success of the OEWRI by performing all other duties assigned.
The Assistant Director, OEWRI is supervised by the Director, OEWRI and supervises Research Specialists, Graduate Assistants, and others as assigned.
OFFICE OF HUMAN RESOURCES
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 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
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.