TITLE Coordinator, Abstinence-based Education Programs
CLASSIFICATION NUMBER 2490
IMMEDIATE SUPERVISOR Principal Investigator, School of Social Work
MAJOR ADMINISTRATOR Dean, College of Health and Human Services
The Coordinator, Abstinence-based Education Programs (AEP) plans and implements abstinence-based programs in communities and schools in Southwest Missouri.
Continuation of this position is contingent on contract funding.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree in public health, social work, or a related field is required; a Master’s degree in public health or a related field is preferred.
Experience: Three years of experience planning and implementing health education and health promotion programs in community and/or school settings is required.
Skills: Effective organizational and communication skills (verbal and written) are required. Program planning and implementation skills are required. The ability to take initiative and to work cooperatively with others is required. The ability to work effectively with schools and community organizations are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: Regional and statewide travel is required. Facilitation of occasional evening and weekend trainings and events is required. Some overnight travel may be required. Access to reliable transportation, a valid Missouri driver’s license, and proof of automobile insurance as required by the contract with the state of Missouri are required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Develops and maintains community partners and AEP trainers/instructors.
2. Schedules and facilitates meetings with school and community partners.
3. Coordinates scheduling of all school and community AEP classes and trainings.
4. Oversees development and distribution of AEP promotional materials.
5. Attends and assists with community-based classes as needed.
6. Provides input on all aspects of AEP curriculum and evaluation.
7. Works with the Missouri Department of Health and Senior Services to plan and implement professional development for all AEP staff and AEP trainers/instructors.
8. Assists the Principal Investigator with preparation of monthly and final reports by obtaining needed data and information from staff, partners, and subcontractors.
9. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
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 required by the Director of the Masters in Public Health Program.
11. Contributes to the overall success of abstinence-based education programs by performing all other duties as assigned.
The Coordinator, AEP is supervised by the Principal Investigator in the School of Social Work and supervises Graduate Research Assistants.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2016
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 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
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 2 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.