Missouri State University

1060 Program Coordinator, Missouri Campus Compact

POSITION IDENTIFICATION

TITLE Program Coordinator, Missouri Campus Compact

CLASSIFICATION NUMBER 1060

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Executive Director, Missouri Campus Compact

MAJOR ADMINISTRATOR Associate Vice President, International Programs

GENERAL FUNCTION

The Program Coordinator, Missouri Campus Compact develops and maintains programs and services for the Missouri Campus Compact membership, promoting national initiatives, and searching out and writing grants to benefit the Missouri Campus Compact and members. The Program Coordinator, Missouri Campus Compact manages the mini-grant program, assists with the development of written materials, and responds to phone, email, and in-person inquiries.  The Program Coordinator, Missouri Campus Compact develops relationships with other state Compact offices to replicate programs and services, where appropriate.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A bachelor’s degree is required.

Experience: One year of grant management and workshop/conference facilitation experience is required.  Previous experience working in a higher education setting is preferred.

Skills: Excellent verbal, written, and interpersonal communication skills are required. Attention to detail is required.  Effective organizational skills are required.  The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Experience managing program budgets is preferred.

Effort: The ability to lift objects weighing up to fifty pounds is required.

Other: A valid Missouri driver’s license is required.  Some travel is required, including consecutive overnight trips.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Promotes national Campus Compact programs and initiatives to the state membership, such as national training programs, the Service-learning Institute, and Newman Civic Fellows programming, and develops state programs around national initiatives where appropriate.

2. Promotes and manages the Missouri Campus Compact mini-grant program by writing and distributing the call for proposals, accepting proposals, coordinating the evaluation of submitted proposals, processing the payment of mini-grants, and assuring that the terms of the mini-grants were completed.

3. Writes and obtains grants involving service-learning or community-based learning in higher education, such as Corporation for National and Community Service (CNCS), AmeriCorps, MLK SubGrants, etc. in order to benefit the membership of the Missouri Campus Compact.

4. Selects host sites or sub-grant recipients of national grants such as AmeriCorps and CNCS , supervises the grant program and any grant staff, and submits required reports annually or as requested.

5. Assists with the annual membership recruitment drive by working with the Executive Director to recruit new members, creating new membership packets for new member solicitation, invoicing existing members, and creating the return on investment report for each member campus.

6. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or 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 directed by the supervisor.

8. Supports the Missouri Campus Compact by performing all other duties as assigned.

SUPERVISION

The Program Coordinator, Missouri Campus Compact is supervised by the Executive Director of the Missouri Campus Compact and may supervise graduate assistants and student employees.

OFFICE OF HUMAN RESOURCES

MAY 2013

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in 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 to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of 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 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.