Missouri State University

2450 Professional Development Coordinator, Ozarks Writing Project

POSITION IDENTIFICATION

TITLE Professional Development Coordinator, Ozarks Writing Project

CLASSIFICATION NUMBER 2450

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director, Ozarks Writing Project

MAJOR ADMINISTRATOR Head, English

GENERAL FUNCTION

The Professional Development Coordinator, Ozarks Writing Project facilitates the development of Ozarks Writing Project (OWP) and National Writing Project (NWP) professional development initiatives with school districts and coordinates professional development by working with school districts, the OWP director and co-director, and teacher-consultants to develop and market professional learning and OWP professional development and research to area school districts and community agencies.  The Professional Development Coordinator, Ozarks Writing Project coordinates recruitment activities for OWP programs by working directly with school districts and participating in formal recruitment venues.  The Professional Development Coordinator, Ozarks Writing Project is responsible for maintaining the OWP website.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Master’s degree in a relevant field is required.

Experience: Two years of experience managing projects, programs, or partnerships is required.  Experience working with the NWP is preferred; experience working with school districts is preferred.

Skills: Effective interpersonal, verbal, and written communication skills are required.  Organizational and project planning skills are required.  The ability to work independently is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. The ability to use Microsoft Office applications is preferred. The ability to develop and maintain web pages is preferred.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Provides recruitment and coordination of OWP professional learning by working with school districts, the director and co-directors of OWP, and NWP teacher consultants to develop and market professional learning and OWP coursework to area school districts and community agencies.      

2. Serves as a liaison between the OWP, area school districts, and community agencies for addressing specified educational needs and helps coordinate professional development activities that include English faculty by working with the director and co-directors.

3. Collaborates with University and school district faculty, staff, and administrators in the preparation of project proposals and evaluation of projects and preparation of reports.

4. Coordinates the preparation of required and requested reports to area districts, external funding agencies, and external research groups regarding professional learning developed through OWP and NWP by maintaining a database of information on project activities, budgets, expenditures, formative project evaluations, and summative project evaluations.

5 Works with the director, co-directors, the University, and NWP to obtain significant funding support for programs and development projects by assisting University/school/community collaborations resulting in the preparation and submission of project proposals to local, state, federal, and foundation grant funders.

6. Works with the director and co-directors to assure compliance with the terms and conditions of the grant and prepares required grant reporting in a timely manner.

7. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

8. 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 supervisor.

9. Contributes to the overall success of the OWP by performing all other duties as assigned.

SUPERVISION

The Professional Development Coordinator, Ozarks Writing Project is supervised by the Director, Ozarks Writing Project.

OFFICE OF HUMAN RESOURCES

REVISED OCTOBER 2013

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining 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, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate 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. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some 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 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.