2605 Coordinator, International Leadership and Training Center (ILTC)
TITLE Coordinator, International Leadership and Training Center (ILTC)
CLASSIFICATION NUMBER 2605
IMMEDIATE SUPERVISOR Assistant Vice President, International Programs/Director, ILTC
MAJOR ADMINISTRATOR Associate Vice President for International Programs
The Coordinator, ILTC assists in establishing and maintaining relationships with clients and potential clients, assists in the development of customized training program proposals, develops curriculum and instructional materials, teaches English for speakers of other languages, provides logistics support and customer service to ILTC clients, and provides translation services and marketing support.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Education: A Master’s degree with a TESOL (Teachers of English to Speakers of Other Languages) certificate is required.
Experience: At least one year of experience teaching English to speakers of other languages is required. Experience in marketing and communications is required. Experience in translation and interpretation is required.
Skill: Native Spanish speaker or equivalent fluency in reading and writing Spanish is required. A basic command of Portuguese is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: A valid Missouri driver’s license and proof of automobile insurance as required by the state of Missouri are required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Represents the ILTC internationally (emphasis on South America) in establishing and maintaining relationships with universities, businesses, and professional associations that are current or potential clients of the ILTC.
2. Assists the director in the development of customized training program proposals, including course content and budget, for potential clients.
3. Develops curriculum and instructional materials, coordinates educational content for customized educational and training programs, and provides guidelines to educators and instructors in developing curricula and conducting courses.
4. Teaches English language courses including English for Academic Purposes and English for Special Purposes for speakers of other languages.
5. Provides logistical support and customer service to ILTC clients by hosting visiting groups and driving and coordinating food, lodging, and transportation arrangements.
6. Provides for administrative functions in support of the ILTC, including, but not limited to, answering inbound telephone calls, coordinating program arrangements with various University offices, facilitating scheduling, and processing payments.
7. Provides Spanish-language translation of marketing materials and written course content and interpretation of live presentations by other instructors as needed.
8. Provides expertise in developing culturally appropriate messaging for the website, brochures, and other marketing and promotional materials and assumes primary responsibility for maintaining the ILTC Facebook account.
9. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
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 as directed by the supervisor.
11. Helps to assure the overall success of the ILTC by performing other duties as assigned.
The Coordinator, ILTC is supervised by the Assistant Vice President, International Programs/Director of the ILTC.
OFFICE OF HUMAN RESOURCES
REVISED MARCH 2015
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 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 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
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.