TITLE Program Manager, Fire Science Projects
CLASSIFICATION NUMBER 5968
IMMEDIATE SUPERVISOR Head, Biology
MAJOR ADMINISTRATOR Dean, College of Natural and Applied Science
The Program Manager, Fire Science Projects serves as principal investigator and coordinator for the Great Plains Fire Science Exchange (GPE) whose mission is to disseminate fire science information to managers, landowners, and practitioners and share information with the research community. The Program Manager, Fire Science Projects also serves as fire ecologist for the Heartland Inventory and Monitoring Network (HTLN) involving seven national parks in the Midwest region, conducts monitoring of fire effects, and contributes data to support National Park Service (NPS) planning efforts.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree in an appropriate scientific field is required.
Experience: Two years of research experience is required. One year of experience preparing technical and cost proposals for grants and contracts is required. Experience writing and presenting scientific research papers is required.
Skills: Effective organizational, interpersonal, and verbal and written communication skills are required. Knowledge of the ecological principles of fire-maintained systems is required. The ability to perform statistical analysis of complex data and to analyze, interpret, and make deductions based on varying facts and circumstances is required. Proficiency with Microsoft Office applications is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Certifications: Must attain and maintain annual certifications as follows: NPS Red Card, fire refresher, CPR, First Aid, and defensive driving.
Other: The scope of this position requires occasional travel on short notice to national parks to gather data as well as travel to conferences and other events.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Works with the Board of Directors of the Great Plains Fire Science Exchange to develop the plan of work to meet program goals and objectives.
2. Disseminates fire science information to managers, landowners, and practitioners by creating research summaries of journal articles, creating videos and fact sheets, developing and presenting webinars, hosting workshops, symposiums, and field days, and utilizing social media.
3. Serves as fire science ecologist for seven national parks by conducting monitoring of fire effects, collecting data before, during, and after prescribed burns.
4. Contributes research results to support NPS fire management plans and reviews the monitoring section, the operational plan, and the vegetation management plan.
5. Manages the budgets for HTLN and GPE by projecting expenditures, reviewing transactions for accuracy, developing new budget proposals, and reporting budget status.
6. Prepares annual reports for HTLN, GPE, and Missouri State University.
7. Publishes peer reviewed reports and journal articles, prepares protocol manuals, gives scientific presentations at professional meetings, and writes and reviews fire science outreach reports and summaries for publication.
8. Prepares proposals to obtain and renew grants and contracts.
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 course, and attending training and/or courses as directed by the supervisor.
12. Supports the Biology department by performing all other duties as assigned.
The Program Manager, Fire Science Projects is supervised by the head of the Biology department and may supervise support staff, graduate assistants, and student employees.
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 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 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.