TITLE Technology - Small Business Consultant
CLASSIFICATION NUMBER 2575
IMMEDIATE SUPERVISOR Director, Small Business and Technology Development Center (SBTDC)
MAJOR ADMINISTRATOR Associate Vice President for Economic Development
The Technology/Small Business Consultant serves as a business management consultant to small businesses and counsels clients on entrepreneurial small business management issues, such as accessing capital needs, financing, equity, marketing, human resources, strategic planning, and business assessment. The Technology/Small Business Consultant develops partnerships between small businesses and the University resulting in research contracts, technology transfer, and licensing arrangements.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree in business, engineering, science or a related field is required.
Experience: At least three years of experience operating, managing, or owning a small business or three years of experience in business consulting. Experience in market development for research-based technology and/or product commercialization is preferred. Experience in working with private sector and faculty entrepreneurs is preferred; experience applying and transferring university research-based knowledge to entrepreneurs and business owners for market development and technology and/or product commercialization is preferred.
Skills: Effective interpersonal, communication, and presentation skills are required. The ability to work as a team member with University faculty and staff is required. Expertise in management, marketing, technology or product development and commercialization is preferred. A demonstrated ability to be proactive is required. An entrepreneurial vision and a desire to work with entrepreneurs are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Counsels small business clients regarding capital needs, financing, equity, marketing, human resources, strategic planning, and business assessment.
2. Coordinates resources to assist clients, including resources at the local, regional, and state levels.
3. Works with area partners, such as Small Business Association (SBA) offices, banks, venture capital investment groups and networks, chambers of commerce, and other technical assistance providers to best meet client needs.
4. Works with University and corporate affiliate researchers on commercializing technology and/or products.
5. Works with the community and the University to market available technologies and develop research and industry partnerships.
6. Develops and conducts educational sessions on research, commercialization, and technology business development.
7. Markets the programs and services of the SBTDC to the University and the community.
8. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
9. 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.
10. Supports the overall success of the SBTDC by performing all other duties as assigned.
The Technology/Small Business Consultant is supervised by the Director, SBTDC.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2014
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 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.