TITLE Head, Music and Media
CLASSIFICATION NUMBER 5255
IMMEDIATE SUPERVISOR Dean of Library Services
MAJOR ADMINISTRATOR Provost
The Head, Music and Media leads one of the eleven departments of the Missouri State University Libraries and is responsible for collection development, reference, and outreach for the Music and Media collections. The Head, Music and Media provides leadership and support for copy services and microforms collections and services and outreach to student and faculty groups in support of innovative teaching, research, and service.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Masters in Library Science (MLS) from an American Library Association (ALA) accredited program or a graduate degree in musicology or a related discipline is required.
Experience: At least three years of experience working in an academic library is required.
Skills: A basic subject background in music, including a working knowledge in reading musical scores is required. Strong leadership skills and the ability to work cooperatively with others are required. Excellent verbal and written communication skills are required. Flexibility, creativity, and the ability to thrive in a complex, changing environment with competing demands are required. The ability to plan, introduce, and manage change is required. A demonstrated commitment to providing quality services to diverse members of the campus and broader communities is 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. Provides vision and leadership related to planning, delivering, and assessing the services and resources managed by the department.
2. Works in a team environment to meet the current and future information needs of a growing, diverse, inclusive University community during an era of rapid changes in information technologies, networked computing, and user needs, preferences, and expectations.
3. Manages and deploys human, fiscal, equipment, spatial, and other resources in effective, efficient, and inspired ways.
4. Assures continued excellence in service and support, responsiveness, and effectiveness in support of the teaching, learning, research, and service activities of the University community and region.
5. Focuses and facilitates the ongoing efforts of the Library faculty and staff to explore, assess, and implement new models of information delivery and uses, both by end-users and service providers.
6. Develops and manages collections and information resources that support basic departmental functions.
7. Provides reference services within the department, as well as provide minimal reference assistance for other areas on the lower level of Duane G. Meyer Library, including Maps.
8. Expands and enhances services for online learners, teachers, and researchers.
9. Collaborates effectively with Library faculty, Library staff, Library administration, and other campus constituencies to plan, implement, and assess programs and services.
10. Leads by example in establishing workloads and procedures, delegating responsibility, providing guidance and direction, and monitoring and evaluating performance in accordance with University policies and procedures.
11. Serves on various committees, task forces, and working groups in the Missouri State University Libraries, the University, the community, the region, the state, and the profession.
12. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
13. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or other courses required by the Dean of Library Services.
14. Contributes to the overall success of the Missouri State University Libraries by performing all other duties and responsibilities as assigned.
The Head, Music and Media is supervised by the Dean of Library Services and supervises full-time staff 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.