TITLE Instructional Specialist, SWRPDC
CLASSIFICATION NUMBER 1807
IMMEDIATE SUPERVISORDirector, Southwest Professional Development Center
MAJOR ADMINISTRATORHead, Institute for School Improvement
The Instructional Specialist, SWRPDC provides professional development activities and on-site consultation in support of high quality, comprehensive, and collaborative educational programs for migrant and immigrant children and youth to meet the same Missouri academic content and achievement standards as all children are expected to meet.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree and a minimum of twenty-four hours in a Master’s program in Education or a related field, such as psychology or communication is required; a Master’s degree in TESOL is preferred.
Experience: Five years experience as a teacher and/or administrator which includes some experience in migrant/ELL education is required. Five years experience as a teacher and/or administrator in migrant/ELL education is preferred.
Skills: Knowledge and experience delivering research-based effective instruction in migrant/ELL programs is required. Knowledge and experience with testing and assessment instruments relating to migrant/ELL instructional programs is required. Knowledge and experience providing high quality professional development activities is required. Proficiency in Spanish and/or another foreign language is preferred. Proficiency with word processing applications is preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists school districts to determine the presence of migratory and limited English proficient children and youth, develop, implement, and sustain content and language instruction educational programs, promote parental and community understanding of and participation in content and language instruction educational programs, ensure access to appropriate and coordinated supportive services that address unique cultural, linguistic, social, and health-related factors, and build interagency cooperation among various educational and community resources, including attendance at the regional RPDC staff meetings by providing professional development activities and on-site consultation.
2. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development seminars, and attending training and/or courses as directed by the Director of the Southwest Regional Professional Development Center.
3. Supports the overall success of the SWRPDC by performing all other duties as assigned.
The Instructional Specialist is supervised by the Director, Southwest Regional Professional Development Center.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 5 - 3300 Points: Knowledge of the principles and methods of an administrative, managerial, or professional field such as accounting or auditing, financial management, information technology, business administration, human resources, engineering, law, social sciences, communications, education, or medicine. Knowledge permits employee to supervise projects and/or departments using standard methods to improve administrative and/or line operations. Knowledge also permits employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge at this level requires a Bachelor's or Master's degree with substantial related work experience, including up to two years of administrative or supervisory experience. Alternatively, this level may require a professional or clinical degree beyond the Bachelor's degree with moderate related work experience; knowledge requirements include significant levels of 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.