Missouri State University

2138 Associate Director, Center for Dispute Resolution

POSITION IDENTIFICATION

TITLE Associate Director, Center for Dispute Resolution

CLASSIFICATION NUMBER 2138

GRADE 42

CLASSIFICATION Exempt
 
IMMEDIATE SUPERVISOR Director, Center for Dispute Resolution
 
MAJOR ADMINISTRATOR Head, Communications
 
GENERAL FUNCTION
 
The primary job duties of the Associate Director, CDR are administration of the Center for Dispute Resolution, conducting mediation training and workshops in conflict and dispute resolution, writing grants to seek external funding to support the program beyond what the University provides, publicizing the Center to the University and the community, and performing assessment of programs offered. The Associate Director, CDR manages client databases, conducts mediations, mentors new and volunteer mediators, supervisors volunteer and student mediators, and schedules mediations with appropriate credentials and skills.
 
MINIMUM ACCEPTABLE QUALIFICATIONS
 
Education: A Master’s degree is required.
 
Experience: Two years of professional work experience in industry, business, education, or the public sector is required. 
 
Skills: Training in basic and family mediation is required. Strong oral and written communication skills as well as excellent interpersonal skills are required. Experience working with publication software and a working knowledge of various computer applications including Blackboard or its equivalent, website design applications, and database applications such as Excel and Access are required are required. Organizational and management skills are required.
 
ESSENTIAL DUTIES AND RESPONSIBILITIES
 
1. Assists the CDR Director to ensure that the Center achieves its stated goals by assisting in the development of new high-impact Center programs for the University and the surrounding community, working with the Center Director to facilitate the implementation of these programs, developing effective promotional materials and activities, promoting Center activities and services to both campus and community groups, and writing articles about the Center’s activities for publication in local and regional newspapers and publications.
 
2. Provides mediation training and conflict resolution workshops by surveying the needs of participants, selecting the appropriate training materials, providing the training, and administering follow-up assessment of the training.
 
3. Writes grants for the Center by using knowledge and understanding of CDR programs and projects and mediation and conflict resolution.
 
4. Provides assessment of Center programs over time by administering pre- and post-tests to participants to determine impact, administering instruments to assess conflict style, family interaction style, etc., assessing the impact on children by making observations and using short questionnaires, administering satisfaction surveys and follow-up surveys with clients at various time intervals, tracking the data by developing and maintaining client databases, evaluating the results, and recommending changes.
 
5. Conducts mediations, including municipal mediations, mentors newly trained mediators and volunteer mediators for the Center, and coordinates and supervises the work of Center volunteers, including volunteer mediators and students.
 
6. Manages daily operations by scheduling and coordinating mediations, matching the case to a mediator with the appropriate credentials and skills, counseling both parties about what to expect and the process, and conveying pertinent information to the mediator about each case.
 
7. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by the Director of the Center for Dispute Resolution.
 
8. Contributes to the overall success of the Center for Dispute Resolution by performing other essential duties and responsibilities as assigned or directed.
 
SUPERVISION
 
The Associate Director of the Center for Dispute Resolution is supervised by the Director of the Center for Dispute Resolution.
 
OFFICE OF HUMAN RESOURCES

MAY 2007

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 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.

Factor 5: Managerial Responsibility

Level 2 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.