TITLE Assistant Director, Southwest Regional Professional Development Center (SWRPDC)
CLASSIFICATION NUMBER 2439
IMMEDIATE SUPERVISOR Director, Regional Professional Development Center (SWRPDC)
MAJOR ADMINISTRATOR Dean, College of Education
The Assistant Director for the Southwest Regional Professional Development Center (SWRPDC) develops, supervises, and evaluates a variety of SWRPDC programs by working primarily with pre-kindergarten through grade twelve (PK-12) school district teachers and administrators, the SWRPDC staff, and the federal and state initiatives housed in the SWRPDC. The Assistant Director manages a number of SWRPDC activities related to high quality professional development in response to collaborative initiatives with the University and the Department of Elementary and Secondary Education (DESE) as identified by the RPDC Director. The Assistant Director serves as a professional resource for SWRPDC and initiative staff as they design and implement high quality professional development programs throughout the region. The Assistant Director assists with the development of policies and procedures related to SWRPDC initiatives and performs the Director’s duties in his/her absence.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree in Education or a related field is required.
Experience: Five years PK-12 experience is required including at least one year of administrative experience. Extensive experience in leading, developing, implementing, and evaluating high-quality professional development programs is required. Participation in grant or contract-funded projects is preferred. Experience in grant writing is preferred. Experience with university policies and procedures is preferred.
Skills: Strong oral and written communication skills and excellent interpersonal skills are required. Demonstrated planning and organizational skills are required. Computer literacy is preferred.
Other: The nature of this position frequently requires attendance at evening and/or weekend activities, including national, regional, state, and local conferences. Frequent travel is required, including travel to schools throughout Missouri.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures the success of the University’s commitment to the SWRPDC’s mission of “developing, implementing, and evaluating professional development programs for educators that will lead to improved student learning” by closely supervising all SWRPDC activities.
2. Facilitates the accomplishment of the mission of the SWRPDC by assisting the Director in developing and administering policies and practices.
3. Assists in the daily operations of the SWRPDC by acting as the Director in his/her absence and in matters delegated by the Director, advising DESE regarding professional development initiatives and SWRPDC-sponsored activities, providing direct oversight of a variety of programs and reporting progress to the Director, DESE, and/or other officials, preparing and delivering reports to the SWRPDC Advisory Council, Executive Committee, and other groups as determined by the Director, and conducting meetings and making presentations as determined by the Director.
4. Facilitates collaboration in support of professional development activities by working cooperatively with PK-12 schools, colleges, universities, Missouri State University faculty and administration, DESE, and community and business partners.
5. Assists in the development, implementation, and evaluation of credit and non-credit workshops by working with the Outreach Coordinator and teaching credit and non-credit workshops and seminars as needed as determined by the Director.
6. Maintains competency and professional currency 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 SWRPDC.
7. Contributes to the overall success of the SWRPDC by performing all other essential duties as assigned.
The Assistant Director is supervised by the Director of the SWRPDC and exercises supervision over the SWRPDC Program Coordinator, Administrative Secretary, and student workers.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2005
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 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
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.