TITLE Project Coordinator, TUP
CLASSIFICATION NUMBER 2491
The Project Coordinator, Tobacco Use Prevention (TUP) coordinates the Missouri Department of Health and Senior Services (MDHSS)-funded Tobacco Use Prevention (TUP) Program in Christian, Greene, and Webster counties by coordinating with other organizations to implement tobacco use prevention programs.
Experience: One year of experience in coordinating government contract programs is required. One year of experience in working with community-based organizations addressing health related problems is required. Experience with tobacco use prevention programs is preferred.
Skills: Excellent oral and written communication skills are required. Experience using Microsoft Office software is required. The ability to work independently, as well as a team member is required. Effective organizational skills are required. Supervisory skills are required.
Other: Must have a Missouri driver’s license and access to use of a vehicle in order to travel to the five regions.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Administers the TUP contract and budget in accordance with the MDHSS and Missouri State University policies and procedures by ensuring activities are consistent with the TUP Action Plan, monitoring expenditures, gathering data and information for the submission of monthly and other reports to MDHSS.
2. Participates in the development of the regional and statewide TUP Annual Action Plans by submitting plans to the MDHSS TUP Program Manager after review and approval by the TUP Project Director.
3. Provides technical support to local community coalitions, programs, and organizations that are addressing tobacco use prevention.
4. Develops a competent and knowledgeable staff by identifying TUP staff professiona development training needs and assisting in securing opportunities for addressing these needs.
5. Helps to assure fiscal accountability by maintaining an inventory of TUP Project equipment purchased by Missouri State University with MDHSS funds, equipment transferred from MDHSS to Missouri State University, and maintaining a record of personnel Time and Effort Records in accordance with MDHSS and Missouri State University policies.
6. Establishes effective working relationships with coordinating organizations by participating in statewide meetings with MDHSS staff and other TUP contractors and participating in meetings of regional and statewide organizations addressing tobacco use prevention.
7. Helps to ensure the continued success of TUP programs by working with MDHSS to identify and secure funding for tobacco use prevention programs.
8. 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 Project Director.
9. Helps to ensure the overall success of TUP Programs and the Ozarks Public Health Institute by performing all other duties as assigned.
The Project Coordinator is supervised by the Director, Ozarks Public Health Institute as Project Director and supervises graduate assistants, and student workers.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2007
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in 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 to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount 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 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.