2572 Director, Small Business and Technology Development Center
TITLE Director, Small Business and Technology Development Center
CLASSIFICATION NUMBER 2572
IMMEDIATE SUPERVISOR Associate Dean
MAJOR ADMINISTRATOR Dean, College of Business Administration
The Director of the Small Business and Technology Development Center is responsible for coordinating the resources of the federal, state, and local governments with the resources of the University and the private sector to promote growth, expansion, innovation, increased productivity, and management improvement in small businesses and prospective small businesses in southwest Missouri and to stimulate economic development to provide living wage job opportunities. The Director of the Small Business and Technology Development Center provides consultation services to small businesses on a wide range of topics including marketing, retailing, advertising, budgeting, business planning, loan proposals, and personnel and develops and coordinates training seminars and classes designed to meet specific needs of small business owners and managers.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree in Business Administration is required.
Experience: At least five years of professional full-time experience is required in progressively responsible positions that include experience in management, administration, business consultation and seminar coordination. Experience in marketing and promotions is required. Three years of current experience in consulting growth-oriented business enterprises is preferred.
Skills: Strong oral and written communication skills, excellent interpersonal skills, and management skills, in particular planning and budgeting, are required.
Other: The scope of the position requires evening and occasional weekend work. Occasional overnight, out-of-town travel is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Enables the Small Business and Technology Development Center to meet its commitment to provide quality business and economic development assistance to the small business community of southwest Missouri by coordinating the resources of the federal, state, and local governments with the resources of the University and the private sector to promote growth, expansion, innovation, increased productivity, and management improvement in small businesses and prospective small businesses and to stimulate economic development to provide living wage job opportunities.
2. Ensures that the University submits a viable proposal for continuation of consultative services offered through the Small Business and Technology Development Center by determining (in coordination with the funding source) the annual program objectives; developing a grant proposal which describes all proposed activities, staffing needs and associated funding requirements; preparing required forms and related documents; and submitting the formal grant proposal to the appropriate agency as directed.
3. Provides an effective consultative service to small businesses by establishing cooperative relationships with business and industry leaders, hiring qualified consultants, establishing relevant curriculum and program objectives, evaluating the programs, and conducting follow-up sessions with the management of participating small businesses to determine if the stated objectives have been met.
4. Ensures the ability of the Small Business and Technology Development Center to meet grant requirements regarding consultation services and training seminars provided to small businesses by developing an annual schedule of consultation and training activities; monitoring progress toward meeting established objectives; and adjusting the schedule (as necessary) to ensure that specific objectives, in terms of the number of small businesses served, hours of consulting provided, training seminars conducted and number of attendees trained, are met.
5. Facilitates the accomplishment of Small Business Administration annual theme objectives, (e.g., international trade, women in business, minorities in business, rural development) by analyzing the needs of small businesses in the region, selecting the theme(s) most appropriate to the region based upon the analysis, developing strategies to achieve theme objectives, coordinating government, community, industry, business and education resources to support those strategies, encouraging small businesses in southwest and south central Missouri to participate, supervising programmed activities, and evaluating program outcomes.
6. Achieves economic impact goals as established by the Small Business Administration and the Missouri Small Business Development Centers administrative office related to job creation and retention, dollar amounts of loans and investments secured, increased sales, and the number of businesses acquired or started; specific economic impact goals may differ annually depending upon the contract award.
7. Manages the daily operation of the Small Business and Technology Development Center by establishing activity priorities, goals and objectives, determining resource allocation, assigning activity responsibilities, developing policies and procedures regarding operational performances, and evaluating progress toward achievement of established goals and objectives.
8. Develops training programs to meet specific needs of small businesses by surveying small businesses to determine their training and professional development needs, hiring qualified instructors; establishing relevant curriculum and program objectives; evaluating the training programs; and conducting follow-up sessions with participating small business leaders to determine if their stated needs were met.
9. Manages funds by planning and developing the Small Business Development Center's budget which includes federal funding and University matching funds, exercising authority regarding expenditure of Center funds, and providing reports of activities which justify expenditures to federal, state, and local officials.
10. Develops an effective and competent staff of professional and clerical personnel by hiring qualified candidates, providing appropriate training, supervising activities and evaluating performances.
11. Maintains professional competence and expands the knowledge base and ability of the Small Business and Technology Development Center to serve the business and industry community through involvement in professional organizations and attendance at professional development conferences, workshops and seminars at the state and regional level.
12. Contributes to the overall success of the Center for Business Research and Development by performing all other duties and responsibilities as assigned.
The Director is supervised by the Associate Dean, College of Business Administration, exercises independent decision-making authority for the Small Business and Technology Development Center programs, supervises a staff of professional and faculty consultants, instructors, office and clerical personnel, graduate assistants, and student employees, and provides program supervision for the SBDC Coordinator on the West Plains campus.
OFFICE OF HUMAN RESOURCES
REVISED AUGUST 2010
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 4 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls 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 4 - 850 Points: The employee operates under administrative supervision and makes decisions based on broadly-stated University objectives and available resources. Administrative guidelines are expressed in terms of project or program outcomes and deadlines with few comprehensive guidelines. Decisions are based on inadequate guidelines that require considerable interpretation and force the employee to plan all phases of the assignment. Assignments may be unrelated in function and the work requires many different processes and methods and a great deal of analysis to identify the nature and extent of problems. The work may require the employee to develop new methods and to deal with many variables, including some that are unclear or conflicting. Characteristic jobs at this level may involve directing large and/or complex programs, projects, or departments in which the work cuts across functional lines or requires dealing with unprecedented issues.
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.