TITLE Director, Small Business and Technology Development Center
CLASSIFICATION NUMBER 2572
IMMEDIATE SUPERVISOR Director, Business Incubator
MAJOR ADMINISTRATOR Associate Vice President for Economic Development
The Director, Small Business and Technology Development Center (SBTDC) 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, SBTDC 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 is required; a master’s degree in Business Administration is preferred.
Experience: At least four 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 verbal and written communication skills, excellent interpersonal skills, and management skills, in particular planning and budgeting, are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is 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 SBTDC 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 SBTDC 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 SBTDC 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 SBTDC 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. Works in coordination with The eFactory business incubator to further the mission and objectives of the program through targeted delivery of services to incubator members and client companies.
9. 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.
10. Manages funds by planning and developing the SBTDC’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.
11. Develops an effective and competent staff of professional and clerical personnel by hiring qualified candidates, providing appropriate training, supervising activities and evaluating performances.
12. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
13. Maintains professional competence and expands the knowledge base and ability of the SBTDC 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.
14. Contributes to the overall success of the The eFactory by performing all other duties and responsibilities as assigned.
The Director, SBTDC is supervised by the Director, Business Incubator, supervises 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 MARCH 2016
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.
Factor 2: Supervisory Responsibility
Level 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into 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 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.