2151 Band Coordinator
TITLE Band Coordinator
CLASSIFICATION NUMBER 2151
IMMEDIATE SUPERVISOR Director of Bands
MAJOR ADMINISTRATOR Department Head, Music
The Band Coordinator is responsible for arranging all band trips, soliciting and securing band sponsors, managing festivals and camps, such as the Ozarko and Jazz Fest, and managing the Honors Band. The Band Coordinator coordinates student workers, supervises section leaders and graduate assistants, and directs instrumental ensembles as assigned.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education A Bachelor’s degree is required; a Masters degree is preferred.
Experience A background in music is required; must have marching experience with a sound grasp of the fundamentals.
Skills Computer literacy and general office skills are required. Effective organizational and communication skills are required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Helps to assure that the band’s needs for safety, security, transportation, housing, and meals are adequately met when traveling by arranging all aspects of trips.
2. Ensures that visiting band members have a positive experience while visiting the campus by managing festivals and camps such as Ozarko, Jazz Fest, etc.
3. Helps to ensure band members grow musically and experience opportunities to perform by managing the Lions and Honors Band.
4. Helps to assure the effective operation of the Band Office and the effective functioning of the Marching Band by coordinating student workers and supervising section leaders and graduate assistants.
5. Provides musical guidance by directing instrumental ensembles as assigned.
6. 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 Bands.
7. Helps to ensure the success of the band by assisting in the band office as needed and performing all other duties assigned.
The Band Coordinator is supervised by the Director of Bands and supervises section leaders, graduate assistants, and student workers.
OFFICE OF HUMAN RESOURCES
REVISED AUGUST 2000
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 1 - 500 Points: Knowledge of principles, processes, methods, and procedures associated with a limited range of healthcare, technical, scientific, administrative support, communications, or social science program objectives or common problems. Knowledge permits the employee to complete routine medical and healthcare procedures, common administrative support tasks, operate basic equipment and instruments, carry out a variety of interrelated tasks and recurring assignments, assist individuals, answer common questions, and/or elicit information from a variety of sources. Professional knowledge, skill, and technical mastery at this level are typically acquired through a combination of formal education and/or training and experience beyond a high school diploma.
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 2 - 100 Points: Interactions are generally routine and structured involving employees inside the University, students, or the general public. The purpose may include obtaining or clarifying facts, coordinating work, solving recurring problems, or providing factual information to others. Contacts may be with coworkers or structured exchanges with students, faculty, or the general public, and are generally for the purpose of exchanging information.
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.