2520 Community Development Coordinator

POSITION IDENTIFICATION

TITLE Community Development Coordinator

CLASSIFICATION NUMBER 2520

GRADE 43

CLASSIFICATION Exempt
 
IMMEDIATE SUPERVISOR Director, Center for Resource Planning and Management
 
MAJOR ADMINISTRATOR Department Head, Geography, Geology, and Planning
 
GENERAL FUNCTION

The Community Development Coordinator assists local communities in the development of community and infrastructure projects, secures funding sources, and provides administration of such projects. The Community Development Coordinator assists in the development and delivery of regional planning programs by providing technical and advisory assistance regarding infrastructure development, hazard mitigation planning, emergency services planning, and program administration. 

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor’s degree is required, preferably in a discipline closely related to the skills, duties, and responsibilities described herein. 

Experience: Three years of experience in grant writing, grant administration, and project development, planning, and management is required. Experience in emergency services, hazard mitigation, infrastructure or community facilities project planning, grant writing, and project management is preferred.   

Skills: Strong oral and written communication skills, computer application skills and the ability to analyze and compile technical and statistical data are required. The ability to work independently, manage multiple projects, meet deadlines, and work effectively with government officials, citizens, and community organizations is required. A knowledge of environmental assessment practices is preferred.

Other: Frequent day travel (one-hundred fifty mile radius) on a regular basis is required and may include and occasional overnight stay. Occasional evening meetings are required.

ESSENTIAL DUTIES AND RESPONSIBLITIES

1. Assists communities in the development of community and infrastructure projects by securing funding from various public and private sources.

2. Assists communities and public entities in the appropriate expenditure of funds received through grants by providing administration of such grants. 

3. Provides technical and advisory assistance to local governments and other public entities regarding infrastructure development, hazard mitigation planning and emergency services planning and program administration.

4. Supports efforts of the Center for Resource Planning and Management to obtain project funding by assisting in the preparation of project proposals to local, state, and federal governments and other public entities.

5. Promotes a positive image of the Center for Resource Planning and Management by representing the CRPM at professional meetings, workshops, seminars, and conferences and establishing and maintaining credible relations with community development, emergency services and management, and other governmental entities and professional organizations.  

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 the Center for Resource Planning and Management.

7. Contributes to the overall success of the Center for Resource Planning and Management by performing other essential duties and responsibilities as assigned or directed.

SUPERVISION

The Community Development Coordinator is supervised by the Director of Resource Planning and Management and assists in the supervision of student planning interns.

OFFICE OF HUMAN RESOURCES
REVISED JULY 2007

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining 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, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate 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. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.

Factor 2: Supervisory Responsibility

Level 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.

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 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.