TITLE Training Coordinator, Small Business and Technology Development Center
CLASSIFICATION NUMBER 2574
IMMEDIATE SUPERVISOR Director, Small Business and Technology Development Center
MAJOR ADMINISTRATOR Associate Dean for Outreach, College of Business Administration
The Training Coordinator, Small Business and Technology Development Center is responsible for coordinating and marketing assigned projects of a service outreach program in training and professional development for the small business community and works directly with business and industry leaders to design training and professional development programs to meet specific company needs in those assigned areas. Training is focused on small business owners and managers.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree or a graduate degree in Business Administration or a related field is required.
Experience: At least three years of experience in training adults, in the supervision of training, or in marketing is required. Knowledge of the business community served by the SBDC and the marketing of programs to this group is preferred. Fund-raising experience is preferred. Experience in the design of informational/promotional publications is preferred.
Skills: Strong oral and written communication skills are required. Excellent interpersonal skills are required. Computer literacy, particularly word processing, is required.
Effort: Occasionally required to lift and carry materials and equipment weighing up to 25 pounds.
Other: The scope of the job requires evening and occasional weekend work. Occasional overnight, out-of-town travel is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Administers effective, noncredit training and professional development programs in specific assigned areas by establishing cooperative relationships with business and industry leaders, developing training and professional development programs designed to meet small business needs, hiring qualified instructors, establishing relevant curriculum and program objectives, evaluating the programs, and conducting follow-up sessions with the management of participating businesses or industries to determine if the stated objectives have been met.
2. Facilitates a service outreach program, primarily to business owners and managers, by assisting in offering courses through the Small Business and Technology Development Center that provide current and relevant business education to improve company performance.
3. Assures the ability of the noncredit program to operate on a self-supporting basis by selecting noncredit programming concepts that meet the needs of small business owners and managers, historically have been well attended, that have relevant, highly visible, and marketable subject content which reflects academic credibility, and have the ability to secure underwriting/sponsorship from external funding sources when necessary.
4. Informs small business owners, managers, and partner referral sources of the educational resources available to them by marketing seminars, courses, and events.
5. Maintains the SBTDC website and the online registration system in accordance with University and Missouri Small Business Center’s guidelines.
6. Manages funds by planning and developing a project budget, exercising authority regarding expenditure of project funds, and providing reports of project activities which justify project expenditures to the Director of the Small Business and Technology Development Center.
7. Helps the SBTDC to assure continued funding by preparing course materials, marketing brochures, evaluations, and timely reports in accordance with SBDC and federal grant funding guidelines.
8. Coordinates services and products that meet small business’s needs by incorporating educational seminar and course attendees into the overall SBTDC program which includes business consultation services and various products.
9. 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, regional and national level.
10. Contributes to the overall success of the Small Business and Technology Development Center and the Center for Business and Economic Development by performing all other duties and responsibilities as assigned.
The Training Coordinator, Small Business and Technology Development Center is supervised by the Director of the Small Business and Technology Development Center and supervises a student worker.
OFFICE OF HUMAN RESOURCES
REVISED AUGUST 2010
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 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 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
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.