TITLE Program Coordinator, Missouri Mentoring Partnership (MMP)
CLASSIFICATION NUMBER 2419
IMMEDIATE SUPERVISOR Director, School of Social Work
MAJOR ADMINISTRATOR Dean
The Program Coordinator, Missouri Mentoring Partnership (MMP) serves as the co-Principal Investigator (PI) for the MMP and is responsible for coordinating the activities of the Worksite and Young Parents programs. The Worksite program provides job readiness skills and job mentoring for Greene County youth in order to increase employability and lifetime earnings of clients. The Young Parent program provides support to mothers and fathers up to age 21 residing in Greene County who are pregnant or parenting in order to prevent subsequent unplanned pregnancies, while developing parenting skills, promoting immunizations, and promoting education. Referral agencies include but are not limited to the Children’s Division (CD), the Division of Youth Services (DYS), educational institutions, the Rare Breed Youth Outreach Center and Transitional Living Program, Footsteps Transitional Living, Boys and Girls Town, Pregnancy Care Center, Lutheran Family and Children Services, Empowering Youth and the Greene County Juvenile Office.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree in Social Work is required.
Experience: Previous experience working with community partners, social service agencies, and at-risk youth is required. Experience in program development, implementation, and coordination is required. Experience with grants, educational programming, budgets, and working with federal and state agencies regarding compliance issues is highly preferred.
Skills: Strong oral and written communication skills, excellent interpersonal skills, organizational skills, fiscal management, and recordkeeping skills are required. Computer literacy and information management skills 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 job requires travel as needed to fulfill job responsibilities.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Serves as co-Principal Investigator (PI) for the Missouri Mentoring Partnership and administers the program, prepares the grant proposal annually, manages the grant budget, completes grant reports, and assures compliance with grant requirements.
2. Ensures the involvement of the community by collaborating with other existing programs that serve at-risk adolescents and recruiting and maintaining business and community partners to participate in MMP in the designated service area.
3. Helps to ensure the effectiveness of the mentoring relationship by identifying and developing mentor recruitment and training materials and planning and providing mentor orientation and training which utilizes experienced mentor and youth participation whenever possible.
4. Helps to ensure the program’s success by participating in program planning and development, utilizing proper screening procedures to assess the suitability of prospective mentors and program participants and planning, scheduling, and facilitating mentor/mentee support groups as needed.
5. Assures sound fiscal management and financial decisions by maintaining accurate records of expenditures and the payment of bills and providers and submitting invoices and financial reports to the appropriate agency as required.
6. Facilitates program evaluation of outcomes by maintaining a database of information and records of youth referrals, business and community sponsors, and designated program mentor participation.
7. Helps to assure the program is meeting its goals and agencies’ needs by scheduling regular meetings with the Missouri State University Director of the School of Social Work, the Department of Social Services (DSS), CD, DYS, and/or other fiscal agent administrators to provide program updates, plan future development, and discuss pertinent issues.
8. Identifies and utilizes established services, materials, programs, and other available resources by collaborating with the University and the MMP staff.
9. Ensures ethical and fair treatment of participants in the program by establishing appropriate interactions/boundaries and maintaining the highest standards of confidentiality, including conducting the project in compliance with the project protocol as approved by the University’s Human Subjects Protection Committee.
10. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
11. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as directed.
12. Helps to ensure the overall success of the Missouri Mentoring Partnership by performing all other duties as directed.
The Program Coordinator, MMP is supervised by the Director, School of Social Work and supervises the Resource Coordinator, MMP and graduate assistants.
OFFICE OF HUMAN RESOURCES
REVISED OCTOBER 2012
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 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 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 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.