2414 Resource Coordinator, Missouri Mentoring Partnership

POSITION IDENTIFICATION

TITLE Resource Coordinator, Missouri Mentoring Partnership

CLASSIFICATION NUMBER 2414

GRADE 42

CLASSIFICATION Nonexempt

IMMEDIATE SUPERVISOR Program Coordinator, (MMP)

MAJOR ADMINISTRATOR Director, School of Social Work

GENERAL FUNCTION

The Resource Coordinator, MMP is responsible for assisting the Program Coordinator, MMP with the Worksite and Young Parent 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.  The Resource Coordinator assists the Program Coordinator in supervising graduate assistants who serve as case managers.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor’s degree is required; a Bachelor’s degree in Social Work or other human services field, business, or marketing is preferred.

Experience: Knowledge of community and social service agencies and experience in working with at-risk populations are required.

Skills: Effective oral and written communication skills are required.  Effective interpersonal skills and organizational skills are required.  Computer literacy and the ability to accept supervision are required. A record of inclusive conduct and evidence of multicultural skills in the workplace is preferred.

Other: Some travel may be required to fulfill job responsibilities.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Helps to ensure the involvement of the community by assisting in the recruitment and maintenance of business and community partners to participate in MMP in the designated service area and, if directed, in collaborating with other existing programs.

2. Helps to ensure the effectiveness of the mentoring relationship by assisting in providing mentor orientation and training. 

3. Helps to ensure the program’s success by assisting the Program Coordinator in utilizing proper screening procedures to assess the suitability of prospective mentors and program participants, assisting in planning, scheduling, and facilitating mentor/mentee support groups as needed, and, if so directed, assisting in participating in program planning and development.

4. Helps to assure sound fiscal management by assisting in the maintenance of sound documentation.

5. Assists with program evaluation of outcomes by maintaining a database of information and records of youth referrals, business and community sponsors, and designated program mentor participation, as requested by the Program Coordinator.

6. If so directed, helps to assure the program is meeting its goals and agencies’ needs by attending and scheduling regular meetings with the Missouri State University Director, 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.

7. Utilizes established services, materials, programs, and other available resources by working with other Missouri State University units.

8. Engages in ethical and fair treatment of participants in the program by interacting appropriately with appropriate boundaries and maintaining the highest standards of confidentiality.

9. 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 by the Program Coordinator, MMP.

10. Helps to ensure the overall success of the Missouri Mentoring Partnership by performing all other duties as directed.

SUPERVISION

The Resource Coordinator, MMP is supervised by the Program Coordinator, MMP and assists the Program Coordinator in the supervision of graduate assistants serving as case managers.

OFFICE OF HUMAN RESOURCES

REVISED SEPTEMBER 2010

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in 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 to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of 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 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.