Missouri State University

2147 Director, Missouri Fine Arts Academy

POSITION IDENTIFICATION

TITLE Director, Missouri Fine Arts Academy

CLASSIFICATION NUMBER 2147

GRADE 45

CLASSIFICATION Exempt
 
IMMEDIATE SUPERVISOR Dean, College of Arts and Letters
 
MAJOR ADMINISTRATOR Vice President, Academic Affairs
 
GENERAL FUNCTION
 
The primary duty of the Director of the Missouri Fine Arts Academy (MFAA) is the management of the Missouri Fine Arts Academy in coordination with the Department of Elementary and Secondary Education (DESE), including budget administration, obtaining grant funding, curriculum development, faculty selection, promoting the MFAA to increase awareness and support, and coordinating the efforts of all MFAA staff.
 
MINIMUM ACCEPTABLE QUALIFICATIONS
 
Education: A master’s degree is required.
 
Experience: At least three years of teaching experience in the public schools is required. Experience with or knowledge of 9 - 12 curriculum and assessment is required. A strong commitment to and experience with interdisciplinary learning is required. A strong background in at least one of the following disciplines is required: dance, music, theatre, or the visual arts.
 
Skills: Exceptional oral and written communication skills are required. The applicant must be self-motivated.
 
ESSENTIAL DUTIES AND RESPONSIBILITIES
 
1. Manages the MFAA enterprise by writing and submitting the MFAA grants annually, preparing financial and narrative reports for DESE, administering the grants and the budgets, preparing the master schedule, hiring faculty and resident assistants, planning and coordinating MFAA faculty/staff/teacher workshops, orientation sessions, and evaluations, overseeing the preparation of curricular guides and curriculum development, overseeing all MFAA professional development activities, and coordinating the work of all MFAA staff.
 
2. Increases awareness of and support for the MFAA by conducting public relations with the media, University officials, guests, and representatives from the Department of Elementary and Secondary Education (DESE), organizing campaigns to inform legislators of the importance of continued funding, maintaining a close working relationship with DESE personnel, working with local school districts statewide to facilitate local nominations processes and to encourage participation, working with non-public school entities (Missouri Arts Council, Missouri Citizens for the Arts, Missouri Association of Community Arts Agencies, local arts agencies, etc.) to increase awareness and support, and attending appropriate conferences with Missouri to promote the MFAA.
 
3. Works to ensure the success of the MFAA by obtaining supplementary grants, soliciting endowment funding, overseeing periodic revisions of promotional materials, arranging all co-curricular activities, contracting with guests to make presentations, presenting statewide informational workshops, and working with parents to provide information prior to the start of the Academy.
 
4. Ensures personal growth by engaging in self-directed professional development activities such as professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as directed by the Dean.
 
5. Helps to ensure the overall success of the College of Arts and Letters by performing all other duties assigned.
 
SUPERVISION
 
The Director of the Missouri Fine Arts Academy is supervised by the Dean and supervises MFAA staff.
 
OFFICE OF HUMAN RESOURCES
MAY 2007

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 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 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 4 - 850 Points: The employee operates under administrative supervision and makes decisions based on broadly-stated University objectives and available resources. Administrative guidelines are expressed in terms of project or program outcomes and deadlines with few comprehensive guidelines. Decisions are based on inadequate guidelines that require considerable interpretation and force the employee to plan all phases of the assignment. Assignments may be unrelated in function and the work requires many different processes and methods and a great deal of analysis to identify the nature and extent of problems. The work may require the employee to develop new methods and to deal with many variables, including some that are unclear or conflicting. Characteristic jobs at this level may involve directing large and/or complex programs, projects, or departments in which the work cuts across functional lines or requires dealing with unprecedented issues.

Factor 5: Managerial Responsibility

Level 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.