Missouri State University

2402 Associate Director, Citizenship and Service Learning

POSITION IDENTIFICATION

TITLE Associate Director, Citizenship and Service Learning

CLASSIFICATION NUMBER 2402

GRADE 44

CLASSIFICATION Exempt
 
IMMEDIATE SUPERVISOR Associate Provost acting as the Director of Citizenship and Service-Learning
 
MAJOR ADMINISTRATOR Provost
 
GENERAL FUNCTION
 
The Associate Director in Citizenship and Service Learning is responsible for the coordination of all Citizenship and Service-Learning activities. The Associate Director assists the Director in recruiting participants in the program, promotes the scholarship of civic engagement, and encourages publication and dissemination of outcomes of civic engagement activities. In addition, the Associate Director assists the Director in providing guidance for incorporating service learning into the classroom experience. The Associate Director seeks external funding to support the program beyond what the University provides and works cooperatively with University administrators to facilitate program development.
 
MINIMUM ACCEPTABLE QUALIFICATIONS
 
Education: A Bachelor's degree is required and a Master's degree is preferred.
 
Experience: At least three years of responsible experience in directing training programs in industry, business, or the public sector is required. Experience in collaborating with local public and private not-for-profit agencies is required. Familiarity with college student life issues is preferred. A commitment to the maintenance of academic integrity in service-learning experiences is required.
 
Skills: Strong oral and written communication skills as well as excellent interpersonal skills are required. Computer literacy is required. Organizational, management, and supervisory skills are required.
 
ESSENTIAL DUTIES AND RESPONSIBILITIES
 
1. Assists the CASL Director to ensure that the Citizenship and Service-Learning program achieves its stated goals by recruiting and soliciting the participation of high quality teaching faculty, community partners, and interested students, providing training and assistance for participating faculty in course development, establishing relevant curriculum and program objectives to be incorporated into the various participating classes, establishing and nurturing an identified group of classes across many disciplines that are active participants in the program, promoting support of the program with university administrators, soliciting financial support from funding agencies, and managing both the Service-Learning Faculty Fellows and CASL Research Stipend programs.
 
2. Informs and advises the university faculty and administration, the local community, and the student population about the goals and objectives of the civic engagement concept by preparing and distributing publications, multimedia materials, and informational materials about Service-Learning, coordinating with University Communications to publicize CASL program outcomes and events, presenting at conferences and forums to disseminate Missouri State University Service-Learning information to various groups, preparing the CASL Annual Report, compiling data for the Faculty Senate report from the CASL Oversight Committee, and required reports for accrediting agencies.
 
3. Ensures the effectiveness of the Citizenship and Service Learning program by assessing the participants (students, faculty, and community partners), evaluating the results, and recommending changes to the program to the CASL Director.
 
4. Ensures compliance with Faculty Senate actions and Service Learning guidelines by coordinating material review and meeting objectives of the CASL Oversight Committee.
 
5. Assures publication of Service-Learning courses and accurate recordkeeping by coordinating with Records & Registration.
 
6. Supports administration of the Citizenship and Service Learning program by providing daily office management and addressing personnel issues as they arise.
 
7. 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 Citizenship and Service Learning. 
 
8. Contributes to the overall success of the Citizenship and Service Learning program by performing other essential duties and responsibilities as assigned or directed.
 
SUPERVISION
 
The Associate Director of the Citizenship and Service Learning Program is supervised by the Associate Provost serving as the Director of Citizenship and Service Learning.  
 
OFFICE OF HUMAN RESOURCES

MAY 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 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 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 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.