Missouri State University

2142 Costume Shop Manager-Draper

POSITION IDENTIFICATION

TITLE Costume Shop Manager-Draper

CLASSIFICATION NUMBER 2142

GRADE 42

CLASSIFICATION Nonexempt

IMMEDIATE SUPERVISOR Department Head, Theatre and Dance

MAJOR ADMINISTRATOR Dean, College of Arts and Letters

GENERAL FUNCTION

The Costume Shop Manager/Draper is responsible for the day-to-day operations of the Theatre and Dance Department's costume shop and supervises all activities associated with the shop. The Costume Shop Manager/Draper schedules students enrolled in technical theatre courses, instructs them in the technical aspects of costume construction and the proper and safe use of associated machinery, and evaluates the students' work. The Costume Shop Manager/Draper produces patterns from costume renderings, sketches, and verbal instructions; supervises others and/or performs patterning, construction, assembling, and fitting of costumes for departmental productions; makes alterations generated from fittings and dress rehearsals; and ensures that costumes maintain their appearance and are appropriately cleaned after productions on and off campus.

MINIMUM ACCEPTABLE QUALIFICATIONS

Experience: At least two years practical work experience in the preparation and construction of theatre costumes is required.

Skills: Supervisory skills are required. Ability to operate a sewing machine and perform basic sewing, patterning and clothing construction are required. Strong oral and written communications skills, as well as interpersonal skills are required.

Effort: Requires visual acuity. Ability to lift and transport materials weighing up to 40 pounds on an occasional basis is required. Requires prolonged standing, frequent bending or stooping.

Other: Scope of the job occasionally requires working evenings and/or weekends, particularly prior to openings of theatre production presentations.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Contributes to a comprehensive learning experience for students enrolled in technical theatre courses by scheduling students' costume shop laboratory hours; instructing them in the technical aspects of costume construction and the proper and safe use of associated machinery; supervising students while they are constructing costumes and correcting deficiencies; evaluating the students' work; and providing student assessments to faculty.

2. Ensures that sufficient quantities and types of materials are on-hand for use in the costume shop by maintaining an inventory of supplies and materials required for daily operations and ordering replacement items as necessary.

3. Facilitates the production of costumes for departmental theatre presentations by producing patterns from costume renderings, sketches, and verbal instructions; supervising others and/or performing patterning, construction, assembling, and fitting of costumes for departmental productions; making alterations generated from fittings and dress rehearsals; and assisting in necessary costume painting, dying, and distressing.

4. Assists in the maintenance of the costume stock by organizing and restocking costumes, measuring costumes, removing unusable costumes from the collection, cleaning costumes, and supervising students pulling costumes for productions.

5. Ensures that costumes maintain their appearance and are appropriately cleaned by supervising costume maintenance during and after productions on and off campus.

6. Promotes preventive maintenance as a strategy in maintaining costume shop tools and machinery by performing and/or directing others to perform the routine maintenance and cleaning of all tools and equipment in the costume shop.

7. Contributes to the overall success of the Department of Theatre and Dance by performing other essential duties and responsibilities as assigned.

SUPERVISION

The Costume Shop Manager/Draper is under the general supervision of the Department Head of Theatre and Dance, but exercises considerable independence in daily operations. Exercises supervision of part-time employees and students enrolled in courses.

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 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 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.