5109 Assistant Manager for Production - TV
TITLE Assistant Manager for Production - TV
CLASSIFICATION NUMBER 5109
The Assistant Manager for Production - TV assists with the management and operations of the Ozarks Public Television production area, produces videos that support the mission of the University and the Broadcast Services Unit, and supervises, writes, produces, directs, shoots, and edits video projects as needed.
Education: A Bachelor’s degree with emphasis in Television Production, Electronic Media, or a related area is required.
Experience: Three years of responsible experience with the principles and techniques of audio and video recording for electronic media productions is required. Experience with non-linear editing systems is required.
Skills: Demonstrated creativity and innovation in meeting artistic, technical, and practical challenges are required. Excellent oral and written communication skills are required. Excellent interpersonal skills are required. Effective organizational, administrative, supervisory abilities are required. The ability to produce and direct single and multi-camera productions is preferred. An understanding of various intercollegiate sports and the ability to identify and videotape relevant sports highlights are preferred.
Effort: Must have excellent visual acuity (20/20 vision or corrected to 20/20), auditory acuity within the normal range, and the ability to carry up to thirty pounds of equipment for distances up to one-hundred yards without lifting devices.
Other: The scope of the job frequently requires attendance of evening and/or weekend activities. Occasional travel to workshops, seminars, and university events is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists the Manager, Programming and Production – TV in producing or acquiring programming for broadcast and providing promotional and academic video support for the University.
2. Supports Ozark Public Television operations by ensuring that projects are completed as scheduled and producing fund-raising events, i.e., pledge drives, auction, underwriting announcements, etc.
3. Coordinates and produces station on-air auction events.
4. Provides promotional and academic video support for the University by evaluating program objectives and the target audience, coordinating the development of program format and content to achieve the desired results, operating within budget, time, and facility constraints, developing concept into script, calculating budgetary and associated costs and requirements, and proposing a schedule and deadline for production.
5. Coordinates, produces, and edits video course presentations.
6. Provides support for the University’s Intercollegiate Athletics programs by working closely with coaches, staff, and media outlets to provide game highlights and create promotional and recruitment presentations.
7. Exercises creative and technical control of the production of video presentations and television broadcasts by writing, producing, directing, videotaping, and editing single and multi-camera video productions.
8. Facilitates the production of video presentations and television broadcasts by supervising the construction or modification of sets for studio productions, selecting suitable settings for location productions, coordinating the scheduling of studio space and equipment, supervising lighting set-ups for productions, using a working knowledge of all equipment in the current department inventory, setting up and operating video equipment, and assisting with the staging and presentation of productions on and off-campus.
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 required by the Manager, Programming and Production - TV.
10. Contributes to the overall success of the University by performing all other duties and responsibilities as assigned.
The Assistant Manager for Production - TV is supervised by the Manager, Programming and Production and supervises subordinate and student staff as assigned.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 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 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.