TITLE Graphic Designer, Publications
CLASSIFICATION NUMBER 7620
CLASSIFICATION Professional Nonexempt
IMMEDIATE SUPERVISOR Director of Publications
MAJOR ADMINISTRATOR Vice President for Marketing and Communications
The Graphic Designer, Publications is responsible for producing a wide variety of printed and electronic materials for the University, which include major projects such as the Missouri State Insider and Juanita K. Hammons Hall for the Performing Arts publications, as well as brochures, banners, ads, other publications and assists with web graphic design services. Clients include the President’s Office, Development and Alumni Relations, the Office of Admissions, and academic colleges. The Graphic Designer, Publications uses invention, imagination, originality, and talent to take projects from concept to delivery, participates in project interviews, develops concepts and designs, assists in directing photo shoots and illustrations, presents design layouts to departmental staff, makes presentations to clients, prepares camera ready art through desktop publishing, and arranges for the printing of publications with both on-campus and off-campus printers. The Graphic Designer, Publications may assist other staff by producing projects they have designed.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree with a major in Art or a related field is required. A Bachelor of Fine Arts degree with an emphasis in graphic design is preferred.
Experience: Either one year work experience in graphic design or a minimum of three semesters experience as a part-time student designer in a professional setting taking a publication from concept to delivery is required. Experience designing on a Macintosh computer using software packages such as PageMaker, QuarkXpress, Adobe Illustrator, InDesign, and Adobe PhotoShop is required. Experience in university setting is preferred.
Skills: Must demonstrate talent as a designer, including the ability to combine function and visual appearance to achieve successful communication. Strong communication and interpersonal skills as well as good organizational and planning skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Effort: The scope of the position occasionally requires working additional hours to meet deadlines. The position requires an extensive amount of time working at a computer work station and a light table. Some lifting of materials and equipment weighing up to 35 pounds may be required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Produces effective publications, from concept to delivery, by participating in project interviews, developing concepts and designs, assisting with or directing photo shoots and illustrations, making presentations to clients, producing proofs, and preparing camera ready artwork through desktop publishing.
2. Meets the client’s or departments communication objectives through a thorough knowledge of type and design in order to develop concepts, sketches, comprehensives, or camera ready art and advising them of appropriate options to achieve their communication objectives.
3. Operates within budgets and deadlines established for various publications by following an established production schedule, preparing specifications for print vendors, preparing cost estimates, overseeing the print vendor bidding process, reviewing printers proofs, ordering mailing labels as needed and following USPS regulations, verifying that the assigned project is completed and ready to deliver, preparing an itemized bill for the client, and archiving the work electronically and in hard copy.
4. Creates printed and electronic material by utilizing available desktop publishing software and becoming proficient in new software programs and versions.
5. Assists supervisor or other staff by performing edits for various projects.
6. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
7. Remains competent and current through self-directed professional reading, maintaining a current knowledge of desktop publishing, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required by the designated supervisor.
8. Contributes to the overall success of the department by assisting with the editing of print and electronic materials and performing other essential duties and responsibilities as assigned.
The Graphic Designer, Publications is supervised by the Director of Publications and may supervise student workers, as directed.
OFFICE OF HUMAN RESOURCES
REVISED MARCH 2015
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 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.