2306 Program Manager, Missouri Archaeological Society (MAS)

POSITION IDENTIFICATION

TITLE Program Manager, Missouri Archaeological Society (MAS)

CLASSIFICATION NUMBER 2306

GRADE 42

CLASSIFICATION Nonexempt

IMMEDIATE SUPERVISOR Director of the Center for Archaeological Research as Secretary of MAS

MAJOR ADMINISTRATOR Dean, College of Humanities and Public Affairs

GENERAL FUNCTION

The Program Manager, MAS administers the day-to-day operation of the Missouri Archaeological Society by assisting with the solicitation and selection of articles for publication in the annual MAS journal and quarterly publication, editing, proofing, and preparing MAS journals, newsletters, and books for publication, maintaining, updating, and reconciling MAS accounts, marketing and processing memberships and book sales, coordinating business with the MAS Board of Directors, and assisting in the planning, coordination, and production of the MAS annual meeting.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor’s degree in anthropology, journalism, English, technical writing, or a related field is required.

Experience: Two years of project management experience or experience managing complex administrative office processes is required.   Experience editing and/or publishing journals or books is preferred. Bookkeeping experience is preferred.

Skill: Must be able to use a Mac computer. Must have the ability to quickly learn and use various database, web-authoring, word processing, desktop publishing, and bookkeeping software applications. Effective oral and written communication skills are required. The ability to work independently is required. Strong proofreading and editing skills are required. Organizational and planning skills are required.

Effort: Stocking and mailing publications and books requires the ability to lift and carry materials and equipment weighing up to 35 pounds, to reach heights up to 8 feet by climbing ladders or stools, to bend or crouch to reach materials or equipment stored on lower shelves or in lower cabinet/desk drawers, and to use dollies to transport materials.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Assists the MAS Secretary by assuming day-to-day responsibility for conducting the business of the MAS by providing customer service to customers purchasing books, taking, processing, invoicing, filling, and shipping book orders, processing MAS memberships, preparing mass mailings, answering questions from the public about MAS, handling business matters with the MAS Board of Directors, and maintaining the MAS website.

2. Assists the MAS Secretary to produce and publish the annual journal and quarterly newsletters by soliciting articles, reviewing and providing input on articles considered for publication, editing and proofing manuscripts, preparing copy for publishing, and coordinating with printers.

3. Maintains financial records for MAS including depositing and recording income from memberships, books sales, conferences, etc.

4. Assists the MAS Secretary in planning the annual meeting by soliciting papers, presentations, speakers, etc., arranging the meeting space, food, media equipment, etc., creating the agenda and schedule of speakers and break-out sessions, creating and mailing the registration packet, compiling the list of registrants,  preparing meeting materials, and coordinating the meeting itself. 

5. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as directed by the Director of Archaeological Research.

6. Contributes to the overall success of MAS by performing all other duties assigned. 

SUPERVISION 

The Program Manager, MAS is supervised by the MAS Secretary (Director of Archaeological Research).

OFFICE OF HUMAN RESOURCES

OCOTBER 2006

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 2 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.