TITLE Non-Credit Program Coordinator
CLASSIFICATION NUMBER 2568
CLASSIFICATION Exempt - Academic Administrative Professional
IMMEDIATE SUPERVISOR Associate Provost for Access and Outreach
MAJOR ADMINISTRATOR Provost
The Non-Credit Program Coordinator manages and administers the conferences and special event offerings of Access and Outreach. The Non-Credit Program Coordinator works in conjunction with organizations and associations to develop, organize, publicize, coordinate, administer, and evaluate professional development programs that meet the educational needs of such groups. The Non-Credit Program Coordinator maintains approvals with governing bodies of each association and organization to ensure certification requirements are being maintained. The Non-Credit Program Coordinator explores new opportunities to provide continuing education by meeting with representatives of departments and organizations, researching professional organization educational requirements, and reviewing national trends. The Non-Credit Program Coordinator obtains and distributes pertinent information to enhance the educational focus of Missouri State Outreach, utilizes the web effectively, and collaborates with internal and external constituents to create breadth and depth of non-credit services.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree in Business Administration, Education, or related field is required.
Experience: At least two years of experience in marketing and program promotion is required. Experience in event management and administration of professional development programs and continuing education in diverse fields, such as government, business, education, etc., is preferred.
Skills: The ability to independently manage the details associated with multiple programs and projects, to track activities, and to meet deadlines is required. Strong verbal and written communication skills, excellent interpersonal skills, computer skills, including database and Excel skills, and the ability to interface with University faculty and staff and the public 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 job responsibilities of this position require setting up rooms for conferences and classes, including moving tables and chairs and lifting boxes of materials and display items.
Other: The scope of the job requires evening and occasional weekend work. Occasional overnight, out-of-town travel is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Networks and meets with internal and external constituencies to explain how Missouri State Outreach resources can benefit their organization or group by providing conferencing services, web registration services, marketing support, and programming.
2. Meets with executive boards and/or conference planning committees/liaisons to customize conferences or special events based on identified needs of associations and organizations.
3. Maintains databases of CEU’s or contact hours for associations based on their required levels of professional development and provides review and certification of members for those associations that offer levels of certification.
4. Maintains the University’s continuing education approved provider licenses for a variety of associations and organizations.
5. Coordinates, plans, and administers conferences and special events by preparing agreements, establishing event goals, marketing via web and print materials, coordinating logistics, hiring speakers, ordering supplies and materials, working with vendors for hotels, A/V, and other services, taking registrations and payments, preparing financial reports, and providing overall event administration.
6. Ensures that the financial objectives of Missouri State Outreach are met by monitoring course enrollments and accounts receivable, determining speaker fees, determining expenditures, monitoring financial reports, planning conference and event budgets, and negotiating fees and expenses.
7. Promotes conferences and events by providing text for publicity and advertising materials, coordinating the design and production of marketing pieces, and disseminating the information to the target market.
8. Presents a positive image of the University by participating in community and professional organizations, representing the University at professional meetings, and establishing positive relations with University academic departments and staff, as well as community entities.
9. Promotes a collaborative environment that encourages co-workers to make suggestions and maintains connections with potential clients in order to develop new markets and programming opportunities.
10. Remains knowledgeable of relevant computer software and the Aceware registration system.
11. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
12. 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 supervisor.
13. Contributes to the overall success of the University’s outreach efforts by performing other essential duties and responsibilities as assigned by supervisors.
The Non-credit Program Coordinator is supervised by the Associate Provost for Access and Outreach and may supervise clerical staff, student assistants, and/or graduate assistants, as appropriate.
OFFICE OF HUMAN RESOURCES
REVISED MAY 2014
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.
Factor 2: Supervisory Responsibility
Level 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.
Factor 3: Interactions with Others
Level 2 - 100 Points: Interactions are generally routine and structured involving employees inside the University, students, or the general public. The purpose may include obtaining or clarifying facts, coordinating work, solving recurring problems, or providing factual information to others. Contacts may be with coworkers or structured exchanges with students, faculty, or the general public, and are generally for the purpose of exchanging information.
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 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.