Missouri State University

2492 Outreach Coordinator, Project Smokebusters

POSITION IDENTIFICATION

TITLE Outreach Coordinator, Project Smokebusters

CLASSIFICATION NUMBER 2492

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director, Ozark Public Health Institute

MAJOR ADMINISTRATOR Associate Provost for Graduate Studies and Research/Director of the Graduate College

GENERAL FUNCTION

The Outreach Coordinator is responsible for implementing Project Smokebusters in schools and/or communities to prevent and decrease youth smoking in Missouri. Continuation of the project is contingent on grant funding.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A bachelor’s degree is required.

Experience: Two years of experience working with youth, preferably in an education setting.

Skills: Excellent oral and written communication skills are required. Experience using Microsoft Office software is required. The demonstrated ability to work independently and as a team member is required. Effective organization skills are required.

Other: Must have a valid Missouri driver’s license and access to use of a vehicle in order to travel throughout the assigned region.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Implements Project Smokebusters in at least forty school districts in southern Missouri by working with the Missouri Department of Health and Senior Services and the Youth Tobacco Prevention Implementation and Evaluation contractor to assure near-peer mentors are available for Smokebusters teams, coordinating and implementing facilitators’ training in the region, holding a minimum of nine youth Smokebusters trainings in southern Missouri, assuring that appropriate evaluation forms are completed and submitted, and assisting in organizing participating schools in the southern Missouri region to attend the Youth Summit in 2009.

2. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development training, and attending training and/or seminars as directed by the Director, Ozark Public Health Institute.

3. Supports the overall success of TUP by performing all other duties as assigned.

SUPERVISION

The Outreach Coordinator, Project Smokebusters is supervised by the Director, Ozark Public Health Institute.

OFFICE OF HUMAN RESOURCES
AUGUST 2008

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 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.