TITLE Assistant to Head, Darr School of Agriculture-Student Services and Public Affairs
CLASSIFICATION NUMBER 2340
IMMEDIATE SUPERVISOR Department Head, Agriculture
MAJOR ADMINISTRATOR Dean
The Assistant to Head, Darr School of Agriculture (Student Services and Public Affairs) provides academic advising for selected student groups, coordinates dual credit classes, coordinates various public affairs and fundraising activities, and teaches an assigned course as needed.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Masters degree is required; a Master’s degree in an agricultural- or education–related field is preferred.
Experience: Three years of teaching experience at the high-school level is required.
Skills: Familiarity with Missouri State University agricultural programs and the agricultural industry is preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Provides academic advisement services for freshmen and transfer students, honors students, Agricultural Communication majors, Pathways Program students, and clubs as needed.
2. Provides dual credit coordination by working with high school teachers on curriculum and tests and liaising with Missouri State University dual credit administration.
3. Coordinates the Agriculture Department’s public affairs activities, such as, FFA contests, leadership conferences, public speaking contests, the scholarship banquet, Ag Forum, alumni events, and student recruitment activities.
4. Teaches a course for Agricultural Education majors and provides student teaching supervision as needed.
5. Assists with fundraising activities for the Darr School of Agriculture.
6. 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 required by the department head.
7. Supports the overall success of the Agriculture Department by performing all duties as assigned.
The Director of Student Services and Public Affairs in Agriculture is supervised by the Head, Agriculture and supervises administrative support staff.
OFFICE OF HUMAN RESOURCES
REVISED JULY 2010
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 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
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.