9123 VESTA Missouri Coordinator

CLASSIFICATION Nonexempt

IMMEDIATE SUPERVISOR Project Coordinator, VESTA

MAJOR ADMINISTRATOR Department Head, Agriculture

GENERAL FUNCTION

The Viticulture and Enology Scientific Training Alliance (VESTA) Missouri Coordinator serves as a liaison between the VESTA Regional Center of Excellence, the Missouri grape and wine industry, and current and future students.  The VESTA Missouri Coordinator serves as advisor to students enrolled in VESTA courses hosted by Missouri State University – West Plains, plans and coordinates VESTA workshops conducted at Missouri State – Mtn. Grove campus or surrounding areas, makes site visits to student field practicum sites located within the state of Missouri, and represents the VESTA Regional Center at industry conferences within the state of Missouri.

This is a grant-funded position.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor’s degree in Viticulture and/or Enology, Food Science, Horticulture, Biology, Business, or related fields is required.

Skills: Administrative skills are required. Must be able to utilize computer applications, including Word, Excel, and PowerPoint. Effective communication and collaboration skills are required.

Other: A valid Missouri driver’s license is required. Regular travel throughout Missouri is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Facilitates student participation in Associate degree and certification programs in Viticulture and Enology by working with the Missouri State University – West Plains Academic Dean, the Registrar, and admissions personnel to assure enrollment and progression through the program.

2. Plans, coordinates, and promotes industry workshops as a joint venture between VESTA Regional Center and Missouri State University – Mtn. Grove campus.

3. Facilitates the student field experience by working with both students and mentors and performing periodic site visits during the field practicum experience.

4. Represents the VESTA Regional Center of Excellence at industry conferences located within the state of Missouri.

5. Assists in the marketing of the VESTA program throughout the state of Missouri through booth presence at industry conferences, the development of marketing brochures and materials, and making contributions to VESTA website and electronic newsletters.

6. Assists in the coordination of VESTA Missouri Advisory Council including member selection and annual meeting organization.

7. Remains competent and current through self-directed professional reading, developing and maintaining professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required.

8. Helps to assure the overall success of the Mid-America Viticulture and Enology Center by performing all other duties as assigned.

SUPERVISION

The VESTA Missouri Coordinator is supervised by the Project Coordinator, VESTA.

OFFICE OF HUMAN RESOURCES

JUNE 2009

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.