Missouri State University

9123 VESTA Missouri Coordinator

POSITION IDENTIFICATION

TITLE VESTA Missouri Coordinator

CLASSIFICATION NUMBER 9123

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Project Coordinator, VESTA National Center of Excellence

MAJOR ADMINISTRATOR Department Head, Agriculture

GENERAL FUNCTION

The Viticulture and Enology Scientific Training Alliance (VESTA) Missouri Coordinator serves as a liaison between the VESTA National Center of Excellence (a National Science Foundation-funded project involving partnerships among higher education institutions across the nation, as well as collaborations with state-level extension agents, state government agencies, and industry associations),  the Missouri grape and wine industry, and current and prospective students.  The VESTA Missouri Coordinator serves as an advisor to students enrolled in VESTA courses hosted by Missouri State University – West Plains, plans and coordinates VESTA workshops conducted in Missouri, and makes site visits to student field practicum sites located within the state of Missouri.  The VESTA Missouri Coordinator serves as VESTA recruiter and as a representative of the VESTA National Center at industry conferences primarily within the state of Missouri, and on occasion outside the state.  The VESTA Missouri Coordinator assists certificate and associate degree level VESTA program students pursuing education in the areas of enology, viticulture, and wine business entrepreneurship with the development of academic schedules and educational plans appropriate for their stated educational goals and meets with students to discuss educational options at the baccalaureate and masters level.  The VESTA Missouri Coordinator provides general information about the VESTA educational program, field experiences, and requirements for degree completion and completes a formal transcript analysis to determine the coursework.  The VESTA Missouri Coordinator maintains necessary records to monitor the academic progress of students and refers students to resources within the University that provide assistance to students having difficulty.

This is a grant-funded position.

MINIMUM ACCEPTABLE QUALIFICATIONS

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

Experience: One year of experience in marketing, promotion, and/or event organization is required.   

Skills: Familiarity with the grape and wine industry is preferred. Excellent interpersonal skills, in particular the ability to work with the public in person, on the telephone, and through electronic correspondence, are required. Strong verbal and written communication and organizational skills are required. Computer literacy is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Other: A valid Missouri driver’s license is required. Day trips and overnight travel throughout Missouri is required.  Periodic travel outside of Missouri is required. 

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Provides the essential student service of advisement to enology and viticulture certificate and Associate-degree students by being knowledgeable of academic policies and procedures unique to the education programs of the VESTA National Center and Missouri State University-West Plains by assisting students in the development of academic schedules appropriate for their stated educational goals, registering students for classes, processing add/drops, and directing students to resources within the VESTA program and the Missouri State University system that provide additional assistance as appropriate.

2. Assists in the management of program enrollment by reviewing registrations, tracking admission requirements, collecting student transcripts, and recommending approval for add and drop requests which are appropriate for the student and his/her educational plan.

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

4. Plans, coordinates, and promotes industry workshops as a joint venture between VESTA National Center, the Missouri State University – Mtn. Grove campus, the Darr Agricultural Center, and other locations in Missouri.

5. Represents the VESTA National Center of Excellence at industry conferences located within, and occasionally beyond, the state of Missouri.

6. Assists in the marketing of the VESTA program throughout the state of Missouri through the development of marketing brochures and materials and making contributions to the VESTA website and electronic newsletters for the dissemination of information about VESTA National Center activities planned and conducted in Missouri.

7. Oversees the coordination and implementation of the VESTA Missouri Advisory Council including member selection and annual meeting organization.

8. Participates in meetings and conferences of secondary school teachers and students, Missouri Workforce Development organizations, and other venues regarding career opportunities in the grape and wine industry and VESTA educational and professional development programs.

9. Serves as a leader and coordinator for all VESTA state coordinators, leads organizational and informational meetings, and serves as a resource for VESTA state coordinators from all alliance member institutions.

10. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

11. 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.

12. Helps to assure the overall success of the VESTA National Center of Excellence by performing all other duties as assigned.

SUPERVISION

The VESTA Missouri Coordinator is supervised by the Project Coordinator, VESTA National Center of Excellence.

OFFICE OF HUMAN RESOURCES

REVISED OCTOBER 2012

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 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.

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.