TITLE Grant Development Specialist
CLASSIFICATION NUMBER 1239
IMMEDIATE SUPERVISOR Director of Development – West Plains
MAJOR ADMINISTRATOR Chancellor-West Plains Campus
The Grant Development Specialist assists faculty and staff in writing proposals for large- and small-scale projects, reviews and edits proposals, and assists in training faculty and staff in identifying funding opportunities, developing competitive proposals, and other aspects necessary for obtaining external funding. The Grant Development Specialist works with the Office of Sponsored Research & Programs on the Springfield campus to ensure that proposals are in compliance with applicable laws and federal regulations relating to external funding of University research, instruction, and public service programs.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required; a Master’s degree is preferred.
Experience: One year of administrative support experience which includes managing projects or complex processes is required. Experience writing and developing proposals for funding is preferred.
Skills: Exceptional oral and written communication skills are required. Word processing and electronic spreadsheet skills are required. Demonstrated knowledge and application of standard budgeting procedures is required. The ability to make sound decisions by applying policies and procedures and using available resources is required. Must have the ability to analyze information and research a variety of sources (including online sources) to identify and resolve problems or issues. The ability to work independently and with limited supervision is required. The ability to manage multiple projects and meet tight deadlines is required. The ability to follow detailed instructions is required.
Other: May require working evenings and weekends in order to ensure timely submission of grant applications and to meet deadlines.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Facilitates the development of proposals for Missouri State University-West Plains, including the writing of such proposals.
2. Develops collaborative opportunities with external organizations by working with University administrators, faculty, and staff.
3. Assists faculty and staff with writing, reviewing, editing, and meeting agency guidelines for all types of University-based teaching, research, and service proposals for external funding.
4. Promotes an understanding of the professional benefits of obtaining external funding by identifying funding opportunities that best match the interests of faculty and staff.
5. Encourages effective participation by faculty and staff in the grant writing process by assisting in training faculty and staff in developing plans for seeking external funding, identifying funding opportunities, and developing competitive proposals.
6. Working with the Office of Sponsored Research and Programs, and under the direction of the Director of Development-West Plains, helps to assure the proper application of policies and regulations regarding the submission of external grant proposals, compliance protocols, and acceptance of external grants and contracts by processing and reviewing all submissions from faculty, staff, and students in accordance with University policy and procedure and communicating the same to all parties, both within the University and outside the University.
7. Assists in the preparation and analysis of regularly scheduled and special requested reports regarding externally funded grant and research activities.
8. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by the Director of Development-West Plains.
9. Helps to ensure the success of the Development Office by assisting the Director in sponsored program activities and performing all other duties as assigned.
The Grant Development Specialist is supervised by the Director of Development-West Plains.
OFFICE OF HUMAN RESOURCES
REVISED AUGUST 2010
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in 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 to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of 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 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 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 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.