Missouri State University

1980 Associate Director, JQH Arena, Hammons Student Center, and Plaster Sports Complex

POSITION IDENTIFICATION

TITLE Associate Director, JQH Arena, Hammons Student Center, and Plaster Sports Complex

CLASSIFICATION NUMBER 1980

GRADE 44

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director of JQH Arena, Hammons Student Center, and Plaster Sports Complex

MAJOR ADMINISTRATOR Executive Director, Athletic and Entertainment Facilities

GENERAL FUNCTION

The Associate Director of JQH Arena, Hammons Student Center, and Plaster Sports Complex assists in the management of daily operations of JQH Arena, Hammons Student Center, and Plaster Sports Complex.  Management responsibilities include hiring, training, scheduling, and supervision of part-time and student employees serving at the facilities, event coordination for special events (i.e., concerts, athletics contests) at the three venues, and front-of-the-house management of events. 

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree is required, with a major in Communications, Business, Physical Education, or Recreation preferred.

Experience: Two years of experience in facility management is required; managerial experience at a public assembly or recreational facility at the college/university level, which includes crowd management, is preferred. Experience working in diverse environment and/or with students from diverse backgrounds is preferred.

Skills: Demonstrated oral and written communications skills and strong organizational skills are required.  Computer literacy, particularly with word processing and database applications, is preferred.

Other: The scope of the job requires frequent evening and weekend work.

Effort: Occasionally required to lift and carry supplies and equipment weighing 25 – 50 pounds.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Assists in ensuring that JQH Arena, Hammons Student Center (HSC), and Plaster Sports Complex (PSC) serve the University's recreational, intramural, academic, athletics, and special events needs by managing assigned events in a professional manner, interfacing with current and potential users of the facilities, coordinating sound and lighting support, scoreboard operations, HVAC, event staffing (i.e., ticket takers, ushers, custodians, uniform security, etc.) before, during, and following an event.

2. Schedules events into the three facilities, determines facility resources and staffing needs for each event, and tracks events and produces billing using Event Management (EMS) software.

3. Works with athletics coaches and campus organizations to develop and coordinate ongoing scheduling of facilities.

4. Recruits, selects, trains, schedules, and supervises 150 part-time and student employees serving as building and event staff.

5. Ensures a safe and secure environment and a positive patron experience by managing the front of the house operations at each event, providing pre-event briefings to employees, scheduling and supervising employees, handling emergencies, providing crowd control and patron relations (seating issues, refunds, handling unruly patrons, etc.), and securing the buildings after events have finished.

6. Determines physical and human resource needs for each event or group using the facilities, coordinates with vendors as needed, and determines, schedules, and oversees event set-up.

7. Maintains effective communications and coordination with law enforcement, Safety and Transportation, and Greene County Emergency Management to ensure the safety of patrons attending events.

8. Provides continuity of management in the operation of JQH Arena, Hammons Student Center and/or Plaster Sports Complex by assuming the duties and responsibilities of the Director in his/her absence.

9. Abides by and complies with National Collegiate Athletic Association (NCAA) and Missouri Valley Conference rules, academic standards, requirements, and policies of the University, and all guidelines and policies of the Athletics department and reports any concerns of compromise or violation of rules, standards, guidelines or policies to the Director of Athletics or the Associate Director of Athletics for Compliance.

10. Creates a working environment that encourages inclusion and respect for differences and encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds

11. Maintains competency and professional currency 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 JQH Arena, Hammons Student Center, and Plaster Sports Complex.

12. Contributes to the overall success of JQH Arena, Hammons Student Center, and/or Plaster Sports Complex by performing other duties as assigned.

SUPERVISION

The Associate Director of JQH Arena, Hammons Student Center, and Plaster Sports Complex is supervised by the Director of JQH Arena, Hammons Student Center, and Plaster Sports Complex, supervises event staff, and makes recommendations which are given particular weight regarding the hiring, firing, advancement, promotion, and other changes of status of those supervised.

OFFICE OF HUMAN RESOURCES

REVISED DECEMBER 2011

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 5 - 730 Points: Supervision of (a) several work teams or work team leaders, (b) a rather large group of operative, administrative support, or paraprofessional employees, (c) a work group involving direction of skilled technical employees, (d) professionals in technical and skilled areas, and/or (e) subordinate supervisory personnel. The incumbent performs a full range of supervisory responsibilities including the authority to hire, train, transfer, promote, reward, or discipline others. Supervision will likely be general rather than close supervision of others. At this level, supervisory responsibilities consume significant amounts of work time and include substantial responsibility for work planning activities, staffing, and performance management as well as budgeting and planning functions.

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 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 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.