2571 Assistant Director, Small Business and Technology Development Center

POSITION IDENTIFICATION

TITLE Assistant Director, Small Business and Technology Development Center

CLASSIFICATION NUMBER 2571

GRADE 45

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director, Small Business and Technology Development Center

MAJOR ADMINISTRATOR Associate Vice President for Economic Development

GENERAL FUNCTION

The Assistant Director, Small Business and Technology Development Center coordinates and provides consultation services to small businesses on a wide range of topics including marketing, retailing, advertising, budgeting, business planning, loan proposals, and personnel. Assistant Director, Small Business and Technology Development Center is responsible for coordinating and monitoring academic class projects conducted by University students in the area of small business development in Southwest Missouri and develops and coordinates training seminars and classes designed to meet specific needs of small business owners and managers. The Assistant Director, Small Business and Technology Development Center assists in developing outreach and referral sources in the business community. The Assistant Director, Small Business and Technology Development Center assumes the duties and responsibilities of the Director during absences or when directed.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree in business or a related field is required. A master’s degree is preferred.

Experience: At least five years of professional full-time experience is required in progressively responsible positions that include experience in management, administration, business consultation, and seminar coordination. Three years of recent experience in consulting growth-oriented business enterprises is preferred. Experience in marketing and promotions is preferred.

Skills: Strong verbal and written communication skills, excellent interpersonal and management skills, in particular planning and budgeting, are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Other: Scope of the position requires evening and occasional weekend work. Occasional overnight, out-of-town travel is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Assists the Small Business and Technology Development Center in meeting its commitment to provide quality business and economic development assistance to the small business community of southwest and south central Missouri by establishing cooperative relationships with business and industry leaders, establishing relevant curriculum and program objectives, evaluating the programs, and conducting follow-up sessions with the management of participating small businesses to determine if the stated objectives have been met.

2. Ensures the ability of the Small Business and Technology Development Center to meet grant requirements regarding consultation services provided to small businesses by developing an annual schedule of student class projects, monitoring that progress toward meeting established objectives, and adjusting the schedule (as necessary) to ensure that specific objectives are met, in terms of which small business projects are selected and the hours of consulting provided.

3. Achieves economic impact goals as established by the Small Business Administration and the Missouri Small Business and Technology Development Centers administrative office related to job creation and retention, dollar amounts of loans and investments secured, increased sales, and the number of businesses acquired or started; specific economic impact goals may differ annually depending upon the contract award.

4. Provides an effective consultative service to small businesses by establishing cooperative one-on-one relationships with business owners and managers, recommending viable options or identifying resources to address their stated and/or assessed needs, and conducting follow-up sessions with the management of participating small businesses to determine if the stated objectives have been met.

5. Assists with the management of the daily operation of the Small Business and Technology Development Center by providing supervision to part-time employees and graduate assistants, training new employees in department operations, making work assignments, monitoring progress, and evaluating their work performance.

6. Assists with the development of training programs to meet specific needs of small businesses by surveying small businesses to determine their training and professional development needs, recommending relevant curriculum and program objectives, evaluating the training programs, and conducting follow-up sessions with participating small business leaders to determine if their stated needs were met.

7. Maintains professional competence and expands the knowledge base and ability of the Small Business and Technology Development Center to serve the business and industry community through involvement in professional organizations and attendance at professional development conferences, workshops and seminars at the state and regional level.

8. Ensures continuity of management within the Small Business and Technology Development Center by assuming the duties and responsibilities of the Director during absences or as directed.

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

10. 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 directed by the supervisor.

11. Contributes to the overall success of the Small Business and Technology Development Center by performing all other duties and responsibilities as assigned.

SUPERVISION

The Assistant Director of the Small Business and Technology Development Center is supervised by the Director of the Small Business and Technology Development Center and supervises part-time employees, graduate assistants, and student employees.

OFFICE OF HUMAN RESOURCES

REVISED JUNE 2014

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 5 - 3300 Points: Knowledge of the principles and methods of an administrative, managerial, or professional field such as accounting or auditing, financial management, information technology, business administration, human resources, engineering, law, social sciences, communications, education, or medicine. Knowledge permits employee to supervise projects and/or departments using standard methods to improve administrative and/or line operations. Knowledge also permits employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge at this level requires a Bachelor's or Master's degree with substantial related work experience, including up to two years of administrative or supervisory experience. Alternatively, this level may require a professional or clinical degree beyond the Bachelor's degree with moderate related work experience; knowledge requirements include significant levels of related work experience.

Factor 2: Supervisory Responsibility

Level 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.

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 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.