TITLE Executive Director, Missouri Campus Compact
CLASSIFICATION NUMBER 1059
IMMEDIATE SUPERVISOR Associate Provost for Access and Outreach; Council of Presidents of the Missouri Campus Compact/Chair of the Council of Presidents (President of the host campus)
MAJOR ADMINISTRATOR President
The primary job duty of the Executive Director, Missouri Campus Compact is providing leadership, recognition, and support to the member institutions to increase civic education for students and the civic engagement efforts of the campuses themselves. The Executive Director, Missouri Campus Compact develops and implements programs and services, provides oversight and leadership to the Compact’s councils, administers grant programs, and leads fund development initiatives.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required; a Master’s degree or higher is preferred.
Experience: Experience in creating tangible programs or initiatives that carry out a philosophical commitment to civic engagement is required. Two years of work experience in higher education, preferably in service-learning or in the area of campus-community collaborations, is required. Experience in making public presentations and public speaking is required. Experience working with college and university presidents and administrators and diverse governing boards is preferred. Successful experience in fundraising and/or grant writing is preferred.
Skills: Must be able to articulate a philosophical commitment to civic engagement and the civic purposes of higher education. Strong oral and written communication skills are required. Organizational and office management skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Facilitates achievement of the mission of the Missouri Campus Compact to develop and enhance citizenship skills and commitments among Missouri’s students to be civically engaged citizens as well as supporting the institutions in being themselves engaged citizens of the state by developing a long-range plan for the Compact and identifying obtainable short-term goals.
2. Helps to ensure the effectiveness of the Missouri Campus Compact by maintaining relationships with the executive Council, the Council of Presidents, the Missouri Campus Compact Advisory Council, and other significant stakeholders and developing and maintaining a statewide network of relationships among faculty, staff, students, and administrators of member institutions involved in the various facts of civic engagement.
3. Exercises fiscal accountability by managing the budget of the Missouri Campus Compact in accordance with the established fiscal policies of Missouri State University and obtaining and administering external funding for programmatic initiatives and statewide grant programs in service and of benefit to member institutions.
4. Promotes civic engagement for the benefit of member institutions by organizing events, conferences, workshops as well as attending other related conferences and events, making site visits to member campuses, and connecting member institutions of the Compact with resources supplied by the National Campus Compact office.
5. Maintains active involvement in the national civic engagement movement by understanding and supporting the National Campus Compact and its strategic plan and other regional Compact collaborations.
6. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
7. 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 required.
The Executive Director, Missouri Campus Compact reports to the Board of Presidents, Missouri Campus Compact and receives day-to-day supervision from the Associate Provost for Access and Outreach acting in the capacity of liaison to the Missouri Campus Compact. The Executive Director, Missouri Campus Compact assists in the supervision of clerical staff, student workers, and graduate assistants.
OFFICE OF HUMAN RESOURCES
REVISED NOVEMBER 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 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
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 4 - 850 Points: The employee operates under administrative supervision and makes decisions based on broadly-stated University objectives and available resources. Administrative guidelines are expressed in terms of project or program outcomes and deadlines with few comprehensive guidelines. Decisions are based on inadequate guidelines that require considerable interpretation and force the employee to plan all phases of the assignment. Assignments may be unrelated in function and the work requires many different processes and methods and a great deal of analysis to identify the nature and extent of problems. The work may require the employee to develop new methods and to deal with many variables, including some that are unclear or conflicting. Characteristic jobs at this level may involve directing large and/or complex programs, projects, or departments in which the work cuts across functional lines or requires dealing with unprecedented issues.
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.