2599 Director, Dual Credit Program


TITLE Director, Dual Credit Program




IMMEDIATE SUPERVISOR Associate Provost, Access and Outreach



The primary job duty of the Director, Dual Credit Program is to provide leadership and coordination for the development and administration of the off-campus high school dual credit program. The Director, Dual Credit Program builds relationships with high schools across Missouri to increase dual credit enrollment by assessing the needs of off-campus high school dual credit students and school districts, coordinating with academic departments and colleges to provide courses in response to those needs, implementing marketing and promotion strategies to ensure participation, providing admission and registration support services at off-campus sites, and overseeing orientation and administrative support for students and faculty. The Director, Dual Credit Program ensures that the Dual Credit Program is administered in accord with guidelines established by the University, the Missouri Coordinating Board for Higher Education, and the Higher Learning Commission, creates systems to track and document that dual credit guidelines are being met, and is responsive to changing technologies and advances in delivery.


Education: A Bachelor’s degree is required, an emphasis in education or a related field is preferred. A Master’s degree is preferred.

Experience: At least four years of successful K-12 or higher education experience is required, that include program development, project management and teaching or administrative responsibilities. Prior experience with dual credit instructional delivery is preferred.

Skills: Excellent verbal and written communication skills, interpersonal skills (particularly in working with school teachers and administrators), the ability to work well with parents and high school students, and decision-making skills are required. A high level of technology proficiency including Microsoft Office, Learning Management System (LMS) utilization such as Blackboard, use of communication platforms for mobile devices, and communication using social media. Project management and organizational skills are required. Promotion and public relations skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Effort: This position makes informational presentations frequently and transports promotional materials and media equipment weighing up to forty pounds.

Other: Out-of-town travel throughout the state of Missouri is required. The scope of the position may occasionally require some evening or weekend work to oversee off-campus dual credit programs and related duties.


1. Provides leadership and oversight for the development, expansion, and administration of the University’s off-campus high school dual credit program in accord with guidelines established by the University, the Missouri Coordinating Board for Higher Education, the Higher Learning Commission, and the National Alliance of Concurrent Enrollment Partnerships (NACEP).

2. Promotes the growth, development, marketing, and administration of the Dual Credit Program, including the development and dissemination of guidelines for instructors, schools, students, and academic departments, making presentations at schools, initiating formal agreements with schools, recommending policy and procedural changes, overseeing orientation activities for students and instructors, coordinating with academic departments at the University, solving problems, and responding to constituencies in a timely manner.

3. Contributes to the achievement of the University’s recruitment and retention goals by identifying new dual credit courses, locations, and deliveries, working closely with high schools to respond to their needs, collaborating with the offices of admissions, registration, computer services, and enrollment management, and encouraging dual credit students to consider attending the University upon graduation.

4. Works cooperatively with Marketing and Promotions staff to develop and implement effective recruitment and marketing strategies related to the Dual Credit Program, including assistance with web content, preparation of publications, distribution of brochures and catalogs, etc

5. Works cooperatively with Access and Outreach’s Registration Services and other staff to ensure that special registration assistance is provided for dual credit students, including visits to area high schools in a timely manner to collect admission and registration materials to meet specified registration deadlines.

6. Assists in achieving the University’s goals by collaborating with colleagues in Outreach, providing supervision and coordination of direct reports, and promoting esprit d ‘corps with campus and off-campus organizational units, especially area schools and school districts.

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

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 as directed by the Associate Provost for Access and Outreach.

9. Contributes to the overall success of the Access and Outreach by performing these duties in a manner consistent with the mission, goals, values, and priorities of the University and by performing all other duties as assigned.


The Director, Dual Credit Program is supervised by the Associate Provost for Access and Outreach and supervises full-time staff, graduate assistants, and student employees.


APRIL 2016


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 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 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.