TITLE Small Business Consultant
CLASSIFICATION NUMBER 2573
IMMEDIATE SUPERVISOR Director, Small Business and Technology Development Center
MAJOR ADMINISTRATOR Associate Dean, College of Business Administration
The Small Business Consultant is responsible for providing consultation services to small businesses in Missouri on a wide range of topics including marketing, finance, including loan proposals and accounting, management, personnel, and business and strategic planning to promote growth, expansion, innovation, increased productivity, and management improvement. The Small Business Consultant helps coordinate training seminars and classes designed to meet specific needs of small business owners and managers.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree in Business or a related field is required. A Master’s degree in Business Administration is preferred.
Experience: At least three years of experience is required in progressively responsible positions that include experience in business consultation, marketing, finance (specifically financial projections), and management. Experience with manufacturing, technology, services, or wholesale business is preferred.
Skills: Strong oral and written communication skills, excellent interpersonal skills, and 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.
Scope: The position also requires evening and occasional weekend work. Occasional overnight, out-of-town travel is also required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. 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.
2. Assists in the achievement of economic impact goals as established by the Small Business Administration, the Missouri Small Business Development Centers’ administrative office, and the Missouri State University SBDC 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.
3. Assists with the administration of training programs to meet specific needs of small businesses by identifying prospective participants, arranging for the use of facilities and equipment, assisting with the printing and distribution of brochures and printed materials, serving as a representative of the Small Business and Technology Development Center during training sessions, and collecting and processing fees and associated funds and billings.
4. Assists in the achievement of program income goals as established by the Missouri Small Business Development Centers’ administrative office and the SBDC office at Missouri State University.
5. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
6. 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.
7. Contributes to the overall success of the Small Business and Technology Development Center by performing all other duties and responsibilities as assigned.
The Small Business Consultant is supervised by the Director of the Small Business and Technology Development Center and supervises a Graduate Assistant.
OFFICE OF HUMAN RESOURCES
REVISED NOVEMBER 2017
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory 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.