TITLE Project Supervisor
CLASSIFICATION NUMBER 2305
IMMEDIATE SUPERVISOR Director, Center for Archaeological Research
MAJOR ADMINISTRATOR Dean, College of Humanities and Public Affairs
The Project Supervisor is responsible for the preparation of draft budget and technical proposals for archaeological projects, directing small to medium size archaeological survey and testing projects, supervising artifact analyses, and writing technical reports for the Center for Archaeological Research. The Project Supervisor also assists principal investigators with large archaeological projects as assigned.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree in Anthropology or a related field is required. A Master's degree is preferred.
Experience: At least one year of experience in contract archaeology working with a university/college, private firm, and/or governmental agency is required. Experience in preparing archaeological reports is required. A research specialization is required.
Skills: Strong verbal and written communication skills are required. Excellent interpersonal skills are required. Supervisory experience is required. Functional knowledge of the use of personal computers and proven report preparation 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: The position entails some strenuous physical labor and requires the ability to carry equipment and archaeological samples weighing up to 20-30 pounds, using a shovel and other associated tools to excavate archaeological sites, and climbing steep grades on foot in rugged terrain.
Other: The scope of the position requires occasional evening and weekend work. Occasional overnight, out-of-town travel is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Provides quality, professional research services to clients of the Center for Archaeological Research on small to medium size archaeological survey and testing projects by supervising field and laboratory analyses which includes utilizing field and laboratory equipment such as compasses, transits, Munsell color charts, Oakfield Corers, flotation machines, balances/scales, and binocular microscopes, and supervising artifact analyses.
2. Ensures that reports are reflective of the professionalism of the Center for Archaeological Research by preparing technical reports according to guidelines established by the Missouri Department of Natural Resources or other federal or state agency as required.
3. Contributes to overall mission of the Center for Archaeological Research through the preparation of draft budget and technical proposals for archaeological projects.
4. Facilitates the completion of field and laboratory investigations by assisting the Director or other research archaeologists with planning, designing, mobilizing, or directing survey, testing, and mitigation projects funded by grants or contracts.
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 contact with colleagues, attending professional development courses, and attending training and/or courses as required.
7. Contributes to the overall success of the Center for Archaeological Research by performing all other duties and responsibilities as assigned.
The Project Supervisor is supervised by the Director of the Center for Archaeological Research and exercises supervision of professional and clerical staff, student employees and graduate assistants.
OFFICE OF HUMAN RESOURCES
REVISED DECEMBER 2017
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in 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 to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount 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 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
Factor 4: Job Controls and Guidelines
Level 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
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.