TITLE Project Director, VESTA
CLASSIFICATION NUMBER 9122
IMMEDIATE SUPERVISOR Dean of the College (West Plains Campus)
MAJOR ADMINISTRATOR Chancellor (West Plains Campus)
The primary duty of the Project Director, Viticulture and Enology Scientific and Technology Training Alliance (VESTA) is directing a National Science Foundation (NSF) grant to develop and implement Associate of Applied Science degree programs in Viticulture and Enology and a one year Enology Assistant Certificate and Certificate in Applied Viticulture. The Director ensures that the project meets established goals, objectives, and federal guidelines and is responsible for VESTA implementation, management of day-to-day operations, planning, budgeting, development of reports, and maintenance of project records. The project is a collaborative effort of the University and selected community colleges in the Midwest. The Project Director is the primary liaison between the VESTA Project, University administrators, and representatives from academic institutions, industry, and state agencies.
This is a grant-funded position.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education:A Master’s degree in Educational Administration, Viticulture, Enology, Food Science, Horticulture, Biology, or a related field is required.
Experience: Two years of experience in project management, personnel management, and fiscal management are required. Leadership experience is required. Grant administration experience is preferred.
Skills: Effective oral and written communication skills are required. Effective interpersonal skills and organizational skills are required. Expertise in distance education and project development or administration is required.
Other: Regular travel throughout a multi-state region is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures that the VESTA Project operates in accordance with NSF guidelines and the specific goals, objectives, and activities outlined in the University’s proposal.
2. Supports the development of Associate of Applied Science degrees and Certification programs in Viticulture and Enology by promoting the programs throughout the multi-state region, coordinating curriculum development and instructional design, facilitating student recruitment, and arranging field training with wineries and vineyard owners.
3. Ensures that the project is fully operational by serving as the primary liaison between the VESTA Project and University administration and regularly reporting to VESTA partner institutions, advisory committees, and University administrators to discuss the progress of grant initiatives, accountability measures, and project concerns.
4. Assures effective administration of the VESTA Project by monitoring day-to-day operations and processes involving staff performance, budget, reports, and purchases and working with Financial Services to assure that financial records are in compliance with federal and University guidelines.
5. Establishes and maintains close working relationships with representatives from the grape and wine industry, community colleges and universities, state agriculture agencies, state and local educational agencies, and the National Science Foundation.
6. Effectively manages the VESTA Project by ensuring that the project meets all grant obligations in a timely manner, preparing and submitting all necessary NSF reports in a timely manner, and implementing and monitoring fiscal records related to grant funds and project objectives.
7. Ensures effective communication by serving as a liaison with the NSF office, attending NSF meetings and maintaining the VESTA web site.
8. Supervises all details of the VESTA Project by monitoring and reviewing VESTA student progress and assuring that all VESTA student records and files are complete, current, and confidential.
9. Documents VESTA Project progress in achieving its funded objectives by coordinating evaluation of the project.
10. Represents the VESTA Project at appropriate meetings, both locally and regionally.
11. Secures funding for the continuation of the VESTA Project by doing research and working closely with the Director of Sponsored Research and Programs to coordinate the writing of cooperative agreements and grant proposals.
12. Remains competent and current through self-directed professional reading, developing and maintaining professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required by the Dean of the College (West Plains campus).
13. Helps to assure the overall success of the Viticulture and Enology Science and Technology Alliance by performing all other duties as assigned.
The Project Director, VESTA is supervised by the Dean of the College (West Plains campus) and supervises support staff assigned to the VESTA Project.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2007
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 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.