1026 Program Coordinator, Green Dot


TITLE Program Coordinator, Green Dot







The Program Coordinator, Green Dot leads the Green Dot initiative, a comprehensive approach to violence prevention that capitalizes on the power of peer and cultural influence across all levels of the socio-ecological model by targeting all community members as potential bystanders and seeks to engage them through awareness, education, and skills practice in proactive behaviors, including reactive interventions in high risk situations, that establish intolerance of violence as the norm. The Program Coordinator, Green Dot trains and organizes faculty and staff to fully integrate Green Dot into University life to create a violence-free culture. This is a grant-funded position and continuation of appointment is dependent on ongoing grant funding.


Education: A Bachelor’s degree is required.

Experience: At least one year of experience in program coordination is preferred.

Skills: Excellent verbal, written, and interpersonal communication skills are required. The ability to organize and coordinate efforts to accomplish campaign objectives is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Grant management and workshop/conference facilitation experience is preferred. 

Certification: If not Green Dot-certified at the time of hire, Green Dot certification is required within three months of hire.

Other: A valid Missouri driver’s license is required. Some evening and weekend work is required. Some travel is required including overnight trips.


1. Implements and oversees the three key strategies of the Green Dot: social media campaign, overview speeches, and bystander intervention.

2. Uses innovative and interesting tactics to implement Green Dot in order to effectively engage students.

3. Plans and implements a broad range of educational efforts regarding sexual and relationship violence.

4. Establishes and oversees time-critical, deliberate action events in response to and regarding sexual and relationship violence.

5. Communicates two norms: violence is not tolerated on this campus and everyone is expected to do their part.

6. Manages the day-to-day administration of the Green Dot program contract by ensuring that the University meets all contract obligations in a timely manner, assuring the timely preparation and submission of required reports, and conducts administrative operations in compliance with the contract.

7. Develops and maintains online and print resources for faculty, staff, and students.

8. Analyzes and understands data related to violence prevention and implements programs and initiatives to improve these performance metrics.

9. Works with the Title IX Coordinator to ensure comprehensive education and response initiatives.

10. Works collaboratively with all populations on campus, supporting diversity and inclusion.

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

12. 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.

13. Helps to ensure the overall success of the Green Dot Violence Prevention Strategy by performing all other duties as assigned.


The Program Coordinator, Green Dot is supervised by the Title IX Coordinator.




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 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.

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 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.