TITLE Coordinator, Business Management, College of Agriculture
CLASSIFICATION NUMBER 2342
IMMEDIATE SUPERVISOR Dean, College of Agriculture
MAJOR ADMINISTRATOR Provost
The Coordinator, Business Management, College of Agriculture plans, organizes, and conducts business and support services for the College of Agriculture, which includes Karls Hall, the William H. Darr Agricultural Center, Baker’s Acres, Shealy Farm, The Woodlands, the Mountain Grove campus, and the Journagan Ranch. The Coordinator, Business Management, College of Agriculture oversees contracted services, facility rental fee schedules and contracts, and assists with the acquisition and divestiture of property. The Coordinator, Business Management, College of Agriculture develops and maintains policies and procedures to establish and maintain financial accountability, fiscal control, risk management, and effective resource utilization for assigned programs, and represents the College of Agriculture as assigned in negotiations and the awarding of contracts.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree in Agriculture, Business, Engineering, Public Administration, or a related field is required.
Experience: At least three years of comprehensive management experience that includes some or all of the following areas: agricultural land management, purchasing, contract management services, budget development, analysis, and implementation, insurance and risk management, policy development and implementation, project management, records management, property and equipment acquisition and management, real estate acquisition and divestment, administrative business systems software, bid documentation, and contract negotiation. Experience at an institution of higher education is preferred.
Skills: Leadership abilities are required. Management skills, particularly problem-solving and decision-making as well as organizational and supervisory skills, are required. Strong verbal and written communication skills are required. Computer literacy is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: The scope of the job frequently requires working in the evenings and on weekends. A valid Missouri driver’s license is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures the coordinated delivery and/or use of essential support services for the College of Agriculture in a cost-effective manner by participating in the establishment of prices and fees to be charged for contract services, facility rentals, farm product sales, and special educational enterprises.
2. Develops policies and procedures and establishes goals and objectives to meet the support needs of the College of Agriculture and evaluates progress toward their achievement.
3. Monitors the expenditures, including labor, and incomes from each of the farm enterprises, i.e., Wine, Fruit, Beef, Horse, Forage, Timber, etc. from each of the MSU properties that are managed by the College of Agriculture.
4. Monitors motor pool expenditures, assuring proper allocation of costs and filing of required University reports.
5. Participate in activities involving the MSU Foundation, public affairs, and in governmental relations.
6. Working in coordination with the Accounting Specialist and the Dean, College of Agriculture, assists in the preparation of the annual operating budget by planning, developing and controlling assigned budgets and monitoring assigned operating budget expenditures throughout the year.
7. Coordinates and administers risk management for the College of Agriculture in coordination with the risk management function of the University.
8. Provides for effective records management in the area of responsibility by establishing and maintaining a records management program in compliance with University guidelines, State of Missouri records requirements, legal requirements, and standard business practices.
9. Reviews and recommends approval of contracts in compliance with University guidelines and in light of the adequacy of contract terminology, content, and obligation of resources of the College of Agriculture.
10. Supervises assigned employees, recruits and hires qualified applicants, provides training and orientation on policies and procedures, assigns areas of responsibility, supervises work activities, and evaluates performance.
11. Works with the Coordinator, Facilities Maintenance, College of Agriculture to recommend the acquisition of contract services by writing and/or reviewing the specifications for the contract work to be performed, analyzing estimates from reputable vendors, and determining (in conjunction with the Procurement Services) the lowest/best bid.
12. Assists the Dean, College of Agriculture by working with the Coordinator, Business Management, College of Agriculture to conduct and supervise real estate procurements and divestments, including appraisals, negotiations, legal recording procedures, and related records management.
13. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
14. Remains competent and current through self-directed professional reading, develops professional contacts with colleagues, attends professional development seminars, and attends training and/or courses as directed by the supervisor.
15. Contributes to the overall success of the College of Agriculture by performing all other duties and responsibilities as assigned.
The Coordinator, Business Management, College of Agriculture is supervised by the Dean, College of Agriculture and supervises assigned full and part-time staff.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 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 4 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls 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.