TITLE Program Manager, Northwest Project
CLASSIFICATION NUMBER 7642
IMMEDIATE SUPERVISOR Principal Investigator
MAJOR ADMINISTRATOR Dean, College of Health and Human Services
The Program Manager, Fairbanks Hub coordinates the activities of the Northwest Project program, the purpose of which is to strengthen then pivotal assets proven to bolster chances of poverty alleviation. The Program Manager, Fairbanks Hub supports planning and coordination of activities, ensures implementation of policies and procedures, manages communications through media relations and social media, fosters positive relationships within the team and among clients and partners, and supports growth and program development.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required; a Master’s degree is preferred.
Experience: At least three years of experience working with community partners, social service agencies, and low socio-economic demographics is required; five years of experience as described above is preferred. Experience in program development, implementation, and coordination is required. Experience with grants, educational programming, budgets, and working with federal, state, and nonprofit agencies regarding compliance issues is highly preferred.
Skills: Strong verbal and written communication skills, excellent interpersonal skills, organizational skills, fiscal management, and recordkeeping skills are required. Computer literacy and information 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.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists with program administration and staff coordination.
2. Helps to ensure the program’s success by participating in program planning and development, utilizing proper screening procedures to assess the suitability of prospective program participants and planning, scheduling, and facilitating meetings.
3. Assures sound fiscal management and financial decisions by maintaining accurate records of expenditures and the payment of bills and providers and submitting invoices and financial reports to the appropriate agency as required.
4. Facilitates program evaluation of outcomes by maintaining a database of information and records of referrals, business and community sponsors, and program participation.
5. Helps to assure the program is meeting its goals and agencies’ needs by scheduling regular meetings with the Missouri State University Principal Investigator, funding agencies, and/or other fiscal agent administrators to provide program updates, plan future development, and discuss pertinent issues.
6. Identifies and utilizes established services, materials, programs, and other available resources by collaborating with the University and community resources.
7. Ensures ethical and fair treatment of participants in the program by establishing appropriate interactions/boundaries and maintaining the highest standards of confidentiality, including conducting the project in compliance with the project protocol as approved by the University’s Human Subjects Protection Committee.
8. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
9. 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.
10. Helps to ensure the overall success of the Northwest Project by performing all other duties as directed.
The Program Manager, Fairbanks Hub supervised by the Principal Investigator.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining 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, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate 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. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some 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 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.