TITLE Project Coordinator, TESOL
CLASSIFICATION NUMBER 2454
IMMEDIATE SUPERVISOR Principal Investigator
MAJOR ADMINISTRATOR Department Head, English
The Project Coordinator –Teaching English to Speakers of Other Languages (TESOL) coordinates aspects of an in-service program for public school teachers, including recruiting participants, creating informational materials, monitoring program participants’ progress, assisting with testing and data collection, and serving as a liaison with participating local educational agencies. This is a grant-funded position; continuation of the position is dependent on continued grant funding.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree in education or a closely related field is required; a master’s degree is preferred with Missouri teacher certification and K-12 English as a Second Language (ESOL) endorsement.
Experience: A least one year of academic advising experience is required. Public school administrative experience, demonstrated excellence in certified K-12 public school teaching with English language learners (ELLs), and bilingual proficiency are preferred. Experience with data management, assessment, teacher work sample, practitioner inquiry, and educational research are preferred.
Skills: Excellent verbal and written communication skills are required. Readiness to serve language minority students and their families is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: A valid Missouri driver’s license and insurance coverage sufficient to meet University requirements is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Recruits in-service teacher participants, facilitates enrollment, and provides program orientation.
2. Coordinates support for participants to meet their educational goals.
3. Creates informational materials, including handbooks and websites.
4. Maintains a repository of data and documents that serve accountability and replicability of the IELT-Ozarks project.
5. Monitors participants’ progress toward completion, including successful completion of a teacher work sample and service learning project with practioner inquiry.
6. Assists with testing and data collection to evaluate the outcomes of an educational intervention.
7. Serves as liaison with the participating local educational agencies.
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.
The Project Coordinator – TESOL is supervised by the principal investigator.
OFFICE OF HUMAN RESOURCES
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 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 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.