2657 Director, International Business Programs - College of Business

POSITION IDENTIFICATION

TITLE Director, International Business Programs - College of Business

CLASSIFICATION NUMBER 2657

GRADE 45

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Associate Dean, College of Business

MAJOR ADMINISTRATOR Dean, College of Business

GENERAL FUNCTION

The Director, International Business Programs (IBP) – College of Business (COB) administers, manages, and supports COB International Business Programs initiatives including study abroad exchanges, faculty exchanges, faculty-led short-term study away programs, and the General Business completion program at the MSU China campus. The Director, International Business Programs – COB collaborates with COB faculty, department heads, program directors, associate deans, and the dean to strengthen the College’s international curriculum, cultural programming, and extracurricular education opportunities to aid students and faculty in achieving and maintaining cultural competence as part of the public affairs mission.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A master’s degree in business or a related business field is required.

Experience: Two years of professional experience, preferably in leadership or management positions is required.  Experience interacting with diverse groups of students, staff, faculty, or external constituents is required.  Evidence of success in promoting or marketing programs or services is required.  At least one year of experience working with international students and/or programs, including international exchanges is preferred. A record of administrative and/or teaching experience in higher education is preferred. Demonstrated experience developing, implementing, and interpreting policies is preferred.

Skills: Effective interpersonal, verbal, and written communication skills are required.  Management, supervisory, organizational, problem-solving, research, and conflict resolution skills are required. The ability to work with diverse cultures and addressing culturally sensitive topics is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Effort: This position transports and sets up recruitment and display materials and media equipment unassisted.

Other: A valid Missouri driver’s license and unexpired passport is required. Availability to attend evening and weekend events is required.  Out-of-town, overnight and international travel is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Oversees all aspects of the COB IBP Office, including international exchange programs, faculty-led short-term programs, and faculty exchanges, administers the budget, and recruits, selects, trains, and supervises graduate assistants.

2. Assures compliance with University fiscal and Study Away policies.

3. Collaborates with COB Marketing, Communications, and External Relations’ staff to develop print and digital marketing, including the IBP website, to promote IBP programs and services.

4. Collaborates with the Study Away Office, Office of China Programs, and International Services to promote study away opportunities, faculty exchanges, and other international opportunities.

5. Assists and mentors COB faculty in developing and leading short-term faculty-directed study away programs.

6. Conducts an annual assessment of existing and potential courses for the COB globalization requirement.

7. Promotes both inbound and outbound Magellan faculty exchanges, tracks and manages inbound and outbound participants to maintain Magellan Exchange parity, assists both COB and non-COB students in researching, selecting, and applying for Magellan exchange and other study away programs, and serves as the primary point-of-contact for Magellan Exchange partner universities for inbound and outbound student inquires, requests, and/or issues.

8. Provides supporting documentation for outbound students’ visa applications and validates and documents transfer credit for returning students.

9. Approve and document fulfillment of the operational/cultural experience for International Business (IB) majors.

10. Collaborates with COB and other department heads to determine and maintain transfer equivalencies.

11. Plans and provides orientation sessions regarding international travel, housing, health, safety and security, and campus policies for outbound COB faculty, teaching assistants, and Springfield campus students traveling to and from the China campus.

12. Recruits, interviews, and participates in the selection of Teaching Assistants for the China Campus and, where applicable, arranges oral English presentation for international students serving as teaching assistants.

13. Performs administrative functions, including scheduling and building China campus business classes in Banner, arranging travel and housing and completing visa applications for traveling personnel, and training personnel on software applications used to support distance-learning courses.

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

15. Remains competent and current through self-directed professional reading, maintaining professional contacts with colleagues, attending professional development courses, and attending training and/or courses as directed by the supervisor.

16. Contributes to the overall success of the COB IBP by performing all other duties as assigned.

SUPERVISION

The Director, International Business Programs is supervised by the Associate Dean and supervises graduate assistants and student workers.

OFFICE OF HUMAN RESOURCES

JUNE 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 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 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.