TITLE Coordinator, Small Business and Technology Development Center, West Plains
CLASSIFICATION NUMBER 1122
IMMEDIATE SUPERVISOR Director, University/Community Programs
MAJOR ADMINISTRATOR Chancellor, West Plains Campus
The Coordinator of the Small Business and Technology Development Center - WP is responsible for providing consultation services to small businesses in south central Missouri on a wide range of topics including strategic planning, marketing, retailing, accounting, advertising, budgeting, business planning, loan proposals, and personnel to promote growth, expansion, innovation, increased productivity, and management improvement. The Coordinator of the Small Business and Technology Development Center – WP develops and coordinates training seminars and classes designed to meet specific needs of small business owners and managers and works directly with business and industry leaders to design training and professional development programs to meet specific company needs. The Coordinator of the Small Business and Technology Development Center – WP coordinates the resources of the federal, state and local governments with the resources of the University and the private sector to promote growth, expansion, innovation, increased productivity, and management in small businesses and prospective small businesses in south central Missouri.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree in Business, Engineering, Management, or a related field is required. A Master’s degree in Business Administration is preferred.
Experience: At least three years of experience is required in progressively responsible positions that include experience in management, business consultation, finance (specifically budget projections), and marketing and promotions. Experience in manufacturing and/or fundraising is preferred.
Skills: Strong oral and written communication skills, excellent interpersonal skills, and management skills are required. Strong computer skills in using spreadsheets, presentation software, and word processing are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Scope: The position also requires evening and occasional weekend work. Occasional overnight, out-of-town travel is also required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Provides an effective consultative service to small businesses by establishing cooperative one-on-one relationships with business owners and managers, recommending viable options or identifying resources to address their stated and/or assessed needs, and conducting follow-up sessions with the management of participating small businesses to determine if the stated objective has been met.
2. Develops goals, objectives and action plans in coordination with the Small Business and Technology Development Center, Missouri State University-Springfield.
3. Helps to obtain funding for various initiatives by writing, when appropriate, grant applications to support activities associated with the Small Business and Technology Development Center. Collaborates closely with the Director of University/Community Programs and the Director of Development at Missouri State University-West Plains to provide initiatives leading to private gift monies to sustain and expand the future of the Small Business and Technology Development Center.
4. Assists in the achievement of suggested Small Business Administration program objectives by implementing special projects which are beneficial to area small businesses and are functions of the economic development mission of the Small Business and Technology Development Center.
5. Maintains professional competence and expands the knowledge base and ability of the Small Business and Technology Development Center to serve the business and industrial community through involvement in professional organizations and attendance at professional development conferences, workshops and seminars at the national, state and regional level.
6. Manages funds by planning and developing the Small Business and Technology Development Center ’s budget, exercising authority regarding expenditure of Center funds, including any funds obtained through grants and adhering to the grant-making body’s guidelines and regulations, as well as those of Missouri State University.
7. Provides regular reports to the Springfield Small Business and Technology Development Center on client and center activity in accordance with the Missouri Small Business and Technology Development Center Standard Operating Procedures and the goals as set forth annual by the United States Small Business Administration and the Missouri Small Business and Technology Development Center’s administrative office.
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 required by the Director of University/Community Programs.
10. Contributes to the overall success of the Small Business and Technology Development Center, the University/Community Programs, and Missouri State University-West Plains by performing all other duties and responsibilities as assigned.
The Coordinator of the Small Business and Technology Development Center - WP is supervised by the Director of University/Community Programs; however, program oversight is provided by the Director of the Small Business and Technology Development Center, Missouri State University/Springfield. The Coordinator of the Small Business and Technology Development Center - WP supervises a clerical worker and may direct business consultants as required.
OFFICE OF HUMAN RESOURCES
REVISED MARCH 2014
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 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.