TITLE Coordinator, Research Administration
CLASSIFICATION NUMBER 1068
IMMEDIATE SUPERVISOR Director, Office of Research Administration
MAJOR ADMINISTRATOR Vice President for Research and Economic Development and International Programs
The Coordinator, Research Administration assists the Director of Research Administration to increase external funding, particularly government grant funding, by being aware of and communicating funding opportunities to faculty, stimulating and working with faculty to develop competitive proposals, working closely with academic administrators to identify targets of opportunity and to organize and working with faculty to develop proposals that respond to these opportunities, and developing and conducting training programs in grant preparation for faculty. The Coordinator, Research Administration participates in collaborative relationships with other universities and local economic development organizations to promote increased funding for research and training from which Missouri State University might benefit.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A high school diploma is required; a Bachelor’s degree is preferred.
Experience: At least five years of professional experience in the administration of externally-funded sponsored research and associated funding agencies are required. Five years of increasingly responsible supervisory experience is preferred. A record of significant leadership experience in research and administrative operations is preferred. A successful record of obtaining government grants in an academic setting, particularly in collaboration with faculty groups, is preferred. Experience in establishing and maintaining relationships with government funding agencies is preferred.
Skills: Evidence of strong writing and editorial skills and excellent interpersonal skills are required. Demonstrated ability to work effectively with people from diverse disciplines and at varying organizational levels, including the ability to promote a working environment that builds collaborations, encourages interdisciplinary teamwork, and promotes diversity, is required. Proficiency with word processing and spreadsheet applications is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Experience using a pre- and post-award grants management system is preferred. The ability to lead a research administration office, establish strategic priorities, and advocate effectively for internal and external support of research, scholarship and creative activity to advance the mission of the University is preferred. Familiarity with research environments and infrastructure, patenting and licensing, current federal and state research compliance regulations, policies, and practices, federal and state funding opportunities and trends, national and international research organizations, faculty fellowship programs, and institutional partnerships and research collaborations, is preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Provides service to the faculty by facilitating their efforts to pursue scholarly activities, professional development, creative endeavors, training programs, equipment acquisition, and community service through the acquisition of extramural funding.
2. Assists the Director in promoting externally sponsored instructional, research and public service programs by disseminating information on funding sources to faculty, including publishing a newsletter and conducting periodic grant information workshops.
3. Provides pre-award administrative assistance to faculty applying to external agencies for project funding by reviewing proposals, assisting in the development of proposal budgets, critiquing proposals, ascertaining that required certifications and institutional assurances and endorsements are prepared for signature by an authorized institutional representative, obtaining the approval of appropriate University administrators, providing the required number of copies for the sponsoring agency, forwarding the proposal with a transmittal letter and other pertinent information, as required, to the sponsor.
4. Assists the Director of Research Administration in evaluating adherence to University, sponsor, federal, and state laws, regulations, and policies governing funded projects by reviewing all proposals, contracts and other agreements, submitted to external agencies by faculty and staff.
5. Assists faculty in locating potential funding opportunities by researching publications and electronic databases, and disseminating information on funding sources to faculty and staff.
6. Assists in coordination of post-award processes by working with University administration, faculty, staff and funding agencies.
7. Oversees the management of the electronic grants management system.
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 by the Director of Research Administration.
10. Contributes to the overall success of the Office of Research Administration by performing all other duties and responsibilities as assigned.
The Coordinator, Research Administration is supervised by the Director of Research Administration and supervises full-time professional staff and graduate assistants.
OFFICE OF HUMAN RESOURCES
REVISED APRIL 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 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into 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 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.