POSITION IDENTIFICATION
TITLE Director, Workforce Development & Community Education – WP
CLASSIFICATION NUMBER 1270
GRADE 44
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Dean for Career and Technical Education
GENERAL FUNCTION
The Director, Workforce Development and Community Education – West Plains is responsible
for directing the development and delivery of primarily non-credit training for industry’s
current and emerging needs and for new and expanding business and industry, as well
as community education. The Director, Workforce Development and Community Education
is also responsible for the development and management of the innovation hub/makerspace
programming, and services. The Director, Workforce Development and Community Education
serves as an active team member of various workforce development boards and committees,
actively pursues grants and other funding resources related to workforce development
and community education and manages the activities of all personnel involved in Workforce
Development and Community Education department and the university’s innovation hub/makerspace.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree is required; a Master’s degree in education, business,
marketing, engineering, technology or a related field is preferred. An equivalent
combination of years of experience and education may be considered for substitution
of educational requirements.
Experience: At least two years of experience in workforce development, education,
or continuing education programming is required. Experience working with businesses,
industries, community agencies, and public schools is required. Previous project management
experience is preferred. Teaching or employee development experience is preferred.
Curriculum development and or industrial training experience is preferred.
Skills: A strong work ethic, enthusiasm, and a high level of motivation are required.
Strong verbal and written communication skills are required. Excellent interpersonal
skills in the areas of relationship building, collaboration, team participation, creative
problem solving, conflict resolution, group planning, and decision-making processes
are required. Demonstrated potential to manage and lead complex projects is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Provides leadership and oversight of continuing education programs including workforce
development and occupational training, customized business and industry training,
non-credit training, community education, personal enrichment courses, college and
career readiness, and workplace employability skills.
2. Manages the university innovation hub/maker space, including equipment specification,
purchasing, maintenance, and community training and use of the innovation hub/maker
space.
3. Creates and maintains strategic partnerships with regional business and industry
to support economic development and workforce development activities and to develop
new services in response to the business environment.
4. Plans, implements, coordinates, and evaluates all customized non-credit training
delivered to area businesses and industries and the community, with a focus on professional
credentialing.
5. Coordinates efforts to develop programming for elementary and secondary students.
6. Recruits, supervises, and evaluates the staff of the Workforce Development and
Community Education department.Manages recruitment, promotion and outreach activities
for non-credit workforce development and community education courses and programs
along with related credit courses and programs.
7. Manages budget accounts, including targeting income, setting fees, writing proposals
for funding, approving expenditures, coordinating client billing and invoicing, and
coordinating workforce agency financial aid funding.
8. Actively researches, develop, writes, submits, and manages workforce training and
community education-related grants and pursues other avenues of training funds.
9. Works with academic program coordinators, department chairs, and faculty to coordinate
scheduling of classes, personnel, equipment, space, and funding to maximize resources.
10. Serves on various University committees.
11. 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 supervisor.
12. Contributes to the overall success of Missouri State University-West Plains by performing all other duties and responsibilities as assigned by the supervision.
SUPERVISION
The Director, Workforce Development and Community Education supervises full-time and
part-time staff assigned to the program.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3.0 - 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 3.0 - 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 4.0 - 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 3.0 - 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 4.0 - 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.
