POSITION IDENTIFICATION
TITLE Coordinator, Corporate Education and Business Engagement - West Plains
CLASSIFICATION NUMBER 1279
GRADE 44
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Dean of Academic Affairs
GENERAL FUNCTION
The Coordinator, Corporate Education and Business Engagement – West Plains serves
as the chief communications and marketing representative of Missouri State University
– West Plains’ Workforce Development Program and serves as the primary liaison with
business and industry, state, and federal boards, supporting agencies, elected officials,
and MSU officials and employees while seeking funds and resources. The Coordinator,
Corporate Education and Business Engagement prepares MSU – West Plains to meet the
workforce development needs of incoming and existing businesses and emerging entrepreneurial
companies.
This is a grant-funded position and continuation of the position is contingent on
continued grant funding.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required. A Master’s degree is preferred.
Experience: At least three years of experience working as a leader in workforce development
management including overseeing multiple employee training programs is required. Experience
seeking funds from or overseeing proper distribution of training funds on behalf of
state workforce development boards or governmental agencies is required. Experience
in solicitation of financial support from business or industry partners is required.
Experience preparing reports documenting compliance with terms of grants or workforce
training funds.
Skills: Exceptional interpersonal, verbal, and written communication skills are required.
A working knowledge of various computer software applications, including word processing
and database applications is required. Knowledge and expertise in the use of marketing
communication tools, including the use of digital marketing and social media is required.
Strong decision-making skills, the ability to prioritize tasks, and the ability to
leverage and manage resources, both internal and external, are required. The ability
to balance multiple priorities and meet tight deadlines is required. Proven management
skills in areas such as projects, goal setting, and budgeting are required. Problem-solving
and innovative thinking skills are required.
Other: The scope of the position requires some travel, working evenings and/or weekends,
attending events in the evening, and occasional, out-of-town travel.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Develops and maintains positive and productive relationships with the Missouri
Department of Workforce Development and Higher Education, local workforce development
boards, state officials, agency staff members, and community and business leaders.
2. Develops and maintains cooperative positive relationships with local and regional
employers, develops an understanding of their workforce training needs, advises them
if training is available at MSU- West Plains, and offers to customize services when
appropriate to meet their needs.
3. Maintains positive relationships with organized labor representatives to gain their
support when proposals are submitted for evaluation.
4. Seeks funds through grants or other sources to develop programs to meet the training
needs of regional businesses and industry.
5. Serves as a liaison and facilitates collaboration between businesses seeking funding
for training provided by MSU – West Plains and funding sources.
6. Understands state training priorities and promotes that training to businesses.
7. Works with Chambers of Commerce, Workforce Investment Boards, Human Resource management
groups, and the Missouri Department of Higher Education and Workforce Development
to promote the training programs provided by MSU – West Plains.
8. Establishes groups of employers with sufficient numbers of students to support
training programs offered by MSU – West Plains.
9. Develops SMART goals for customized training and apprenticeships that assure desired
outcomes.
10. Represents MSU – West Plains by participating in or conducting training programs,
workshops, conferences, etc. and attending community activities in the surrounding
area.
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 required.
12. Contributes to the overall success of Academic Affairs by performing other duties
and responsibilities as assigned.
SUPERVISION
The Coordinator, Corporate Education and Business Engagement is supervised by the
Dean of Academic Affairs.
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 1.0 - 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 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.
