1313 Sustainability Unit Manager - OEWRI
POSITION IDENTIFICATION
TITLE Sustainability Unit Manager - OEWRI
CLASSIFICATION NUMBER 1313
GRADE 44
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Director - OEWRI
GENERAL FUNCTION
The Sustainability Unit Manager - OEWRI provides overall direction of the OWERI sustainability
program while providing sustainability assistance to companies and organizations.
This position is also responsible for developing grant proposals and managing grant
projects, developing fee-for-service projects, managing staff, marketing the program,
building relationships with relevant trade associations and state agencies, and developing
new initiatives.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree is required, preferably in one of the following disciplines:
Environmental Science/Management, Engineering, Project Management, Industrial Management,
Business Management, Sustainability. A master’s degree in a related field is preferred.
An equivalent combination of years of experience and education may be considered for
substitution of educational requirements.
Experience: A minimum of 3 years of previous sustainability management experience
is required. Experience in a manufacturing environment, working with institutions
and non-profits, and sustainability project/program development and implementation
is required. Experience in process analysis/mapping and grant writing/management is
required.
Skills: Strong oral and written communication skills, computer application skills,
and the ability to analyze and compile technical and statistical data are required.
The ability to work independently, manage multiple projects, meet deadlines, and work
effectively with client organizations is required.
Other: Frequent day travel on a regular basis is required and will include an occasional
overnight stay. Must have a driver’s license.
This is a grant funded position and continuation of this position is dependent on
ongoing grant funding.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Directs the sustainability program for OEWRI and develops sustainability programs
and initiatives for regional businesses and organizations.
2. Performs sustainability training programs for businesses.
3. Responsible for developing partnerships with trade associations, nonprofits, and
private organizations to advance sustainability resources in the region.
4. Presents OEWRI sustainability program at regional conferences.
5. Performs pollution prevention assessments for regional companies and organizations
to identify waste, energy, and cost savings opportunities. Develops written assessment
reports and presents findings to organizations.
6. Develops and writes grant proposals. Acquires external funding for sustainability
projects and manages associated grants and fee for service projects.
7. Provides technical and advisory assistance to companies and organizations regarding
sustainability issues. Follows up with organizations to track implemented projects
and quantify reductions in waste, energy, and cost savings.
8. Provides ongoing assistance to client organizations as needed to support implementation
of sustainability strategies.
9. Develops marketing materials to sustainability assistance to regional companies
and organizations.
10. Promotes a positive image of the Ozarks Environment and Water Resources Institute
(OEWRI) by representing the program at professional meetings, workshops, seminars,
and conferences and establishing and maintaining credible relations with organizations.
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 required by the Sustainability Program.
12. Contributes to the overall success of OEWRI by performing other essential duties
and responsibilities as assigned or directed.
SUPERVISION
The Sustainability Unit Manager – OEWRI supervises staff Pollution Prevention Specialist(s),
interns, and graduate assistants.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4.0 - 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 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 3.0 - 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.
