POSITION IDENTIFICATION
TITLE Director, Project HEAL
CLASSIFICATION NUMBER 1351
GRADE 42
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR General Counsel
GENERAL FUNCTION
The Director, Project HEAL (Help, Education, Advocate and Listen) leads the Project
HEAL initiative, a comprehensive community approach to coordinating campus prevention
and response to sexual assault, dating, and domestic violence, and/or stalking on
two college campuses – Missouri State University (MSU) and Ozarks Technical College
(OTC).
This is a grant-funded position and continuation of the position is dependent on continued
grant funding.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree in counseling, criminal justice, social work, or a
related field is required. Other degrees will be considered in terms of potential
relevance to the work of the position.
Experience: At least one year of experience working with the issues of sexual assault,
domestic and dating violence, and/or stalking in a collegiate setting or in a non-profit
organization is preferred. Grant management and workshop or conference facilitation
experience is preferred.
Skills: Excellent verbal, written, and communication skills are required. The ability
to organize and coordinate efforts to accomplish Project HEAL objectives is required.
Other: A valid driver’s license is required. Some evening and weekend work is required.
Some travel, including overnight trips, is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Develops a holistic structure for MSU students who are victims of sexual assault,
dating and domestic violence, and/or stalking.
2. Develops and oversees a Coordinated Community Response (CCR) team that includes
the MSU and OTC Victim Advocacy Counselors, members of MSU’s Safety and Transportation
Department, members of the Springfield Police Department, Harmony House, The Victim
Center, and other community partners.
3. Assists in the development of a comprehensive campus sexual assault, domestic and
dating violence, and stalking prevention and response program.
4. Provides trainings and presentations about campus sexual assault, dating and domestic
violence, and stalking to members of the MSU and OTC campus communities.
5. Coordinates with local law enforcement and victim services providers to create
training schedules and provides training for the CCR partners.
6. Oversees the administration of campus climate surveys at each institution.
7. Implements campus community and engagement strategies.
8. Creates campus training materials and ensures that training materials are replicated
in accessible formats.
9. Coordinates services between institutions and is responsible for overall project
administration.
10. Provides training for Springfield Police Department Substation officers and MSU
Public Safety Officers in response to sexual assault, dating and domestic violence,
and/or stalking issues on campus.
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. Supports the success of Project HEAL by performing all other duties as assigned.
SUPERVISION
The Director, Project HEAL is supervised by the General Counsel.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 1.0 - 500 Points: Knowledge of principles, processes, methods, and procedures associated with a limited range of healthcare, technical, scientific, administrative support, communications, or social science program objectives or common problems. Knowledge permits the employee to complete routine medical and healthcare procedures, common administrative support tasks, operate basic equipment and instruments, carry out a variety of interrelated tasks and recurring assignments, assist individuals, answer common questions, and/or elicit information from a variety of sources. Professional knowledge, skill, and technical mastery at this level are typically acquired through a combination of formal education and/or training and experience beyond a high school diploma.
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.
