POSITION IDENTIFICATION
TITLE China Programs Specialist-COBA
CLASSIFICATION NUMBER 1688
GRADE 43
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Associate Dean, College of Business
MAJOR ADMINISTRATOR Dean, College of Business
GENERAL FUNCTION
The China Programs Specialist-COB works under the supervision of the Associate Dean
of the College of Business (COB) and assists in the development and marketing of international
programs with China. The China Programs Specialist-COB facilitates and enhances University
partnerships with China EMBA program sponsors by assessing stakeholder needs and developing
concomitant materials. The China Programs Specialist-COB supports the existing partnership
with Liaoning University in Dalian, China by providing research and programmatic support
for the approximately 1,000 Chinese students enrolled in the joint LNU-MSU program.
The China Programs Specialist-COB works closely with the Office of China Programs
in fostering the growth of all China Programs at the University. Continuation of this
position is dependent on sufficient revenue being generated by the EMBA Program.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master of Business Administration (MBA) with a relevant concentration
or a related graduate business degree is required.
Experience: At least one year of experience working in a University setting is required.
Skills: Verbal and written fluency in both English and Mandarin Chinese is required;
effective oral and written communication skills are required. Knowledge of both U.S.
and Chinese cultures and higher education systems is required. Demonstrated skill
using Microsoft Office applications is required. A record of inclusive conduct and
evidence of multicultural skills in the workplace is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Researches competitor programs in the United States and China, including costs
and curriculum, admission requirements, and services offered.
2. Conducts market analyses and develops program expansion plans.
3. Designs marketing materials and creates resources to support faculty and student
participation in the China EMBA and joint MSU-LNU programs.
4. Assesses student preferences and needs by conducting focus groups, designing and
administering questionnaires, and analyzing data.
5. Uses Microsoft Excel and other Microsoft Office tools (PowerPoint, Publisher, Access,
Project, Visio) in completing day-to-day responsibilities.
6. Monitors retention rates for students enrolled in China programs and develops and
implements strategies for improvement.
7. Conducts economic impact analysis of the program and potential program changes.
8. Measures student, faculty, and sponsor satisfaction related to the China EMBA and
joint MSU-LNU programs.
9. Contributes to a work environment that encourages knowledge of, respect for, and
development of skills to engage with those of other cultures or backgrounds.
10. Remains competent and current through self-directed professional reading, developing
professional contacts with colleagues, and attending professional development courses.
11. Contributes to the overall success of the College of Business by performing all
other duties as assigned.
SUPERVISION
The China Programs Specialist-COB is supervised by Associate Dean, College of Business.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2012
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 3.0 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
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 2.0 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.
