POSITION IDENTIFICATION
TITLE Director, Center for Community Engagement
CLASSIFICATION NUMBER 2433
GRADE 44
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Associate Provost for Public Affairs and Assessment
GENERAL FUNCTION
The Director, Center for Community Engagement develops and manages collaborative community
engagement, volunteer, service-learning, and immersion experiences for the Missouri
State University community.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree is required.
Experience: At least two years of experience working with community organizations
is required. Experience with volunteer centers is preferred. Experience with community
coalition building, service organizations, alternative break facilitation, organizational
development, and/or initiating, planning, executing, and/or assessing programs and
services and measuring learning outcomes is preferred.
Skills: Excellent organizational, written, verbal communication, presentation, and
interpersonal skills are required. Computer literacy is required. The ability to develop
knowledge of, respect for, and skills to engage with those of other cultures or backgrounds
is required. Experience working in diverse environment and/or with students from diverse
backgrounds is preferred.
Other: The scope of the position frequently requires attendance at evening and/or
weekend activities, meetings, seminars, and workshops.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Oversees the design of Introduction to Service-Learning, including short-term service-learning
initiatives in college-based courses.
2. Develops service-learning opportunities and projects for First Year Programs, develops
associated reflections and educational materials, and maintains the service submission
approval system, service records, and resources.
3. Oversees Immersion Programs, develops trip learning outcomes, plans immersion trips
and logistics, trains student leaders and faculty/staff advisors, and leads immersion
trips as needed.
4. Oversees the Bonner Leaders Program which provides work-study placements with non-profit
organizations, supports participating students through collaborative and cross-cultural
problem solving experiences including mentoring relationships, project management,
and reflection, and monitors compliance with non-profit partner agreements.
5. Directs the Missouri Public Affairs Academy, meets with high school counselors
and teachers to recruit high achieving high school students, supervises and trains
academy counselors, and manages the budget and academy logistics.
6. Brings service-learning and service project opportunities to student, faculty,
and staff by developing and maintaining partnerships with non-profit agencies and
learning partners, attends community organization meetings, trainings, performs committee
work, works on grant partnerships, etc.
7. Serves as primary advisor for all service-oriented student organizations and provides
training, oversight, and tracking of service hours.
8. Works with students to develop meaningful projects, sets program and performance
goals, creates reflection materials and activities to enhance the learning outcomes
connected with Public Affairs, and supports scholarship recipients who have a service
requirement.
9. Coordinates Large Days of Service, such as Into the Streets, MLK Day of Service,
Cesar Chavez Day of Service, Public Affairs Community Engagement Project, etc.
10. Ensures that student safety is a component of all training and planning of trips,
events, and programs.
11. Oversees the Student Food Assistance program for students, identifies students
in need, maintains partnerships with local food pantries and fresh produce providers,
and markets the resource to the MSU community.
12. Works with student groups to engage in service or advocacy in response to natural
disasters.
13. Manages the financial resources related to student community service programs,
within budgeted limits, in accordance with University guidelines under the guidance
and supervision of the Associate Provost for Student Development and Public Affairs.
14. Contributes to a work environment that encourages knowledge of, respect for, and
development of skills to engage with those of other cultures or backgrounds.
15. 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 Associate Provost for Student
Development and Public Affairs.
16. Supports the overall operation of Citizenship and Service Learning and contributes
to the unit's success by performing other duties as assigned.
SUPERVISION
The Director of Center for Community Engagement is supervised by the Associate Provost
for Public Affairs and Assessment and supervises a graduate assistant and student
employees.
OFFICE OF HUMAN RESOURCES
REVISED MAY 2022
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.
