2434 Director, Autism Transition Program - WP

POSITION IDENTIFICATION

TITLE Director, Autism Transition Program - WP

CLASSIFICATION NUMBER 2434

GRADE 43

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Dean of Student Services, WP

GENERAL FUNCTION

The Director, Autism Transition Program manages the Autism Transition Program (ATP), an inclusive college program for students with Autism Spectrum Disorder (ASD) transitioning out of high school. The Director, Autism Transition Program researches and develops guidelines, processes, policies, and curricula used for the Autism Transition Program. The Director, Autism Transition Program creates awareness and markets the Autism Transition Program on and off campus, collaborates with departments and divisions on campuses in partnership with the Office of Academic Affairs, builds relationships with local businesses, and manages the Autism Transition Program website, social media accounts, and marketing materials.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A bachelor’s degree is required; a master’s degree is preferred.

Experience: At least one year of experience working with individuals with Autism Spectrum Disorder is required. Experience working with advocacy agencies and organizations tied to programming or vocational goal development is required. Experience working with programs in education is required; experience in higher education is preferred. Experience supervising individuals within an office operation is preferred. Experience overseeing a budget which includes personnel and operating costs is preferred.

Skills: Excellent communication skills is preferred. Knowledge of grant writing is preferred. An understanding of strategic planning, project management, and marketing is preferred. Knowledge of web maintenance is preferred.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Develops, implements, operates, and evaluates the Autism Transition Program strategic plan, program, eligibility, and application criteria for recruitment and admission of students to the Autism Transition Program.

2. Raises funds for the Autism Transition Program start-up and private scholarships through obtaining grants, crowdfunding campaigns, and/or private donors; applies for and manages the Comprehensive Transition Program (CTP) with the U.S. Department of Education in collaboration with the Office of Student Financial Aid; and manages and oversees accounts utilized for the operation of the Autism Transition Program.

3. Trains and supervises the Autism Transition Program staff, recruits and coordinates student mentors, and oversees recruitment, training, and implementation of volunteer support for Autism Transition Program students.

4. Markets the Autism Transition Program to raise awareness on campus, throughout south-central Missouri and beyond by managing and updating the Autism Transition Program website and social media accounts and utilizing other marketing materials.

5. Collaborates with departments and divisions on campus to provide support for students in the Autism Transition Program, creates training workshops for faculty on accessibility, Universal Design for Learning, and inclusion for students with Autism Spectrum Disorder.in partnership with the Office of Academic Affairs.

6. Develops and identifies the curricula used for the Autism Transition Program support sessions by researching best practices for postsecondary education programs across the country.

7. Builds partnerships with local businesses to provide internship possibilities for students in the Autism Transition Program and provides career support to students graduating and six months post-graduation from the Autism Transition Program.

8. Develops and leads the Autism Transition Program advisory board and provides program updates to major administrators and the Board of Governors as requested.

9. Reports satisfactory academic progress (SAP) to the Office of Student Financial Aid and maintains academic standards for all students in the Autism Transition Program.

10. 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.

11. Supports the overall success of Missouri State University-West Plains by performing all other duties as assigned.

SUPERVISION

The Director, Autism Transition Program – WP is supervised by the Dean of Student Services WP and supervises full-time employees, student employees, and volunteers as assigned.

OFFICE OF HUMAN RESOURCES

REVISED JANUARY 2025

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 2.0 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in 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 to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of 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.