POSITION IDENTIFICATION
TITLE Director, School and Community Partnerships
CLASSIFICATION NUMBER 2455
GRADE 47
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Dean, College of Education
MAJOR ADMINISTRATOR Provost
GENERAL FUNCTION
The Director, School and Community Partnerships promotes professional education programs
and initiatives in the College of Education (COE) by connecting schools and community
groups with COE programs. The Director, School and Community Partnerships provides
leadership in support of COE’s “One Missouri” vision specifically related to expansion
of the Internship Academy initiative.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A terminal degree is required.
Experience: At least six years of PK-12 administrative experience is required. Must
be qualified to teach a course in one of the academic departments of the College of
Education.
Skills: The ability to develop knowledge of, respect for, and skills to engage with
those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Works with the Associate Dean to develop a plan to engage schools and community
groups, agencies, and organizations in the One Missouri partnership initiative.
2. Works collaboratively with COE departments to promote partnerships and internship
opportunities with schools and community groups.
3. Works with Missouri State University Outreach personnel as appropriate in support
of COE programs.
4. Attends COE Leadership Council Meetings.
5. Attends meetings in Jefferson City, St. Louis, Kansas City, and rural areas throughout
Missouri to promote One Missouri and the Internship Academy.
6. Serves as the COE Dean’s liaison upon request.
7. Contributes to a work environment that encourages knowledge of, respect for, and
development of skills to engage with those of other cultures or backgrounds.
8. Supports the overall success of professional education programs and COE initiatives
by performing all other duties as assigned.
SUPERVISION
The Director, School and Community Partnerships is supervised by the Dean of the College
of Education.
OFFICE OF HUMAN RESOURCES
NOVEMBER 2017
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 6.0 - 4500 Points: Knowledge of a wide range of concepts, principles, and methods of an administrative, academic, managerial, or professional field. Knowledge permits the employee to develop new or substantially modified approaches that diverge from standard methods to improve administrative and/or line operations. Knowledge also permits the employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge requirements may include evidence of the ability to manage programs and/or lead and direct other professionals. Knowledge requirements for jobs at this level typically include a level of education beyond the Bachelor's degree with comprehensive related work experience, frequently including substantial administrative or supervisory experience, and knowledge of higher education processes, policies, and procedures. Alternatively, this level may require a professional or clinical specialty beyond the Bachelor's with moderate related work experience. The knowledge requirement at this level may also include a terminal academic degree with an appropriate level of leadership and/or administrative 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 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.
