POSITION IDENTIFICATION
TITLE Regional Program Coordinator - efactory
CLASSIFICATION NUMBER 2565
GRADE 44
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Director, Business Support and Training / Director, Missouri SBDC
GENERAL FUNCTION
The Regional Program Coordinator is responsible for coordinating efforts of MSU’s
Economic Development Administration (EDA) University Center and connecting individuals,
employers, and economic development organizations with University resources. The Regional
Program Coordinator will play a pivotal role in overseeing and coordinating various
programs, collaborating with key partners, and ensuring the successful implementation
of initiatives aimed at advancing economic impact in the region.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree in a field of business, business administration, communication,
or related field is required. A Master’s degree is preferred. An equivalent combination
of years of experience and education may be considered for substitution of educational
requirements.
Experience: At least one year of experience in positions that include economic development,
business development, or project coordination/management is required.
Skills: Strong verbal and written communication skills, excellent interpersonal skills,
and team building skills are required. The ability to develop knowledge of, respect
for, and skills to engage with those of other cultures or backgrounds is required.
Other: The scope of the position requires evening and occasional weekend work. Occasional
overnight, out-of-town travel is required. This position is grant funded and will
last as long as the funds to maintain the position allow.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Builds and maintains strong relationships with partner organizations, businesses,
stakeholders, and community leaders to assist in developing, promoting, and coordinating
the delivery of new and existing business support and talent development programs
which include but are not limited to economic impact/feasibility studies, course projects,
business consulting, non-credit training, etc.
2. Develops resources and teaches workshops for University staff, faculty, and students
on various innovation, research, business support and economic development topics.
3. Develops resources and distributes information to employers and economic development
organizations about MSU’s EDA University Center, facilitating better connections with
available University resources. Attends and presents at regional, statewide, and national
conferences and events as needed.
4. This position coordinates and/or facilitates a variety of training programs year-round
to provide technical assistance for business support, professional development, and
workforce development.
5. Promotes a positive image of the University through participation in community
and professional organizations, represents the University at professional meetings
and on community committees, and establishes and maintains credible relations with
the campus and local communities, as well as professional organizations.
6. Identifies and pursues potential funding sources through program revenue, grants,
private support, and other efforts.
7. Monitors and evaluates programs, projects, and initiatives to track the progress
and impact of funded projects. Collects and analyzes data to generate comprehensive
reports on program outcomes and share findings with internal and external stakeholders,
ensuring compliance with reporting requirements and deadlines.
8. Contributes to a work environment that encourages knowledge of, respect for, and
development of skills to engage with those of other cultures or backgrounds.
9. 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.
10. Contributes to the overall success of the Division of Community and Global Partnerships
by performing all other duties as assigned.
SUPERVISION
The Regional Program Coordinator supervises various PT staff, graduate assistants,
and student employees.
OFFICE OF HUMAN RESOURCES
REVISED FEBRUARY 2024
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 2.0 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
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 3.0 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.
