2568 Training Coordinator and Director of Public Safety Training Center

POSITION IDENTIFICATION

TITLE Training Coordinator and Director of Public Safety Training Center

CLASSIFICATION NUMBER 2568

GRADE 46

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Assistant Director of Training and Development

GENERAL FUNCTION

The Training Coordinator is responsible for assisting with the development and coordination of training and professional development programs for the business community. The Training Coordinator works directly with business and industry leaders to design training and professional development programs to meet specific company, community, and industry needs. The Training Coordinator builds relationships with area community and business leaders and is responsible for assisting with the development of public enrollment and customized training programs. The Director of Public Safety Training Center promotes the growth, development, marketing, and administration of the Public Safety Training Center (PSTC) by working with law enforcement, community organizations and associations to develop professional development programs.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor’s degree in Business Administration, Education, or a related field is required. An equivalent combination of years of experience and education may be considered for substitution of educational requirements.

Experience: At least three years of experience in project management, program development, marketing and administrative responsibilities required. Experience in event management and administration of professional development programs and continuing education in diverse fields, such as government, business, education, etc., is preferred. Experience in the design of informational/promotional publications is preferred.

Skills: The ability to independently manage the details associated with multiple programs and projects, to track activities, and to meet deadlines is required. Strong verbal and written communication skills, excellent interpersonal skills, computer skills, including database and Excel skills, and the ability to interface with University faculty and staff and the public are required. Excellent interpersonal skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Effort: The job responsibilities of this position frequently require presentation of information, transportation of promotional materials and media, setting up rooms for conferences and classes, including moving tables and chairs and lifting boxes of materials and display items.

Other: The scope of the job requires evening and occasional weekend work. Occasional overnight, out-of-town travel is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Assists in the administration of effective, training and professional development programs in specific assigned areas by establishing cooperative relationships with business, community, and industry leaders; developing training and professional development programs designed to meet business and industry needs, hiring qualified instructors, establishing relevant curriculum and program objectives, evaluating the programs, and conducting follow-up sessions with management of participating businesses or industries to determine if the stated objectives have been met.

2. Engages businesses, local communities, and employers by assisting in offering courses through the Missouri Small Business Development Center and efactory which can serve as a pipeline to university credit enrollment.

3. Assists with ensuring training program(s) are relevant to the changing business environment and reflective of academic credibility. Ensure training programs are financially sustainable and securing underwriting/sponsorship from external funding sources. Coordinates with Assistant Director, Training and Development to monitor budgets and achieve financial goals.

4. Assists with development and coordination of custom training requests, engaging in a sales and marketing strategy to elevate professional development custom solutions and build partnerships to further deploy training throughout the region. Supports academic units as requested by promoting at events and conferences and working to bridge partnerships with area career technical centers across the state.

5. Promotes the growth, development, marketing, and administration of the Public Safety Training Center (PSTC) by working with law enforcement, community organizations and associations to develop professional development programs. Maintains a close working relationship with law enforcement contract agencies, law enforcement officers, and instructors to ensure training is current and relevant to the field of law enforcement. and oversees accreditation through State and National accrediting bodies.

6. Manages the PSTC facility by overseeing maintenance and repairs, construction projects, technical support, and all other aspects of running a satellite campus location.

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. Maintains professional competence and expands the knowledge base and ability of efactory, Missouri SBDC and the university to serve the business and industry community through involvement in professional organizations and attendance at professional development conferences, workshops and seminars at the state, regional and national level.

9. Contributes to the overall success of the Division of Community and Global Partnerships by performing other essential duties and responsibilities as assigned by supervisors.

SUPERVISION

The Training Coordinator and Director of Public Safety Training Center is supervised by the Assistant Director, Training and Development and supervises part-time staff, graduate assistants and/or student workers.

OFFICE OF HUMAN RESOURCES

REVISED JANUARY 2023

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 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 5.0 - 850 Points: Interactions are highly unstructured and incumbents are often required to resolve difficult and unstructured problems. Interactions are commonly with administrators, cost-center heads, high level committees, or external constituents in order to defend, negotiate, or resolve controversial and/or long-range issues and problems. Interactions occur in situations subject to divergent views, skepticism, resistance, uncooperative attitudes, and conflicting objectives. Interactions often require high levels of interpersonal skill and require the ability to influence, interrogate, or control others through debate, persuasion, or authoritative recognition and require strong analytical and decision-making skills.

Factor 4: Job Controls and Guidelines

Level 4.0 - 850 Points: The employee operates under administrative supervision and makes decisions based on broadly-stated University objectives and available resources. Administrative guidelines are expressed in terms of project or program outcomes and deadlines with few comprehensive guidelines. Decisions are based on inadequate guidelines that require considerable interpretation and force the employee to plan all phases of the assignment. Assignments may be unrelated in function and the work requires many different processes and methods and a great deal of analysis to identify the nature and extent of problems. The work may require the employee to develop new methods and to deal with many variables, including some that are unclear or conflicting. Characteristic jobs at this level may involve directing large and/or complex programs, projects, or departments in which the work cuts across functional lines or requires dealing with unprecedented issues.

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.