2574 Assistant Director, Training and Development

POSITION IDENTIFICATION

TITLE Assistant Director, Training and Development

CLASSIFICATION NUMBER 2574

GRADE 46

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director, Business Support and Training / Director, Missouri Small Business Development Center

GENERAL FUNCTION

The Assistant Director, Training and Development provides leadership and coordination in developing a service outreach program of training and professional development for the business community. The Assistant Director, Training and Development builds relationships with area business leaders and is primarily responsible for developing public enrollment and customized training programs for area businesses. The position assists in the development and implementation of a marketing and sales plan which maximizes the outreach and financial results of the efactory and Missouri Small Business Development Center at MSU. The Assistant Director, Training and Development works directly with business and industry leaders to meet their organizations’ workforce development needs; exploring new opportunities to provide continuing, professional education by meeting with representatives of organizations, reviewing national trends, and developing a pathway to connect with the university.

MINIMUM ACCEPTABLE QUALIFICATIONS

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

Experience: A minimum of three to five years of experience providing marketing, project management and professional development (credit or non-credit). Experience in event management and administration of professional development programs is required. Extensive knowledge or experience in training requirements of business and industry is required. Experience in making presentations and the design of promotional publications is preferred.

Skills: The ability to independently manage details associated with multiple training programs and projects to track activities and meet deadlines is required. Strong oral and written communication skills are required. Excellent interpersonal skills are required. Computer literacy, particularly word processing, is required. 

Effort: Occasionally required to lift and carry materials and equipment weighing up to 25 pounds.

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 the Director of Business Support and Training in developing and directing a service outreach program in training and professional development for the business community by designing programs, overseeing marketing efforts, establishing program scheduling, and providing innovative training solutions.

2. Manages staff and utilizes a team approach to carry out responsibilities by actively collaborating and developing a cooperative working relationship with colleagues, coordinators, and staff within the division.

3. Oversees the administration of effective training and professional development programs for public enrollment training and customized solutions by developing program content, hiring qualified instructors, supervising program development and delivery, evaluating programs, and conducting follow-up evaluation sessions.

4. Assists in the development and implementation of a marketing plan by identifying target markets, designing marketing databases, overseeing the development of promotional material, implementing sales goals, establishing budget projections for training programs, and assessing performance on a quarterly basis.

5. Assures the ability of the training program to operate on a self-supporting basis by selecting programming that is relevant to the changing business environment, is reflective of academic credibility, securing underwriting/sponsorship from external funding sources, and developing a pathway to connect with university credit enrollment.

6. Assists the Director of Business Support and Training in establishing and managing a yearly budget by assisting in the development of sales goals and works with the fiscal manager on the development of regular reporting of performance.

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

8. Expands the diversity of non-credit and credit programs by coordinating with businesses, industry, and professional organizations to obtain the best qualified faculty for delivery of the programs.

9. Represents the efactory and Missouri SBDC effectively in the business community by attending professional organizations’ events, building customer relationships and partnerships, including public speaking engagements.

10. Contributes to the overall success of the Division of Community and Global Partnerships by performing all other duties as assigned.

 SUPERVISION

The Assistant Director, Training and Development receives supervision from the Director of Business Support and Training / Director, Missouri Small Business Development Center. The position supervises full-time and part-time staff, graduate assistants, and student employees.

OFFICE OF HUMAN RESOURCES

REVISED JANUARY 2025

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.