POSITION IDENTIFICATION
TITLE China Programs Specialist, International Leadership and Training Center (ILTC)
CLASSIFICATION NUMBER 2610
GRADE 42
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Assistant Vice President, International Programs/Director, International Leadership
and Training Center (ILTC)
MAJOR ADMINISTRATOR Associate Vice President, International Programs
GENERAL FUNCTION
The China Programs Specialist provides a variety of academic and student support services
for the ILTC. The China Programs Specialist serves as a liaison between the ILTC and
international students by providing language translation, cultural guidance, and logistical
support. The China Programs Specialist assists in the development of customized training
and educational programs, organizes and presents course content, advises students,
and coordinates with academic units to implement ILTC programs. Continuation of this
position is dependent on sufficient revenue being generated by ILTC programs.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree is required.
Experience: At least one year of administrative experience in a university setting
is required; work experience in a Chinese institution of higher education is preferred.
Experience living in China for at least three years is required. Experience in translation
and interpretation is required. Experience teaching Chinese language and culture is
required.
Skills: Verbal and written fluency in both English and Mandarin Chinese is required;
effective verbal and written communication skills are required. Effective interpersonal
skills are required. Knowledge of both U.S. and Chinese culture and customs is required.
An understanding of both U.S. and Chinese higher education administration and finance
is required. Demonstrated skill using Microsoft Office applications is required. The
ability to develop knowledge of, respect for, and skills to engage with those of other
cultures or backgrounds is required.
Other: A valid Missouri driver’s license is required. The scope of the position requires
the ability to work weekends and flexible hours.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists in the creation of customized educational and training programs, including
curriculum development, course content, and budget for potential clients.
2. Serves as the primary liaison between the ILTC and international students, provides
language translation, cultural guidance, and ongoing support to help students adapt
culturally and have a safe and successful academic experience at Missouri State University.
3. Provides academic advisory support for ILTC students enrolled in for-credit programs,
in coordination with the appropriate academic department.
4. Provides customer service and logistical support to ILTC program participants by
hosting visiting groups from international universities and private enterprise and
making arrangements for professional development activities and cultural experiences.
5. Coordinates program arrangements with administrative and academic departments.
6. Provides Chinese language translation of marketing materials, written course content,
and interpretation of live presentations by other instructors as needed.
7. Provides support with the application, admission, enrollment, and orientation of
international students participating in ILTC programs.
8. Contributes to a work environment that encourages knowledge of, respect for, and
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. Helps ensure the overall success and growth of Missouri State by performing all
other duties as assigned.
SUPERVISION
The China Programs Specialist, ILTC is supervised by the Assistant Vice President,
International Programs/Director of the ILTC.
OFFICE OF HUMAN RESOURCES
REVISED OCTOBER 2016
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3.0 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining 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, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate 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. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work 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 2.0 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
Factor 5: Managerial Responsibility
Level 2.0 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.
