POSITION IDENTIFICATION
TITLE Leadership Programs Specialist
CLASSIFICATION NUMBER 2614
GRADE 42
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Associate Vice President, International Education and Training
MAJOR ADMINISTRATOR Vice President, Research and Economic Development and International Programs
GENERAL FUNCTION
The Leadership Programs Specialist coordinates educational programs and provides student
support services for the International Leadership and Training Center (ILTC), Global
Leaders and Mentors (GLaM), and other international programs. The Leadership Programs
Specialist assists in the organization and planning of customized education programs,
develops and delivers curriculum, and provides logistics support and customer service
to ILTC clients. The Leadership Programs Specialist serves as the staff coordinator
of GLaM and facilitates high-impact educational and cultural experiences for international
students. 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 work experience in higher education is required.
Experience in providing student support services to international students is required.
Experience in organizing and conducting leadership training or professional development
programs is preferred.
Skills: Excellent verbal and written communication skills are required. Excellent
cross-cultural communication and interpersonal skills are required. Effective organizational
skills and attention to detail 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 driver’s license and proof of automobile insurance as required by the
state of Missouri are required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists the ILTC director in the development of customized educational and training
programs, including course content and budget.
2. Provides customer service and logistical support to ILTC clients by hosting visiting
groups from international universities and private enterprise.
3. Provides planning and organization functions for ILTC customized educational programs,
including, but not limited to, developing program goals and learning outcomes, coordinating
program arrangements with academic departments and administrative offices, facilitating
scheduling, and processing payments.
4. Coordinates student support services for ILTC educational programs, including,
but not limited to, arranging for welcome/orientation activities, housing, meals,
transportation, cultural activities, and practical experiences for program participants.
5. Serves as the staff coordinator of Global Leaders and Mentors (GLaM), promoting
engagement and interaction among international students by establishing each year
a team of GLaM members that serve as welcome guides and montors to new international
students.
6. Organizes and implements an annual training program for GLaM members that addresses
cultural competence, cross-cultural communications, and leadership.
7. Leads other initiatives within the Office of International Programs to facilitate
high-impact educational and cultural experiences for international students.
8. Contributes to a work environment that encourages knowledge of, respect for, and
development of skills to engage with those of other cultures and 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 to assure the overall success and growth of Missouri State University by
performing all other duties as assigned.
SUPERVISION
The Leadership Programs Specialist is supervised by the Associate Vice President,
International Education and Training.
OFFICE OF HUMAN RESOURCES
FEBRUARY 2019
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 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.
