9312 Associate Director - Jordan Valley Innovation Center (JVIC)
POSITION IDENTIFICATION
TITLE Associate Director - Jordan Valley Innovation Center (JVIC)
CLASSIFICATION NUMBER 9312
GRADE 48
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Director - Jordan Valley Innovation Center
MAJOR ADMINISTRATOR Associate Vice President for Economic Development
GENERAL FUNCTION
The Associate Director – Jordan Valley Innovation Center (JVIC) is responsible for
assisting the Director in the operations of the Jordan Valley Innovation Center, which
includes financial management and budgeting, research administration and compliance,
tenant relations, training programs, management of the JVIC NextFlex Node and project
coordination with the Directors of the Center for Applied Science and Engineering
(CASE) and the Center for Biomedical and Life Sciences (CBLS). The Associate Director
of JVIC also serves as the Chief Technical Officer of Springfield Innovation, Inc.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree in accounting, finance, business or applied science
discipline is required. An equivalent combination of years of experience and education
may be considered for substitution of educational requirements.
Experience: At least five years of progressively increasing responsibilities for program
development, project management, budgeting, operations forecasting and grants and
contracts administration are required. At least 3 years of work in a higher education
or scientific research setting with duties requiring the ability to effectively collaborate
and coordinate the work of groups with diverse interests is required. Experience and
thorough knowledge of federal regulations, compliance and administration of federal
grants and contracts is required.
Skills: Effective oral and written communication skills are required. Effective organizational
skills are required. Supervisory skills are required.
Other: This position is designated “sensitive” as defined by University policy. This
position may include job duties, responsibilities, or activities that are subject
to export control regulations.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists with the work of JVIC to ensure it is consistent with its mission by providing
advanced technology, research, development, engineering, technical support, and educational
programs that advance the competitiveness of industries in Southwest Missouri.
2. Oversees the financial management and budgeting for JVIC, including forecasting
operational plans and strategies.
3. Works closely with the Director and Center Directors of CASE and CBLS in managing
federal regulations, compliance and research administration of external funding, including
federal grants and contracts.
4. Works closely with the Director, and both the CASE and CBLS Center Directors and
industry partners on research project proposals and external funding requests.
5. Oversees the establishment and operation of the Missouri NextFlex Node at JVIC
in coordination with the Director, including financial management and operation procedures.
6. Assists the Director in supporting industry affiliates, tenants, community stakeholders,
university administration, faculty and students.
7. Supervises professional staff, graduate students, part-time staff and additional
staff as new programs develop.
8. Serves as Chief Technical Officer of Springfield Innovation, Inc.
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 Jordan Valley Innovation Center by performing
all other duties as assigned.
SUPERVISION
The Associate Director, Jordan Valley Innovation Center, is supervised by the Director,
Jordan Valley Innovation Center. The Associate Director will supervise professional
staff, graduate students and part-time staff.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 5.0 - 3300 Points: Knowledge of the principles and methods of an administrative, managerial, or professional field such as accounting or auditing, financial management, information technology, business administration, human resources, engineering, law, social sciences, communications, education, or medicine. Knowledge permits employee to supervise projects and/or departments using standard methods to improve administrative and/or line operations. Knowledge also permits employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge at this level requires a Bachelor's or Master's degree with substantial related work experience, including up to two years of administrative or supervisory experience. Alternatively, this level may require a professional or clinical degree beyond the Bachelor's degree with moderate related work experience; knowledge requirements include significant levels of related work experience.
Factor 2: Supervisory Responsibility
Level 4.0 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls 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 5.0 - 2350 Points: Work involves primary accountability for a larger 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, influences internal or external operations, or impacts students, faculty, and/or staff. Work activities have a direct and significant impact on the department. Work activities also have a significant effect on the efficiency and reputation of the cost center and represent a relatively major function within the cost center. At this level would be jobs in which the incumbent may have responsibility for developing budgets, distributing budgeted funds, and exercising primary control over a moderately-sized budget.
