POSITION IDENTIFICATION
TITLE Manager, Journagan Ranch
CLASSIFICATION NUMBER 9410
GRADE 45
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Dean, College of Agriculture
MAJOR ADMINISTRATOR Provost
GENERAL FUNCTION
The Manager, Journagan Ranch is directly responsible for the successful management
and daily operation of the 3300 acre, 1000 beef cattle operation which provides education,
research, and public affairs functions in association with the Darr College of Agriculture.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A high school diploma or the equivalent is required; a Bachelor’s degree
in agriculture is preferred.
Experience: With a high school diploma or the equivalent, at least ten years of ranch
management experience is required. With a Bachelor’s degree in agriculture, at least
three years of responsible managerial experience is required, which includes direct
responsibility for budget, personnel, facility and equipment. Managerial experience
of working with the public is preferred.
Skills: Strong management, supervisory, and communications skills are required. Computer
literacy is preferred.
Effort: Occasionally required to lift or move exercise equipment weighing up to 75
pounds.
Other: Work hours may include weekends and holidays. Must respond to after-hour emergency
calls when necessary.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Responsible for the success of the Journagan Ranch as a production unit while meeting
the teaching, research, and outreach goals for the Ranch as established by the College
of Agriculture’s Leadership Team and advisors.
2. Responsible for the management of the Journagan cattle herds by overseeing the
nutrition, health care, breeding, and sale of cattle.
3. Coordinates the purchasing and maintenance of all Ranch facilities and equipment.
4. Exercises responsibility for managing Ranch budgets to support operations.
5. Maintains the 3300 acres of land, forages, and timber resources by applying land
and resource management principles.
6. Ensures the humane, responsible, and scientifically or instructionally sound use
of animals, ensuring compliance with federal regulations.
7. Promotes a positive image of the University by fostering good relationships with
the surrounding community.
8. 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 required by the supervisor.
9. Supports the College of Agriculture by performing all other duties as assigned.
SUPERVISION
The Manager, Journagan Ranch is supervised by the Dean, College of Agriculture and
supervises full- and part-time 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 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 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 3.0 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
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.
