2572 Director, Business Support and Training / Dir, Mo SBDC

POSITION IDENTIFICATION

TITLE Director, Business Support and Training / Dir, Mo SBDC

CLASSIFICATION NUMBER 2572

GRADE 47

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Executive Director, efactory

GENERAL FUNCTION

The Director, Business Support and Training and Director, Missouri Small Business Development Center (SBDC) is responsible for coordinating the resources of the federal, state, and local governments with the resources of the University and the private sector to promote growth, expansion, innovation, increased productivity, and management improvement in small businesses and prospective small businesses in southwest Missouri and to stimulate economic development. The Director, Business Support and Training and Director, Missouri Small Business Development Center oversees business services on a wide range of topics including marketing, retailing, advertising, budgeting, business planning, loan proposals, personnel, etc. The Director, Business Support and Training and Director, Missouri Small Business Development Center oversees the development and coordination of training programs focused on business owners, key managers as well as persons responsible for the professional development of employees within the areas’ largest employers; developing a pathway to connect with university credit enrollment where appropriate.

MINIMUM ACCEPTABLE QUALIFICATIONS

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

Experience: At least five years of professional full-time experience is required in progressively responsible positions that include experience in management, administration, business consultation and seminar coordination. Experience in marketing and promotions is required. Three years of current experience in consulting growth-oriented business enterprises is preferred.

Skills: Strong verbal and written communication skills, excellent interpersonal skills, and management skills, in particular planning and budgeting, are required.

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

Other: The scope of the position requires evening and occasional weekend work. Occasional overnight, out-of-town travel is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Acts as a catalyst to strengthen the region’s small-business support network by coordinating the delivery of business support services and training programs available through the Missouri SBDC at MSU and efactory.

2. Ensures the Missouri SBDC meets its commitment to provide quality business support services, training and economic development assistance to the business community of southwest Missouri by coordinating the resources of the federal, state, and local governments with the resources of the University and the private sector.

3. Develops an annual funding proposal for continuation of consultative services offered through the Missouri SBDC by determining program objectives, proposed activities, staffing needs and financial requirements. Evaluates and seeks other potential funding sources through program revenue, grants, donors, etc. in coordination with the Executive Director, efactory.

4. Oversees and effective business support and training program for businesses and the workforce by establishing cooperative relationships with business and industry leaders, hiring qualified consultants, establishing relevant curriculum and program objectives, coordinating with university departments, and conducting follow-up evaluations with participating businesses.

5. Achieves economic impact goals as established by the US Small Business Administration (SBA), Missouri Small Business Development Centers lead center, and efactory related to job creation and retention, loans and investments secured, increased sales, number of businesses acquired or started; specific economic impact goals may differ annually depending upon the contract award.

6. Manages the daily operation and staff of the Missouri SBDC by establishing activity priorities, goals and objectives, determining resource allocation, assigning activity responsibilities, developing policies and procedures regarding operational performances, and evaluating progress toward achievement of established goals and objectives.

7. Provides business support services and training programs for businesses, local communities, incubator members, client companies and employer partners leading to a pathway for university engagement and enrollment.

8. Manages funds by planning and developing program budget(s) which includes federal funding and University matching funds, exercising authority regarding expenditure of Center funds, and providing reports of activities which justify expenditures to federal, state, and local officials.

9. Maintains professional competence and expands the knowledge base and ability of the Missouri SBDC and efactory to serve the business and industry community through involvement in professional organizations and attendance at professional development conferences, workshops and seminars at the state and regional level.

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

SUPERVISION

The Director, Business Support and Training / Director, Missouri Small Business Development Center is supervised by the Executive Director, efactory. The position supervises full-time and part-time staff, consultants, instructors, graduate assistants, and student employees. The position provides program supervision for the Missouri SBDC Regional Small Business Consultant on the West Plains campus.

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 5.0 - 730 Points: Supervision of (a) several work teams or work team leaders, (b) a rather large group of operative, administrative support, or paraprofessional employees, (c) a work group involving direction of skilled technical employees, (d) professionals in technical and skilled areas, and/or (e) subordinate supervisory personnel. The incumbent performs a full range of supervisory responsibilities including the authority to hire, train, transfer, promote, reward, or discipline others. Supervision will likely be general rather than close supervision of others. At this level, supervisory responsibilities consume significant amounts of work time and include substantial responsibility for work planning activities, staffing, and performance management as well as budgeting and planning functions.

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.