TITLE Assistant Coordinator of Institutional Research-Effectiveness, West Plains
CLASSIFICATION NUMBER 1128
IMMEDIATE SUPERVISOR Coordinator, Institutional Research-Effectiveness, West Plains
MAJOR ADMINISTRATOR Assistant Dean of Academic Affairs
The Assistant Coordinator, Institutional Research-Effectiveness, West Plains provides technical, analytic, and coordinative support for assessment and institutional research activities and reporting, including software implementation and training and data collection and analysis.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required, preferably in social sciences, information technology, math, statistics, or an education-related field requiring coursework in statistics and research methods. A Master’s degree is preferred.
Experience: With a Bachelor’s degree, two years of experience in an applied research/data management environment is required; with a Master’s degree, one year of experience in an applied research/data management environment is required. Experience with ERP systems and familiarity with Banner, including Banner ODS and EDW is preferred. Experience with business intelligence reporting tools and statistical software is preferred. Experience using assessment tools such as LiveText or TaskStream is preferred.
Skills: Proficiency using database reporting tools, such as Argos, Access, Excel, or Crystal Reports is required. Attention to detail, strong organizational skills, excellent communication skills, including the ability to communicate technical information in oral, written, and graphic form to individuals with varying backgrounds are required. The ability to reason analytically, proficiency in producing technical reports, the demonstrated successful management of multiple short- and long-term projects, and the ability to work independently or as part of a team are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Supports the completion of research-oriented tasks assigned by the Coordinator, Institutional Research-Effectiveness, West Plains by preparing and producing a variety of regular and ad hoc reports and publications to meet external regulations and internal needs.
2. Supports the dissemination of assessment and research information by compiling and publishing a range of institutional data on the web and/or in print.
3. Develops procedures to enhance the University’s ability to access assessment information.
4. Coordinates with Information Technology Services staff to implement the web-based assessment system for academic and administrative departments and provides training for the campus community in the use of the system.
5. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
6. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by the coordinator, Institutional Research-Effectiveness, West Plains.
7. Performs related duties as assigned to support the overall effectiveness of Academic Affairs.
The Assistant Coordinator, Institutional Research-Effectiveness, West Plains is supervised by the Coordinator, Institutional Research-Effectiveness, West Plains and may supervise student workers.
OFFICE OF HUMAN RESOURCES
REVISED APRIL 2015
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 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 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
Factor 3: Interactions with Others
Level 2 - 100 Points: Interactions are generally routine and structured involving employees inside the University, students, or the general public. The purpose may include obtaining or clarifying facts, coordinating work, solving recurring problems, or providing factual information to others. Contacts may be with coworkers or structured exchanges with students, faculty, or the general public, and are generally for the purpose of exchanging information.
Factor 4: Job Controls and Guidelines
Level 2 - 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 - 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.