1960 Coordinator, Parent and Family Programs
TITLE Coordinator, Parent and Family Programs
CLASSIFICATION NUMBER 1960
IMMEDIATE SUPERVISOR Director of Student Orientation, Advisement, and Registration (SOAR)
MAJOR ADMINISTRATOR Vice President for Student Affairs
The Coordinator of Parent and Family Programs supports the academic mission and student development goals of Missouri State University by creating an environment that promotes positive relations with and appropriate involvement opportunities for parents and family members of Missouri State University students, primarily through the Family Association. The Coordinator, Parent and Family Programs works collaboratively with staff, faculty, students, and family members to develop and implement programmatic initiatives designed to support the successful inclusion of parents and family members into the Missouri State University community, including (but not limited to) new student orientation programs and Family Weekend activities. The Coordinator, Parent and Family Programs develops and maintains a variety of resources for parents and family members including (but not limited to) the Family Association website, new student orientation family guide, and regular family newsletters.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required; a Master’s degree is preferred.
Experience: One year of experience in academic advising, event planning, educational administration, leadership training, or related student affairs areas is required. Two years of experience working as a graduate assistant in one or more of these areas may be substituted for the one year experience requirement.
Skills: Organizational and leadership skills are required. Strong verbal and written communication skills, interpersonal skills, computer literacy, and the ability to work in a highly collaborative, team-oriented environment are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. A working knowledge of desktop publishing is preferred.
Other: The scope of the position requires occasional evening and weekend work, particularly during new student orientation programs.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Develops and implements a plan for enhancing relationships and involvement opportunities for parents and family members of Missouri State University students.
2. Develops and implements programmatic initiatives for parents and family members, including (but not limited to) Family Weekend and collaborates with other University offices, departments, and personnel to ensure their success.
3. Ensures the success of the Family Association by administering all aspects of the program, including (but not limited to) recruitment, enrollment, and recordkeeping.
4. Develops and administers policies and procedures regarding the Family Association.
5. Develops and distributes informational resources for parents and family members, including (but not limited to) the new student orientation Family Guide, regular newsletters, and other published and electronic documents.
6. Disseminates timely and appropriate information to parents and family members through a variety of media, including (but not limited to) the Family Association website, social media outlets, print publications, email, and other electronic media.
7. Collaborates with the Director of SOAR to develop and implement parent and family programmatic aspects of the SOAR program and arranges all necessary logistical components.
8. Conducts assessment of parent and family programs and activities to monitor effectiveness and relevance, as well as identify future areas of interest or need.
9. Serves as a primary contact for parents and family members to answer questions or direct them to appropriate areas for additional assistance.
10. Serves as a resource to faculty and staff regarding parent and family issues and concerns and represents the interests of parents and families on University committees, as assigned.
11. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
12. 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 Director SOAR.
13. Contributes to the overall success of the SOAR program by performing all other duties as assigned by the Director of SOAR.
The Coordinator of Parent and Family Programs is supervised by the Director of SOAR and assists with supervision of student SOAR Leaders and a graduate assistant.
OFFICE OF HUMAN RESOURCES
REVISED DECEMBER 2013
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in 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 to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of 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.