TITLE Coordinator, Marketing, Strategic Communications and External Relations COBA
CLASSIFICATION NUMBER 2655
IMMEDIATE SUPERVISOR Dean, College of Business Administration
MAJOR ADMINISTRATOR Provost
The Coordinator, Marketing, Strategic Communications and External Relations develops and manages the implementation of branding and develops and manages an integrated marketing plan for the College of Business Administration. The Coordinator, Marketing, Strategic Communications and External Relations works with University Communications to manage communications with the media and community. The Coordinator, Marketing, Strategic Communications and External Relations promotes COBA programs and accomplishments to past, current, and future students, faculty, and staff through special events and college communications and develops relationships with community leaders to further the mission of COBA.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required; a Master’s degree is preferred.
Experience: Three years of experience in marketing, branding, and/or public relations is required.
Skills: Exceptional interpersonal, verbal, and written communication skills. A working knowledge of various computer software applications, including word processing and database applications is required. Knowledge and expertise with new marketing communications tools, including the use of social media is required. Strong decision-making skills, the ability to prioritize tasks, and the ability to leverage and manage resources, both internal and external, are required. The ability to balance multiple priorities and meet tight deadlines is required. Proven project management skills and the ability to responsibly manage a budget are required. Skill in media relations is required, including the ability to proactively position University experts and news stories with media outlets. 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. Serves as the primary point in the College for media inquiries.
2. Promotes a positive image and expands the public’s perception of the College by preparing and disseminating news stories that feature academic programs and student, faculty, and staff achievements to area news media.
3. Promotes internal communication by creating and publishing a monthly newsletter, the “COBA Connection”.
4. Develops and publishes an annual publication for the College.
5. Plans, coordinates, and carries out events within the College including COBA Advisory Board meetings, scholarship events, Beta Gamma Sigma ceremonies, Homecoming, and other COBA events involving the public.
6. Serves as the primary liaison between the Dean and the COBA Advisory Board.
7. Utilizes and manages social media interaction on platforms such as Facebook and Twitter to enhance communication with the public as well as specific target groups.
8. Assist College department heads in the coordination of special projects, such as COBA Career Day and/or COBA Career Fairs.
9. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
10. 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 Dean.
11. Contributes to the overall success of the College of Business Administration by performing all other essential duties as assigned.
The Coordinator of Marketing, Strategic Communications and External Relations COBA is supervised by the Dean of the College of Business Administration and may supervise full- and part-time and student employees.
OFFICE OF HUMAN RESOURCES
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 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.
Factor 3: Interactions with Others
Level 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
Factor 4: Job Controls and Guidelines
Level 3 - 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 - 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.