5604 Health Career Coordinator, AHEC
TITLE Health Career Coordinator, AHEC
CLASSIFICATION NUMBER 5604
IMMEDIATE SUPERVISOR Director, Southwest Missouri Area Health Education Center (SWMO AHEC)
MAJOR ADMINISTRATOR Coordinator, Sponsored Research and Programs
The Health Career Coordinator works with local communities, schools, hospitals and other medical facilities, and state educational and social service agencies to plan and implement health profession recruitment, education, and assistance programs. Specific program activities include establishment of education partnerships, identification of interested/promising youth and adults, organization and implementation of academic enrichment activities, and coordination of shadowing and health related community service opportunities to prepare youth for entry into and successful completion of health professional training programs. This is a grant-funded position; continued employment is contingent on funding.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree in education or a health-related field is required; a Master’s degree in education or a health-related field is preferred.
Experience: A minimum of two years experience in health care or health education is required. Knowledge of and experience with using social media, such as Facebook and websites, as a marketing tool to reach students. Experience as a health care professional is preferred.
Skills: Effective organizational skills, program/project planning and implementation skills, effective interpersonal communication skills, effective written and verbal communication skills, knowledge of and the ability to use basic office machines, and ability to understand and follow written and/or verbal directions are required. Proficiency with Microsoft Office Suite, including Word, Excel, PowerPoint, and Publisher is required. Must be detail-oriented and have ability to process and interpret diverse information while working simultaneously on several projects. Confidentiality is required for sensitive information. The ability to create posters, postcards, flyers, and other recruitment materials as need to advertise events is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Knowledge of health professions training programs preferred.
Other: Some overnight travel is required. May be required to transport students on occasion. A valid Missouri driver’s license and automobile insurance as required by the state of Missouri are required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Works with local communities, schools, hospitals and other medical facilities, and state educational and social service agencies to plan and implement health profession recruitment programs in Southwest Missouri by developing, conducting, and reporting needs assessments concerning recruitment, retention, and optimal distribution of health professionals determined to be the most needed in the region.
2. Develops a strategic plan for the implementation of a rural initiative to recruit interested students into the health professions by collaborating with SWMO AHEC staff, boards, and MAHEC staff, developing contacts with prospective students, particularly targeting early nurturing, and developing motivational programs to introduce health careers and to promote academic preparation excellence in elementary and secondary schools.
3. Develops and implements health profession recruitment programs by developing initiatives for health career education programming to include shadowing experiences, health career events/workshops, mentoring programs, summer enrichment programs, health career opportunities manuals, counseling/referral services, animal dissections, and evaluation/long term tracking from recruitment through alumni status.
4. Encourages participation from local educators, health professionals, and communities by developing linkages with SWMO AHEC schools districts that involve administrators, guidance counselors, and health/science/math classroom instructors and incorporating media promotion of health careers to focus the general public’s attention on health career opportunities and related education options.
5. Implements specific strategies promoting rural student recruitment, such as role model workshops, academic support groups, shadowing and mentoring programs, and health career opportunity fairs.
6. Helps to assure the continued effectiveness of recruitment strategies by providing for ongoing data collection to provide long range student tracking and program evaluation, continually monitoring and upgrading recruitment activities to accommodate current needs and demands, and identifying, exploring, and pursuing grants related to the support and development of recruitment services for SWMO AHEC in cooperation with MAHEC and other statewide AHEC agencies, with particular attention paid to future self-sufficiency of all activities.
7. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
8. Keeps up-to-date with advances in technology and social media in order to reach middle school and high school students effectively.
9. 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 AHEC Director.
10. Contributes to the overall success of the SWMO AHEC by performing all other duties as assigned.
The Health Career Coordinator, AHEC is supervised by the Director of the SWMO AHEC.
OFFICE OF HUMAN RESOURCES
REVISED JULY 2013
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 4 - 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 - 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 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.