Missouri State University

1199 Assistant Vice President for Multicultural Services

POSITION IDENTIFICATION

TITLE Assistant Vice President for Multicultural Services

CLASSIFICATION NUMBER 1199

GRADE 47

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Vice President for Diversity and Inclusion

MAJOR ADMINISTRATOR President

GENERAL FUNCTION

The primary duty of the Assistant Vice President for Multicultural Services is to provide leadership and support for the establishment and administration of multicultural student recruiting initiatives and the development and administration of departments and programs that serve the needs of multicultural and diverse student populations.   

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Master’s degree is required; a terminal degree is preferred.

Experience: Five years of experience in minority student recruitment, multicultural student affairs, or support services, counseling, or program development targeted to diverse student populations which demonstrates a record of accomplishment and increasing responsibilities is required.  Successful experience within the state of Missouri in developing and maintaining relationships with diverse organizations and political groups is preferred.   

Skills:  Management skills in the selection and supervision of professional, clerical and student employees, in the development of recruitment goals and objectives, and in decision making are required.  Strong verbal and written communication skills are required.  Excellent interpersonal skills are required.  Awareness and sensitivity to the issues related to the recruitment and retention of underrepresented students are required.

Other: A valid Missouri driver’s license is required.  The scope of the job requires evening and weekend work as well as overnight travel.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Provides supervision and oversight of Multicultural Student Services, TRIO programs, the Co-curricular Student Ombudsperson, and administration of unit programs and activities. 

2. Initiates, plans, and coordinates special events sponsored by Diversity and Inclusion, such as Multicultural Leadership Scholarship Interview Day, Student Transition Education Program, and the Youth Empowerment Conference.

3. Provides direction and input in the development of the recruitment schedule for diverse populations.

4. Provides collaborative advisement to prospective students and parents on admission requirements.

5. Writes, edits, and supervises the development of multicultural student recruitment publications and brochures.

6. Administers the Multicultural Leadership Scholarship program.

7. Develops and implements the Inclusive Excellence program for all recipiencts of the Multicultural Leadership Scholarship.

8. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

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 Vice President for Diversity and Inclusion.

10. Supports the overall success of the Division of Diversity and Inclusion by performing all other duties assigned.

SUPERVISION

The Assistant Vice President for Multicultural Services is supervised by the Vice President for Diversity and Inclusion and supervises full time, part time, and student employees.

OFFICE OF HUMAN RESOURCES

FEBRUARY 2013

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 5 - 3300 Points: Knowledge of the principles and methods of an administrative, managerial, or professional field such as accounting or auditing, financial management, information technology, business administration, human resources, engineering, law, social sciences, communications, education, or medicine. Knowledge permits employee to supervise projects and/or departments using standard methods to improve administrative and/or line operations. Knowledge also permits employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge at this level requires a Bachelor's or Master's degree with substantial related work experience, including up to two years of administrative or supervisory experience. Alternatively, this level may require a professional or clinical degree beyond the Bachelor's degree with moderate related work experience; knowledge requirements include significant levels of related work experience.

Factor 2: Supervisory Responsibility

Level 5 - 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 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 5 - 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.