Missouri State University

1264 Transfer Student Recruiter-Evaluator

POSITION IDENTIFICATION

TITLE Transfer Student Recruiter-Evaluator

CLASSIFICATION NUMBER 1264

GRADE 41

CLASSIFICATION Nonexempt

IMMEDIATE SUPERVISOR Assistant Director of Admissions-Transfer Coordinator

MAJOR ADMINISTRATOR Assistant Vice President/Director of Admissions

GENERAL FUNCTION

The Transfer Student Recruiter-Evaluator participates in transfer recruitment activities, including presenting programs on- and off-campus. The Transfer Student Recruiter-Evaluator evaluates transfer credit according to established policies and procedures, updates and manages academic records in reference to transfer credit re-evaluation and pre-approval of credit following procedures and policies, and updates records in relation to study away transfer credit.  The Transfer Student Recruiter-Evaluator maintains and updates college catalogs on the Banner system and maintains and updates transfer articulations with community college partners.  The Transfer Student Recruiter-Evaluator provides information and responds to inquiries from prospective and current students, their families, high schools, faculty, and staff about a wide variety of issues.  The Transfer Student Recruiter-Evaluator may evaluate and process applications and transcripts for admission, determine admissibility and course equivalencies, post action and credit hours awarded, determine class standing, and enter codes used to create correspondence informing applicants of their status.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A bachelor’s degree is required.

Experience: No specific work experience is required, however experience with Missouri State University academic programs, facilities, student activities and organizations or at least two years of work experience in college admissions and recruitment at a regionally accredited institution is preferred.

Skills: Must be knowledgeable in the use of computerized management information systems (databases).  Excellent verbal and written communication skills and sensitivity to issues related to the retention and recruitment of a diverse student body are required.  Effective organizational skills are required.  Familiarity with Microsoft Office products is required.  The ability to learn and follow complex procedures and detailed policies are required.  Effective decision-making skills are required.  Keyboarding and data entry skills are required.

Effort: Considerable data entry work is required.  The position requires extended periods of time at a computer station and extensive utilization of information displayed on a computer monitor.  The ability to transport recruitment materials weighing 25-50 pounds is required.

Other: A valid Missouri driver’s license is required.

ESSENTIAL DUTIES AND RESPONSIBLITIES

1. Determines transfer credit equivalencies for unevaluated courses by comparing the title and descriptions of courses completed by students at other colleges and universities with the courses offered at the University and awarding credit according to established University policies.

2. Maintains course catalog changes and updates for incoming colleges/institutions in computerized management information systems (databases) to ensure proper transfer evaluation for students.

3. Contributes to the achievement of University enrollment and recruitment goals and objectives by representing Missouri State University at recruitment events on- and off-campus, advising prospective students and their parents regarding admission requirements, academic programs, financial aid and scholarships, residence halls, student organizations and activities, assisting with the development of publications used for admissions and recruitment, responding to written, phone, email, and in-person inquiries, meeting with visiting students and parents, and planning activities and events, both on and off-campus, for prospective transfer students, families, and community college counselors.

4. Makes individual and permanent changes to student records and institution catalogs based on decisions made by academic departments and recorded in the Transfer Re-evaluation/Pre-approval database.

5. Assists with the development and maintenance of articulation agreements.

6. Works with International Services to make individual transfer equivalency changes for all Study Away students in accordance with policies and procedures.

7. Ensures prompt and accurate processing of applications for admission by coding applications using the established system, merging application data to the computer data system, matching applications with transcripts received, informing applicants of credentials required to complete application processing, and contributing to the supervision of student employees assisting with application processing.

8. Determines the eligibility of applicants for admission to the University by interpreting class rank, test scores, grade point averages, and core curriculum information and comparing that information with established University admission policies.

9. Creates individual correspondence for each applicant by coding various details of the applicant’s status.

10. Ensures quality service to applied, prospective, and current students by responding to inquiries regarding policies, procedures, and programs of the University.

SUPERVISION

The Transfer Student Recruiter-Evaluator is supervised by the Assistant Director of Admissions-Transfer Coordinator and assists with the supervision of student employees.

OFFICE OF HUMAN RESOURCES

MARCH 2014

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 1 - 500 Points: Knowledge of principles, processes, methods, and procedures associated with a limited range of healthcare, technical, scientific, administrative support, communications, or social science program objectives or common problems. Knowledge permits the employee to complete routine medical and healthcare procedures, common administrative support tasks, operate basic equipment and instruments, carry out a variety of interrelated tasks and recurring assignments, assist individuals, answer common questions, and/or elicit information from a variety of sources. Professional knowledge, skill, and technical mastery at this level are typically acquired through a combination of formal education and/or training and experience beyond a high school diploma.

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 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 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.