2407 Coordinator of Citizenship and Service-Learning Special Projects
TITLE Coordinator of Citizenship and Service-Learning Special Projects
CLASSIFICATION NUMBER 2407
IMMEDIATE SUPERVISOR Director of Citizenship and Service-Learning (CASL)
MAJOR ADMINISTRATOR Associate Provost for Student Development and Public Affairs
The Coordinator of Citizenship and Service-Learning Special Projects coordinates the development, planning, implementation, and assessment of all aspects of special projects that are coordinated by CASL. Responsibilities include advising and placement of service-learning students, assisting with student orientation, developing management reports, performing research on various subjects, assisting in the development of databases and dashboards to display information graphically, developing marketing and social media content, and maintaining operations and budgets for CASL. The Coordinator CASL coordinates service-learning spotlights for faculty, staff, and students and major service-learning programs, such as, the For the Greater Good workshops, the Civic Footprint, Citizen Alum, eJournal of Public Affairs, Focus First, and Walkable Springfield. The Coordinator CASL develops annual reports, performs data analysis, and writes grants in support of initiatives and programs.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree is required; a Master’s degree is preferred.
Experience: Two years of work experience are required. Experience or volunteer service in business, not-for-profit, legal or governmental agencies, and/or higher education is preferred. Experience with academic advising is preferred. Experience in technical writing, grant writing, annual report development, research, journal article writing, and/or copywriting is preferred. Experience with administrative business information systems such as Banner, query and report writing tools such as Argos, and Microsoft Office applications such as Powerpoint, Publisher, and Excel is preferred.
Skills: Excellent interpersonal, verbal, and written communication skills are required. The ability to independently manage the details associated with multiple projects and budgets, track activities, and meet deadlines is required. Strong decision making skills, the ability to prioritize tasks, and bring a variety of tasks to completion by deadlines is required. The ability to quickly learn the administrative structure of the University and the procedures necessary to accomplish the job is required. Attention to detail, strong organizational skills, and the ability to communicate with individuals with varying backgrounds are required. A working knowledge of various computer software applications such as Microsoft Office Suite is required. Grant-writing and research skills are preferred. Technical writing skills and familiarity with various formats required for article submission to scholarly journals and publications is preferred. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: Must be available to work evenings and/or weekends as needed for various CASL programs.
ESSENTIAL DUTIES AND RESPONSIBLITIES
1. Coordinates the development, planning, implementation, and assessment of all aspects of special projects that are coordinated by CASL.
2. Develops management reports, manages the CASL research stipend and Faculty Fellows grants, performs research, supports submissions to scholarly journals, and performs assessment and evaluation of service-learning programs.
3. Maintains and monitors CASL budgets and purchases needed supplies and equipment.
4. Coordinates Service-Learning spotlights and assists with the coordination of major service-learning programs, such as, the For the Greater Good workshops, the Civic Footprint, Citizen Alum, eJournal of Public Affairs, Focus First, and Walkable Springfield.
5. Develops management reports, performs analysis of data, and writes grants to support initiatives and programs.
6. Supports outreach to the University and Springfield communities by creating and maintaining visual representations (dashboards) of information in databases and promotes service-learning programs and events through various marketing efforts, including social media.
7. Assists with student orientation, advisement, and placement of service-learning students.
8. Participates as a member of the University community by serving on committees as assigned.
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 supervisor.
11. Contributes to the overall success of CASL by performing all other duties as assigned.
The Coordinator of Citizenship and Service-Learning Special Projects is supervised by the Director of Citizenship and Service-Learning and may supervise student workers and others as assigned.
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 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.