TITLE Special Assistant to the Head Football Coach
CLASSIFICATION NUMBER 5650
IMMEDIATE SUPERVISOR Head Coach – Football
MAJOR ADMINISTRATOR Director of Athletics
The Special Assistant to the Head Football Coach assists the Head Coach and football staff with internal matters pertaining to the day-to-day operations of the football program within the Intercollegiate Athletics Department. The Special Assistant to the Head Football Coach works with the Head Football Coach in coordinating football travel, on-campus recruiting, and game day responsibilities. The Special Assistant to the Head Football Coach serves as a liaison with the community outreach program.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree in sport management, physical education, health and leisure studies, or a related field is required; a master’s degree in one of these fields is preferred.
Experience: At least two years of administrative experience in a University environment is required, preferably in coaching or athletics administration at the NCAA Division I level.
Skills: Strong verbal and written communication skills and excellent interpersonal skills are required. Management and organizational skills are required. Proficiency with computers, especially using Excel, are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. A thorough knowledge of National Collegiate Athletic Association (NCAA) rules and regulations governing the conduct of intercollegiate athletics is preferred.
Other: The scope of the position requires weekend and evening work and occasionally requires overnight, out-of-town travel.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists with day-to-day operations of the Missouri State University football program.
2. Serves as coordinator of team travel, supervises game day coordination of the team for home games, follows up with all assistant football coaches in the implementation and follow through of all academic policies, and follows up with assistant football coaches in securing attendance of student-athletes at all mandatory meetings.
3. Assists the head coach, assistant coaches, and student-athletes in community service opportunities and appearances.
4. Coordinates recruiting weekends, assists with all logistical operations for official visits, and gives campus tours to prospective student-athletes and their families.
5. Assists in the collection of required admissions-related paperwork for prospective student-athletes.
6. Assists the head football coach and assistant coaches with the coordination of pre-season and summer training, including meals, housing, etc. and coordinates on-campus housing with the Sr. Associate Director of Athletics/Senior Woman Administrator (SWA) for incoming and transfer student athletes in the sport of football.
7. Coordinates and plans team events and special projects related to the football program.
8. Assists the head coach in obtaining travel advances, assists with expense reporting for coaches and staff, and oversees proper allocation of travel expenses to appropriate budget categories.
9. Reduces the likelihood of violations of NCAA rules and regulations, particularly those regarding student eligibility to participate in intercollegiate athletics by ensuring that the athletics program is in compliance with NCAA rules and regulations governing eligibility.
10. Promotes a positive image of the intercollegiate athletics program and the University by participating in community and professional organizations.
11. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
12. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required by the Head Coach – Football.
13. Contributes to the overall success of the intercollegiate athletics program by performing all other duties and responsibilities as assigned by the Head Coach – Football, Sr. Associate Director of Athletics/SWA, and Director of Athletics.
The Special Assistant to the Head Football Coach is supervised by the Head Coach – Football and may supervise graduate assistants and student workers.
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.