1198 Executive Director, Multicultural Resource Center and Programs
TITLE Executive Director, Multicultural Resource Center and Programs
CLASSIFICATION NUMBER 1198
IMMEDIATE SUPERVISOR Vice President for Diversity and Inclusion
MAJOR ADMINISTRATOR President
The Executive Director, Multicultural Resource Center (MRC) and Programs provides leadership and support for the establishment and achievement of underrepresented student recruiting and retention goals, administers the MRC, and develops programs that serve the needs of multicultural and diverse student populations. Responsibilities include direct supervision of the MRC, program development for TRIO and the Multicultural Program Highway, oversight of early access to higher education conferences, campus warming initiatives, heritage month programs, and special pipeline programs and education projects. The Executive Director, MRC and Programs serves as a liaison to University guests, underrepresented organizations, and community constituents such as the Springfield Public Schools. The Executive Director, MRC and Programs provides direction and input into student leadership development activities as needed and creates materials and aligns resources that provide advice and direction to prospective students and parents on admission requirements, lifestyle expectations, and relevant services. The Executive Director, MRC and Programs initiates, plans, and coordinates special events such as Multicultural Recruitment Day, assists in writing, editing, and distributing strategies for underrepresented student recruitment publications and brochures, and promotes cultural awareness by coordinating the educational series associated with ethnic heritage months, i.e., African American Heritage Month, Hispanic Heritage Month, Native American Heritage Month, Asian American Heritage Month, and the King Holiday Celebration. The Executive Director, MRC and Programs provides general coordination of the activities and services of the MRC and directs capstone retention efforts to assist with the overall success of the underrepresented student population.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education/Experience: A Bachelor’s degree and five years or a Master’s degree and three years of increasingly responsible experience in a leadership capacity for underrepresented student engagement, recruitment and retention, support services, and/or counseling, with direct responsibility for project and/or program development and management of employees in diverse environments. A record of accomplishment, community engagement, budgetary responsibility, and cultural competence is required. Successful experience in developing and maintaining relationships with service organizations and/or referral groups and management of services for at-risk populations is preferred.
Skills: Management skills in the development of recruitment goals and objectives and the selection and supervision of professional, clerical and student employees is required. Effective decision making skills 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. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: A valid Missouri driver’s license is required. The position requires evening and weekend work as well as overnight travel.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Helps to establish and facilitate the achievement of University goals and objectives for underrepresented student recruitment and retention by developing and administering an effective Multicultural Resource Center, partnering with the Office of Admissions in scheduling high school and community college recruitment visits, aligning TRIO programs and activities to enhance social development and cross-cultural and early access to higher education, supervising special events sponsored by the MRC, creating materials and aligning resources to provide advice and direction to prospective students and parents on admission requirements, lifestyle expectations, and relevant services, initiating, planning, and coordinating special events such as Multicultural Recruitment Day, and assisting with the writing, editing, and development of distribution strategies for underrepresented student recruitment publications and brochures.
2. Develops and maintains effective working relationships with community support organizations and leaders from underrepresented communities by networking and developing new relationships.
3. Promotes the recruitment and retention of multicultural students for leadership of campus student organizations by showcasing student academic, scholarly, social, and civic achievements in MRC marketing and promotional materials.
4. Helps to enhance the University experience for all students, with emphasis on underrepresented groups, by advertising and assisting student organizations in developing sustainable cross-cultural activities, resolutions, and ongoing initiatives such as study groups, homecoming partnerships, and community service projects.
5. Encourages increased cultural awareness of students, faculty, staff, and the local community by initiating, planning, and coordinating annual occurrences such as African American Heritage Month, Hispanic Heritage Month, Native American Heritage Month, Asian American Heritage Month, and the King Holiday Celebration.
6. Enhances the multicultural experience, retention, and academic opportunities of students by managing the Multicultural Resource Center for the attraction of the entire student body.
7. Assists students in effectively utilizing the resources of the University to facilitate academic and personal success by partnering with the Co-Curricular Ombudsperson, interviewing and advising students, and making appropriate referrals as necessary.
8. Establishes the viability of the MRC by effectively supervising the Assistant Director, support staff, and student employees, advising on the progress of the MRC, compiling, organizing, and analyzing data on student retention programming, maintaining fiscal integrity, and preparing various reports for the perusal of the Vice President for Diversity and Inclusion.
9. Facilitates 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 Vice President for Diversity and Inclusion.
11. Contributes to the overall success of the Division for Diversity and Inclusion by performing all other duties as assigned.
The Executive Director, MRC and Programs is supervised by the Vice President for Diversity and Inclusion and supervises full-time, part-time, and student employees.
OFFICE OF HUMAN RESOURCES
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 4 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
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 4 - 1500 Points: Work involves the primary accountability for a smaller 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. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.