Missouri State University

6040 Coordinator of Employee Wellness Programs

POSITION IDENTIFICATION

TITLE Coordinator of Employee Wellness Programs

CLASSIFICATION NUMBER 6040

GRADE 46

CLASSIFICATION Exempt
 
IMMEDIATE SUPERVISOR Director of Taylor Health and Wellness Center 
 
MAJOR ADMINISTRATOR Vice President for Student Affairs
 
GENERAL FUNCTION

The Coordinator of Employee Wellness Programs leads the efforts of a cultural change to establish Missouri State University as a “model health and wellness community,” one that is recognized nationally as a successful model. The Coordinator models wellness and assesses the effectiveness of the University’s employee wellness programs to contribute to the body of knowledge in the health education/wellness disciplines by tracking the measurable impacts on the health of the University’s workforce and other participants. The Coordinator works closely with academic disciplines, the Ozarks Public Health Institute, the Taylor Health & Wellness Center, and other appropriate organizations to administer wellness/health promotion and protection efforts, disease prevention/management programs, assessment of results, and wellness/health education through health fairs, seminars, and other sessions on all three U.S.-based campuses.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Master’s degree in a health-related field is required.

Experience: Three years of experience managing workforce wellness programs or major projects involving working with diverse groups, marketing, planning, and assessment are required. Experience coordinating health-related research initiatives is preferred.

Skills: Excellent communication skills and the ability to work collaboratively with faculty, staff, and administrators are required. The ability to work with individuals possessing various levels of wellness knowledge is required. The ability to effectively present information and programs to individuals and groups is required. The ability to coordinate health-related research initiatives is required. Budget management skills are required. Excellent organizational skills, the ability to set priorities, and the ability to effectively schedule time and meet deadlines are required. An understanding of the Health Insurance Portability and Accountability Act (HIPAA) regulations and the ability to properly handle confidential information is required. Computer application skills are required. Web page development skills are preferred. Demonstrated creativity, self-motivation, and leadership abilities are required.                    

Effort: Must be able to lift and carry objects weighing up to 30 pounds on a regular basis.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Implements a “culture of wellness” at Missouri State University by developing short- and long-term wellness-related goals and encouraging faculty, staff, and other health plan members to adopt healthy lifestyles.

2. Ensures the implementation of a coordinated wellness program, the synchronization of efforts, and the leveraging of available resources by working with the Wellness Educator-Students.

3. Develops wellness programs specifically tailored to fit the three U.S.-based campuses by working with the campus administrators, evaluating and utilizing the wellness-related resources available at each location, and regularly visiting the Mountain Grove and West Plains campuses.

4. Develops and manages the Employee Wellness Program budget.

5. Educates the campus community about wellness and the various wellness-related programs available to the workforce and other health plan members by presenting wellness program information using a variety of media, coordinating an annual “health and wellness fair”, making educational presentations to individual University units and other groups, and making periodic presentations as requested to University administration and the Board of Governors regarding the status of the employee wellness program.

6. Encourages participation by employees and other health plan members in the University’s wellness program by developing and marketing incentive programs.

7. Ensures the University tracks and communicates the effectiveness of the Employee Wellness Program over time by developing performance measures in coordination with the President’s Wellness Advisory Council and faculty researchers. 

8. Provides data and other appropriate information by working with faculty and students conducting research on the University’s wellness program.

9. Ensures the Employee Wellness Program is woven into the fabric of the University’s healthcare plans by serving as a member of the Health Care Plans Review Committee (HCPRC), identifying and implementing appropriate incentives for participation, identifying the highest incidents of health problems within the University’s population of covered lives, working with the HCPRC to design programs to mitigate those health problems, and working with the HCPRC to demonstrate how a well-coordinated wellness program can positively impact the lives of its constituents, including helping to reduce increases in health care plan costs.

10. Helps to ensure communication and coordination of information and effort by serving as a liaison to other wellness-related committees and task forces as needed and reporting the results of periodic analysis of the effectiveness of the wellness programs on each campus.

11. Serves as Executive Secretary of the President’s Wellness Advisory Council and, in this capacity, schedules all meetings, prepares all meeting agendas, coordinates all guest presenters, tracks all membership terms, and recommends new committee members to the chair.

12. Obtains funding for components of the Employee Wellness Program by submitting grant requests.

13. Gathers input useful to the development of a comprehensive employee wellness program by working with individuals in the University academic departments, Taylor Health and Wellness Center, Ozarks Public Health Institute, Springfield-Greene County Health Department, other institutions of higher education, wellness-related professional organizations, and other agencies or organizations as appropriate.

14. Represents the University to the community by speaking to various groups and clubs as required and representing Missouri State University in wellness-related professional organizations. 

15. Maintains professional competencies about wellness, both as a field of study and the current status of wellness programs on the three campuses by researching current information in the wellness field, collecting information about wellness at the University at regular intervals, including baseline benchmarks, conducting longitudinal assessments to evaluate the effectiveness of wellness programs over time, determining the University’s return on investment, and recommending program adjustments as appropriate.

16. Ensures the confidentiality of participant information in compliance with HIPAA standards and other regulations and policies.

17. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development training, and attending training and/or courses required by the Director of Human Resources.

18. Contributes to the overall success of the Employee Wellness Program by performing all other duties as assigned.

SUPERVISION

The Coordinator of Employee Wellness Programs is supervised by the Director of Taylor Health and Wellness Center and may supervise one or more full-or part-time staff or student employees.

OFFICE OF HUMAN RESOURCES
REVISED FEBRUARY 2008

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 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 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.