1123 Coordinator Student Life and Development WP
TITLE Coordinator Student Life and Development WP
CLASSIFICATION NUMBER 1123
IMMEDIATE SUPERVISOR Dean of Student Services
MAJOR ADMINISTRATOR Chancellor
The Coordinator of Student Life and Development at Missouri State University-West Plains is responsible for residence life, student activities, student organizations, campus programming, and preparation of certain campus publications.
MIINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required. A Master's degree in an appropriate field is preferred.
Experience: Two years of successful experience in higher education student services is required, with one year of experience in residence life preferred. It is preferred that the required experience occur while employed full-time in a professional work setting, but work experience of the same type and for the same duration obtained while enrolled as a college student is acceptable.
Skills: The ability to communicate effectively and interact positively with students is required. The ability to function harmoniously within a team of student services personnel is required. The ability to design and coordinate effective student programming and activities is required. The ability to plan, organize, and budget programs of similar scope and funding levels as those at Missouri State University-West Plains is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Coordinates all aspects of residence life and administrative tasks related to the residence hall (e.g., occupancy, contracts, publications, and promotion).
2. Plans and coordinates a variety of campus activities for residential and commuting students.
3. Administers the recognized student organization program and encourages the establishment of additional student organizations.
4. Serves as advisor of the Student Government Association, West Plains and Mountain Grove campuses.
5. Coordinates the annual Welcome Week.
6. Coordinates the annual Homecoming activities.
7. Supervises the Student Recreation Center, maintains the schedule of approved activities, and provides student worker supervison.
8. Meets with students individually and/or in groups to listen and to assist with a variety of situations of concern to students as they pursue their educational goals.
9. Plans and presents (or arranges) student developmental programming on such topics as wellness, drug & alcohol education, and other areas relevant to student success.
10. Ensures appropriate supervision of the Putnam Student Center.
11. Provides required reporting needed as part of the annual Campus Safety and Security Act and other federally required reporting.
12. Chairs and/or serves on University committees as assigned.
13. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
14. 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 directed by the supervisor.
15. Ensures that miscellaneous assignments related to Student Life and Development are completed in the best interests of the campus by accepting and accomplishing tasks which are designed by the Dean of Student Services.
The Coordinator of Student Life & Development receives supervision from the Dean of Student Services; however, the Coordinator exercises considerable independent judgment in the administration of his/her area of responsibility. The Coordinator exercises direct supervision of resident assistants and any other student workers.
OFFICE OF HUMAN RESOURCES
REVISED MARCH 2016
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 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 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 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.