Missouri State University

1803 Identification and Recruitment Specialist

POSITION IDENTIFICATION

TITLE Identification and Recruitment Specialist

CLASSIFICATION NUMBER 1803

GRADE 42

CLASSIFICATION Nonexempt

IMMEDIATE SUPERVISOR Director of Southwest Regional Professional Development Center (SWRPDC)

MAJOR ADMINISTRATOR Dean of the College of Education/Head, Institute for School Improvement

GENERAL FUNCTION

The Identification and Recruitment Specialist assists in the proper and timely identification and recruitment of program eligible migrant and immigrant children and youth within a defined RPDC service region.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor’s degree is required. A Bachelor’s degree in Education, Agriculture, or Communications or a related field is preferred. 

Experience: Three years of work experience is required. Experience working asa migratory worker is preferred. Experience working with agri-businesses that
employ migratory workers is preferred.

Skills: Proficiency in word processing applications is required. Proficiency inSpanish is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Helps to assure the proper and timely identification and recruitment of program-eligible migrant and immigrant children and youth by assisting school districts and agri-businesses build their capacity to determine the presence and eligibility of migratory and limited English-proficient children and youth, promote parental and community understanding of and participation in content and language instruction educational programs, and identify and disseminate information regarding appropriate and coordinated supportive services that address unique cultural, linguistic, social, and health-related factors.

2. Remains competent and current through self-directed professional reading, developing professional contact with colleagues, attending professional development courses, and attending training and/or courses as directed by the supervisor.

3. Supports the overall success of the SWRPDC by performing all other duties assigned.

SUPERVISION

The Identification and Recruitment Specialist is supervised by the Director, SWRPDC.

OFFICE OF HUMAN RESOURCES
REVISED AUGUST 2008

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 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 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.