Missouri State University

1056 Coordinator, Graduate Recruitment

POSITION IDENTIFICATION

TITLE Coordinator, Graduate Recruitment

CLASSIFICATION NUMBER 1056

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Dean, Graduate College

MAJOR ADMINISTRATOR Provost

GENERAL FUNCTION

The Coordinator, Graduate Recruitment is part of the management team in the Graduate College and develops and implements strategies to recruit and retain graduate students by working with the Dean of the Graduate College, Graduate Council, and graduate program directors in academic departments.  The Coordinator, Graduate Recruitment develops and maintains communication with prospective graduate students, develops web-based resources for prospective students, meets with prospective students to introduce the University and graduate study opportunities, coordinates communication between the academic program and the prospective student for campus visits and pre-admission advisement, assists in planning and delivering orientation, provides registration assistance, and provides assistance in navigating University processes.  The Coordinator, Graduate Recruitment updates and maintains the prospective student database, assists with the content and structure of the Graduate College website, and coordinates the production of Graduate College recruitment publications.  The Coordinator, Graduate Admission and Recruitment plans and coordinates the recruitment visits to Graduate Fairs and other potential recruitment audiences and provides other administrative support for the Graduate College.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Master’s degree is required.

Experience: At least one year of experience working in higher education is required, preferably in student recruitment.

Skills:  Effective verbal and written communication skills and public relations skills are required.  The ability to organize and manage projects independently is required.  Web development skills and the ability to use social media to maintain communication with prospective students is required.  An understanding of databases is required.  A record of inclusive conduct and evidence of multicultural skills in the workplace is preferred.

Other: Some evening and weekend work and overnight travel is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Develops and implements the Graduate College recruitment plan by working with the Dean, the Graduate Council, and graduate program directors in the academic departments to establish enrollment goals and a plan to achieve enrollment goals.

2. Develops strategies to meet enrollment goals, such as planning and making college recruitment visits, attending recruitment fairs, using social media to maintain contact with prospective students, planning activities and events for prospective graduate students, and coordinating campus visits by prospective graduate students.

3. Assures coordination of recruitment and admission activities between the Graduate College and the individual college’s graduate programs by acting as a liaison between the Graduate College and the colleges, establishing and maintaining effective communication channels, identifying and addressing problems, coordinating the roles of Graduate College and the colleges in the recruitment and admission process, and assuring effective communication of policies, procedures, and requirements.

4. Assures the dissemination of and access to accurate information about the University’s graduate programs to potential students by coordinating the design and content of recruitment publications, assisting in the development of the Graduate College website, and developing online resources for potential students.

5. Utilizes the opportunity to recruit at Graduate Fairs and other potential recruitment audiences to communicate the advantages and opportunities for graduate study at Missouri State University.

6. Plans activities and events that will enhance the connection between potential students and Missouri State University.

7. Evaluates programs and services for graduate students by conducting surveys of enrolled graduate students and recommending changes that might enhance the graduate student experience.

8. Coordinates campus visits by prospective students and coordinates pre-admission advisement.

9. Serves as a liaison for applicants and the Graduate College by providing information, answering questions, assisting with registration, researching information needed to resolve problems, and identifying opportunities to better serve the needs of applicants and the colleges.

10. Maintains the prospective student database in order to reach prospective students and provide information about the University and its graduate program opportunities.

11. Helps to plan and deliver orientation for graduate students.

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 required by the Dean of the Graduate College.

13. Contributes to the success of the Graduate College by performing all other duties as assigned.

SUPERVISION

The Coordinator, Graduate Recruitment is supervised by the Dean of the Graduate College and supervises Graduate Assistants and student workers.

OFFICE OF HUMAN RESOURCES

OCTOBER 2011

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 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 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 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.