1056 Coordinator, Graduate Admissions and Recruitment
POSITION IDENTIFICATION
TITLE Coordinator, Graduate Admissions and Recruitment
CLASSIFICATION NUMBER 1056
GRADE 42
IMMEDIATE SUPERVISOR Associate Provost for Graduate Studies and Research/Dean, Graduate College
GENERAL FUNCTION
The Coordinator, Graduate Admissions and Recruitment reviews and evaluates applications for admission to the Graduate College, determines initial eligibility for admission, and works as a liaison with academic departments in the admission process. The Coordinator, Graduate Admissions and Recruitment develops databases and produces reports utilizing database information, assists with the content and structure of the Graduate College Web Page, and coordinates the production of Graduate recruitment publications. The Coordinator, Graduate Admission and Recruitment coordinates the coverage and attends Graduate Fairs and other potential recruitment audiences, provides information to potential students, serves as enrollment liaison with departments and colleges, and provides other administrative support for the Graduate College.
MINIMUM ACCEPTABLE QUALIFICATIONS
Experience: Experience in a higher education setting, preferably at the interface between students and administration is preferred.
Skills: Effective oral and written communication skills, public relations skills, and proficiency with word processing, spreadsheet, and database applications are required. The ability to organize and manage projects independently is required. Web page creation and maintenance skills and Internet search skills are preferred.
Other: Some evening and weekend work and overnight travel is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Facilitates the graduate student admission process by evaluating applications for admission according to the criteria established by the Graduate College and forwarding eligible applications to the colleges in a timely manner for evaluation and selection.
2. Assures the effective organization and use of applicant information by developing and coordinating the use of database resources to prepare various reports.
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 and assisting with the Graduate College Web Page.
5. Coordinates the recruiting efforts of the Graduate College and the various colleges by maintaining a presence at Graduate Fairs and other potential recruitment audiences.
6. Serves as a liaison for applicants and the Graduate College by providing information, answering questions, researching information needed to resolve problems, and identifying opportunities to better serve the needs of applicants and the colleges.
7. 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 Associate Provost for Graduate Studies and Research/Dean of the Graduate College.
8. Contributes to the success of the Graduate College by performing all other duties as assigned.
The Coordinator, Graduate Admissions and Recruitment is supervised by the Associate Provost for Graduate Studies and Research/Dean of the Graduate College and supervises Graduate Assistants and student workers.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2008
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in 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 to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of 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 2 - 100 Points: Interactions are generally routine and structured involving employees inside the University, students, or the general public. The purpose may include obtaining or clarifying facts, coordinating work, solving recurring problems, or providing factual information to others. Contacts may be with coworkers or structured exchanges with students, faculty, or the general public, and are generally for the purpose of exchanging information.
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.