Missouri State University

1835 Co-curricular Student Ombudsperson

POSITION IDENTIFICATION

TITLE Co-curricular Student Ombudsperson

CLASSIFICATION NUMBER 1835

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Assistant Vice President for Multicultural Programs and Student Diversity

MAJOR ADMINISTRATOR Vice President for Diversity and Inclusion       

GENERAL FUNCTION

The Co-curricular Student Ombudsperson develops, organizes, coordinates, and supervises a variety of individual and social support services designed to facilitate the retention of students at the University. The Co-curricular Student Ombudsperson participates in planning and presenting appropriate retention topics, provides information to commuter students about student life and campus navigation, and provides information to participants at special events hosted or supported by the Division for Diversity and Inclusion.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education:  A Bachelor’s degree is required; a Master’s degree is preferred.

Experience:  At least two years of progressively responsible experience in any area of student affairs is required.

Skills:  Excellent written and interpersonal communications skills are required as well as organizational skills.  A working knowledge of computer applications is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Other: The position occasionally requires attendance at evening and/or weekend activities.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Provides support and assistance to division retention initiatives by collaborating with admissions and other key external groups to assist with campus visits and providing follow-up with some scholarship recipients.  

2. Supports division and campus retention initiatives by providing assistance for TRIO programs and other retention programs, assisting with collecting retention information and data, and assisting with advising individual students.

3. Develops and updates an effective program for managing the withdrawal of students from the University by coordinating with various University departments including, but not limited to, Residence Life and Services, Financial Services, the Registrar, and other offices as appropriate and compiling causal factors concerning student withdrawal by conducting research and presenting the resulting data to University administrations.

4. Serves as an advocate for issues relating to student retention through service on University committees.

5. Facilitates the transition of commuter students to University life by providing guidance and advice about campus orientations, navigation constraints, retention topics and issues, making presentations to parents, and providing personal and social support relevant to commuter students.

7. Contributes to the University's overall student retention effort by making presentations on retention services available to students during Coming-Back seminars, new International Student orientations, and SOAR sessions for the non-traditional student.

8. Provides timely and useful information as appropriate to parents and spouses of students about the University and available retention services through maintenance and updating of information on the web.

9. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

10. Remains competent and current through self-directedprofessional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by the Assistant Vice President for Multicultural Programs and Student Diversity.

11. Contributes to the overall success of University retention goals by performing all other essential duties as assigned.

SUPERVISION

The Co-curricular Student Ombudsperson is supervised by the Assistant Vice President for Multicultural Programs and Student Diversity.

OFFICE OF HUMAN RESOURCES

REVISED FEBRUARY 2014

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 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.