Missouri State University

1865 Financial Aid Coordinator

POSITION IDENTIFICATION

TITLE Financial Aid Coordinator

CLASSIFICATION NUMBER 1865

GRADE 42

CLASSIFICATION Exempt
 
IMMEDIATE SUPERVISOR Varies
 
MAJOR ADMINISTRATOR Director Student Financial Aid
 
GENERAL FUNCTION
 
The Financial Aid Coordinator is responsible for the administration of a unit within the Office of Student Financial Aid, including planning, organizing, and directing the unit. The Coordinator ensures compliance with federal, state, and university regulations, develops and administers policies and procedures, analyzes practices to enhance service, supervises staff, and provides financial aid counseling to students. The Coordinator represents the University at state and regional conferences, area schools, and lending institutions, as well as acting as a liaison with high school students, parents, and administrators.
 
MINIMUM ACCEPTABLE QUALIFICATIONS
 
Education: A Bachelor's degree in Business, Public Administration, Guidance and Counseling, Student Personnel Services, or a related field is required. A Master's degree in the areas outlined above is preferred.
 
Experience: At least three years experience in an automated financial aid office is required. Prior supervisory experience in financial aid or a student affairs area is preferred.
 
Skills: Excellent communication skills are required. Leadership, human resources management, problem solving, and public speaking skills are required. Proficiency with computers and a highly automated financial aid management system is required.
 
Other: The scope of the job requires occasional evening and weekend work, including overnight trips.
 
ESSENTIAL DUTIES AND RESPONSIBILITIES
 
1. Ensures the assigned unit operates within all applicable regulation guidelines by planning, organizing, and monitoring the work of the unit.
 
2. Ensures the efficient operation of the unit by monitoring the operation of the various computer systems that process information required of the unit.
 
3. Assures the coordination of resources and effort by communicating with other University offices regarding mutual concerns.
 
4. Develops a competent staff by selecting qualified applicants, providing supervision and coaching, evaluating and coaching performance, and providing training and development opportunities.
 
5. Ensures that funds under unit supervision are properly used by assisting with the preparation and administration of the fund accounts.
 
6. Facilitates the efficient flow of information by acting as a liaison between outside agencies and the Office of Student Financial Aid and counseling students, parents, and others seeking financial aid information.
 
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 Assistant Director.
 
8. Promotes a positive image of the Office of Student Financial Aid by making presentations to inform the public about the various financial aid programs and associated application processes.
 
9. Contributes to the overall success of the Office of Student Financial Aid by performing all other essential duties as assigned.
 
SUPERVISION
 
The Financial Aid Coordinator receives supervision from the Director, Assistant Director, or Associate Director of Student Financial Aid (as assigned) and provides supervision to unit staff, which may include counselors, clerical staff, temporary staff, graduate assistants, and student workers.
 
OFFICE OF HUMAN RESOURCES
APRIL 2007

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 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.

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 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.