1947 Director, Student Orientation, Advisement, and Registration (SOAR)
TITLE Director of Student Orientation, Advisement, and Registration (SOAR)
CLASSIFICATION NUMBER 1947
IMMEDIATE SUPERVISOR Vice President for Student Affairs
MAJOR ADMINISTRATOR Vice President for Student Affairs
The primary job duty of the Director of Student Orientation, Advisement, and Registration (SOAR) is to plan, implement, and coordinate the student orientation agenda, including printing and publications, food service, lodging, meeting and conference facilities, and administration of the Freshman (SOAR) and Family Orientation Programs. The Director of Student Orientation, Advisement, and Registration (SOAR) manages the student SOAR Leader selection process, monitors SOAR Leader training and performance, and coordinates and chairs the Orientation Advisory Committee to establish policy and identify faculty to serve as SOAR advisors. The Director of Student Orientation, Advisement, and Registration (SOAR) is also responsible for development and execution of the SOAR budget.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required. A Master's degree is preferred.
Experience: Experience in either academic advising, student affairs, educational program planning, educational administration, or leadership training is desirable. Experience in college orientation programming is preferred. Management experience with budget responsibility is desirable.
Skills: Requires exceptional organizational and leadership skills. Strong oral and written communications skills, interpersonal skills, and computer literacy are required. A working knowledge of desktop publishing is preferred.
Other: Scope of the position requires evening and weekend work.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures that Student Orientation, Advisement and Registration (SOAR) sessions are successful by planning for orientation activities, developing a schedule of activities which supports and complements the orientation agenda, verifying that all orientation materials are written, edited, printed and available for distribution during orientation sessions, monitoring SOAR’s budget expenditures and exercising budgetary authority, and coordinating all of the necessary support functions such as printing, food service, lodging, and meeting and conference facilities.
2. Manages the student SOAR Leader selection process by advertising the SOAR Leader selection process to the campus community, coordinating the use of facilities, equipment, and materials for conducting the SOAR Leader selections, choosing a team of evaluators to rate each student applicant, tabulating and notifying students of the results of applicant ratings, and coordinating with Student Employment for processing payment of student wages.
3. Ensures that SOAR Leaders chosen for academic, leadership, independent thinking, ethics, social concern, service, and communication skills are properly prepared to perform their duties by serving as a mentor in the development of SOAR Leaders, developing, implementing, and coordinating the SOAR Leader training program, procuring equipment, facilities, and speakers for SOAR training sessions, presenting SOAR Leader training sessions, and monitoring the overall conduct of SOAR Leaders and their training.
4. Facilitates the selection of faculty academic advisors by working with the Orientation Advisory Committee, College Deans, and Department Heads, confirming that faculty meet the policy guidelines set by the Orientation Committee, processing information to contract and compensate payable faculty, coordinating training for faculty advisors, and appropriately addressing their individual concerns and professional needs.
5. Manages funds by preparing an annual Orientation budget, preparing purchase orders, departmental transfers, and requisitions, authorizing and monitoring expenditures, submitting required fiscal reports, and issuing refund requests to Financial Services.
6. Facilitates the development of sound and effective policy for the freshman and transfer student orientation programs by coordinating and chairing the Orientation Advisory Committee, preparing the agendas for the monthly meetings, promoting communication between and among the committee and University departments, providing information and researching questions for the committee, and maintaining in written form all policy decisions made by the committee.
7. Assures accurate and timely academic advisement during SOAR by working closely with the Academic Advisement Center.
8. Ensures the success of the Family Association by managing the recruitment and enrollment of family members of Missouri State University students, serving as a University contact for those family members, and informing them of relevant campus events and information through regular communication and publications.
9. 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 Vice President for Student Affairs.
10. Contributes to the overall success of Student Affairs by performing all other duties as assigned.
The Director of Student Orientation, Advisement, and Registration (SOAR) is supervised by the Vice President for Student Affairs and supervises the Coordinator, Student and Family Programs, student SOAR Leaders, and a graduate assistant.
OFFICE OF HUMAN RESOURCES
REVISED DECEMBER 2013
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 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 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.