1947 Director, New Student and Family Programs


TITLE Director, New Student and Family Programs




IMMEDIATE SUPERVISOR Associate Vice President for Student Affairs and Dean of Students

MAJOR ADMINISTRATOR Vice President for Student Affairs


The Director, New Student and Family Programs (NSFP) provides leadership for, develops, and manages programs designed to facilitate the successful transition of new students and family members into the Missouri State University community, particularly through transition programs such as Student Orientation, Advisement and Registration (SOAR), orientation for special student populations, the Ursa Experience, and Parent and Family Programs.  The Director, New Student and Family Programs develops and implements activities and services which orient new students and families to Missouri State University, supervises the operations of NSFP, recruits, selects, and trains student leader staff, and interprets and enforces University polity related to new student orientation. 


Education: A Bachelor's degree is required. A Master's degree is preferred.

Experience: Two years of experience in academic advising, student affairs, educational program planning, educational administration, or leadership training is required.  Experience in college orientation programming is preferred.  Management experience with budget responsibility is desirable.

Skills: Requires exceptional organizational and leadership skills. Strong verbal and written communications skills, interpersonal skills, and computer literacy are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. A working knowledge of desktop publishing is preferred.

Other: The scope of the position requires evening and weekend work.


1. Provides strategic oversight, budget development, and supervisory oversight for programs designed to facilitate the transition of new students and families into the Missouri State University community, including SOAR, the Ursa Experience, and Parent and Family Programs.

2. Establishes and implements short- and long-range departmental goals, objectives, policies, and operating procedures for NSFP, develops and monitors NSFP’s annual budgets, monitors and evaluates operational effectiveness, and effects changes required for improvement.

3. Serves as chair of the Orientation Advisory Committee, a group comprised of faculty, staff, and students who provide advice regarding the development of policies and programs for student orientation and transition.

4. Develops policy and procedures for freshmen and transfer student orientation programs in collaboration with the Orientation Advisory Committee.

5. Ensures the success of SOAR sessions by developing and planning orientation activities for students and their families, collaborating with University departmental representatives to determine content and length of presentations, and securing necessary logistical aspects such as meeting and conference facilities, guest lodging, food service, supplies, and printing of publications.

6. Ensures the success of the Ursa Experience by developing and planning activities which cultivate in students a connection to and affinity for Missouri State University and establish bonds among student participants, collaborates with University departmental representatives to provide programmatic support, and secures necessary logistical aspects such as meeting and conference facilities, lodging, food service, supplies, and printing of publications.

7. Recruits, selects, trains, and supervises student leaders for SOAR and the Ursa Experience annually, ensures student leaders are properly prepared to perform their duties by developing, implementing, and coordinating training programs, procures equipment, facilities, and speakers for training sessions, presents training sessions, and monitors the overall conduct of student leaders and their training.

8. Facilitates the selection of academic advisors representing each College by working with College Deans and Department Heads, processes information to contract and compensate advisors, coordinates training for faculty advisors, and appropriately addresses their individual concerns and professional needs.

9. Assures accurate and timely academic advisement during SOAR by working closely with the Academic Advisement Center.

10. Manages technological resources that facilitate the orientation and transition of new students and their families, including the online transfer orientation system and online SOAR and Ursa Experience reservation systems.

11. In collaboration with the Coordinator, Parent and Family Programs, provides leadership and oversight of programmatic initiatives which provide parents and families of Missouri State University students the knowledge and tools to actively and appropriately support their student’s success.

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

13. 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 Vice President for Student Affairs and Dean of Students.  

14. Contributes to the overall success of Student Affairs by performing all other duties as assigned.


The Director of New Student and Family Programs is supervised by the Associate Vice President for Student Affairs and Dean of Students and supervises the Coordinator, Student and Family Programs, student SOAR Leaders, and a graduate assistant.




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 4 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.

Factor 3: Interactions with Others

Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.

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 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.