Missouri State University

2411 Director, First Year Programs

POSITION IDENTIFICATION

TITLE Director, First Year Programs

CLASSIFICATION NUMBER 2411

GRADE 43

CLASSIFICATION Exempt
 
IMMEDIATE SUPERVISOR Associate Provost for Student Success
 
MAJOR ADMINISTRATOR Provost
 
GENERAL FUNCTION

The Director of First Year Programs is responsible for the Introduction to University Life Course (GEP 101), a required course for all entering freshmen except Honors College members. Responsibilities include recruiting instructors for up to 110 class sections, coordinating the content of the GEP 101 syllabus and textbook and training instructors and peer leaders. The Director of First Year Programs participates in SOAR programming each summer. The Director of First Year Programs works closely with the Student Success Committee, the Director, Advisement Center, and the Coordinator of the SOAR program and teaches several sections of GEP 101/310 each year.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Master’s degree is required.

Experience: Experience teaching GEP 101 at Missouri State University is required. Experience working with faculty and students in an academic setting is required. At least one year of experience as an academic advisor in higher education is preferred.

Skills: Effective interpersonal and oral and written communication skills are required. Organizational ability is required. Competency in the use of Microsoft Office (Excel, Word, PowerPoint, etc.) is required. 

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Helps to improve the retention rate of freshman by coordinating the GEP 101 course by recruiting, selecting, training and assigning teachers to course sections and selecting, training, and supervising peer leaders.

2. Helps to assure course effectiveness by coordinating the organization and content of the syllabus and textbook by working closely with the Student Success Committee, the Director, Advisement Center, and the SOAR Coordinator and assisting the Committee in course assessment.

3. Helps to assure all freshmen meet the GEP 101 requirement by monitoring encumbrances for those students that need to complete the course and assigning waivers as needed.

4. Remains directly involved with students and their challenges by teaching GEP 101/310 each year.

5. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and /or courses as directed by the Associate Provost for Student Success.

6. Contributes to the overall success of the Office of the Provost by performing all other duties as assigned.

SUPERVISION

The Director of First Year Programs is supervised by the Associate Provost for Student Success and supervises clerical staff, graduate assistants, and student workers.

OFFICE OF HUMAN RESOURCES
REVISED JULY 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 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 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 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 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.