Missouri State University

2160 Testing Technician

POSITION IDENTIFICATION

TITLE Testing Technician

CLASSIFICATION NUMBER 2160

GRADE 42

CLASSIFICATION Nonexempt
 
IMMEDIATE SUPERVISOR Director, Counseling and Testing Center

MAJOR ADMINISTRATOR  Vice President for Student Affairs and Dean of Students

GENERAL FUNCTION

The Testing Technician administers and/or supervises all of the testing programs assigned as part of the operations of the Counseling and Testing Center.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A bachelor’s degree is required.

Experience: Experience in the administration of standardized testing preferred.

Skills: The ability to communicate clear and concise directions to an individual examinee or a group of up to 200 examinees is required. The ability to communicate to individual people on questions regarding tests administered by the Testing Center is required. Must obtain and maintain current CPR certification.

Effort: Required to lift and carry boxes of test booklets (twenty to thirty pounds) short distances. Materials can also be transported via utility dolly from building to building on campus.

Other: Frequent weekend work is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Ensures appropriate administration of all institutional testing programs by following guidelines set by each program for security and administration of the test.

2. Provides coordination of the testing program by managing the administration of all national and individual tests for students, faculty, staff, and the community.

3. Provides for the appropriate administration of testing programs for the Missouri Department of Education by following guidelines established by the state.

4. Provides for the smooth operation of the Testing Center by maintaining comprehensive testing files.

5. Takes inventory of testing materials as needed and implements and enforces security of testing materials.

6. Manages funds from the testing services by maintaining monthly reports of test and the accounting of those funds.

7.  Recruits and trains staff to assist with testing as needed and provides on-going supervision of testing staff.

8. Ensures the smooth operation of each test given by providing and coordinating room reservations, test proctors, room supervisors, and test supervisors.

9. Provides good working relations between the University and the various testing companies by serving as a liaison.

10. Coordinates and signs contracts for testing programs in consultation with the immediate supervisor.

11. 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 Director of Counseling and Testing.

12. Provides for the continuity and operation of the Counseling and Testing Center by performing other tasks as required by the Director.

SUPERVISION

The Testing Technician provides supervision in the area of standardized testing for the staff and graduate assistants in the Counseling and Testing Center, as well as for the independent contractor testing staff.    The Testing Technician is supervised by the Director of the Counseling and Testing Center.

OFFICE OF HUMAN RESOURCES
REVISED MAY 2009

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 1 - 500 Points: Knowledge of principles, processes, methods, and procedures associated with a limited range of healthcare, technical, scientific, administrative support, communications, or social science program objectives or common problems. Knowledge permits the employee to complete routine medical and healthcare procedures, common administrative support tasks, operate basic equipment and instruments, carry out a variety of interrelated tasks and recurring assignments, assist individuals, answer common questions, and/or elicit information from a variety of sources. Professional knowledge, skill, and technical mastery at this level are typically acquired through a combination of formal education and/or training and experience beyond a high school diploma.

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 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.