2595 On-site Outreach Coordinator
TITLE On-site Outreach Coordinator
CLASSIFICATION NUMBER 2595
IMMEDIATE SUPERVISOR Associate Provost, Access and Outreach
MAJOR ADMINISTRATOR Provost
The primary duty of the On-site Outreach Coordinator is to provide a variety of support services for a specific geographical sector of the University’s service area including needs assessment, student and faculty recruitment, marketing, program development, admission and registration assistance, and related administrative support services needed to ensure the success of both credit and professional development programs offered at off-campus sites. The On-site Outreach Coordinator serves as a liaison between a local community or region and the staff on the Springfield campus and oversees a variety of support services for students and faculty involved in various courses that may require maintaining evening office hours.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelors degree is required; a Master’s degree is preferred.
Experience: At least two years of professional work experience in education, public relations, or business is required. Experience in higher education and experience coordinating extension and/or continuing education programs is preferred. Experience with project management is preferred. Administrative experience in education, educational needs assessment, and/or the marketing and promotion of educational programs is preferred.
Skills: Excellent verbal and written communication skills are required. Excellent interpersonal skills are required. Recruitment or marketing skills are required, including the use of social media. The ability to use Microsoft Office applications and information management systems is required. Administrative, project management, and decision-making skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Effort: This position attends recruiting events and will transport and set-up a portable tent and transport recruiting materials on a monthly basis.
Other: Preference is given to candidates living in the geographical area served by the position. Travel is required to oversee off-campus instructional sites. The scope of the job may require occasional evening and weekend work to oversee off-campus programs and services. Travel to the Springfield campus may be required on a regular basis.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Contributes to the success of Access and Outreach’s mission and goals by assisting with the overall planning, development, and implementation of credit and non-credit academic outreach programs that meet the needs and interests of constituencies in designated sectors of the University’s service area.
2. Contributes to increasing the enrollment of off-campus, distance learning, and non-traditional students by assisting in the determination of the educational needs of prospective students in designated geographical sectors of the University’s service area and recommending and implementing a diverse range of marketing strategies for programs developed in response to these needs.
3. Supports the marketing and recruitment goals of the University by promoting the overall University program in designated communities within the University’s service area by making direct contact (personal visits, telephone communications, written correspondence) with appropriate individuals and organizations, developing positive working relationships with local community leaders, assisting various Access and Outreach departments with the distribution of University brochures and program announcements at off-campus sites, and seeking other opportunities to increase visibility for the University in keeping with its public affairs, public service, and outreach missions.
4. Provides a wide range of support services for off-campus faculty and students by working in cooperation with campus units such as the Graduate College, Admissions, the Registrar’s Office, Financial Services, and Access and Outreach as well as with college deans, academic and administrative department heads, faculty, staff, and students.
5. Assures prospective students have the opportunity to enroll in courses by arranging special admission and registration opportunities for off-campus sites and providing one-on-one advising as assigned.
6. Assists the University in implementing the public affairs mission and its public service commitment to the community while helping Access and Outreach to meet its financial goals by demonstrating sound financial management practices and an entrepreneurial approach to program development and administration.
7. Contributes to the development and successful implementation of technology-based instructional delivery systems by overseeing a wide range of administrative support services, assuring that adequate support is provided for off-campus interactive video classrooms, selecting, training, and supervising facilitators of off-campus locations, and working with the Interactive Video and Off-Campus Programs’ staff to design a comprehensive plan for program delivery.
8. Contributes to the development of a skilled and qualified support staff by selecting, training, supervising, and evaluating classroom facilitators, who are responsible for providing and collecting materials, proctoring exams, monitoring and reporting ITV equipment problems, and securing the facility.
9. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
10. 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 Provost for Access and Outreach.
11. Contributes to the overall success of Access and Outreach by performing these duties in a manner consistent with the stated mission, goals, and values performing all other essential duties as assigned.
The On-site Outreach Coordinator is supervised by the Associate Provost for Access and Outreach and may supervise clerical and support staff.
OFFICE OF HUMAN RESOURCES
REVISED OCTOBER 2014
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 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.