2590 Director, Adult Non-traditional Student Resources
TITLE Director, Adult Non-traditional Student Resources
CLASSIFICATION NUMBER 2590
IMMEDIATE SUPERVISOR Associate Provost for Access and Outreach
MAJOR ADMINISTRATOR Provost
The Director, Adult Non-traditional Student Resources provides leadership for the development and implementation of non-traditional student services related to evening, distance, and off-campus sites. Responsibilities include oversight of student recruitment, including, but not limited to, utilizing the web, distance communication, campus visits, college fairs, and community events and the deployment of strategies to assist with career choices, academic success, and gainful employment. The Director integrates and communicates all aspects of student resources to provide seamless assistance to students in acquiring the information and services they need, including intake processes, advising, financial aid, registration, degree completion pathways, and other services. The Director, Adult Non-traditional Student Resources develops partnerships within and outside the University to serve students, collaborates with others on approaches to marketing, and assists in creating alternative pathways to degree completion.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree is required.
Experience: At least three years of experience is required working with face-to-face and online credit programs in a higher education institution, including administrative and/or managerial experience directly related to advising, programming, recruiting, and providing support services for adult students. Diverse experience is required in several of the following University functions: outreach activities, veterans affairs, online teaching, academic policies and procedures, and adult and continuing education programs.
Skills: Strong oral and written communication skills are required. Excellent interpersonal and recruitment skills are required. The ability to make sound academic decisions is required. The ability to identify with the needs and concerns of adult and nontraditional students is required. The ability to project a positive image of the University through public speaking and interaction with the University’s publics is required. The ability to establish positive and effective working relationships with colleges and academic departments is required. Proficiency with the use of word processing, basic spreadsheets, e-mail, and the Internet is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Effort: Occasionally required to lift and carry materials weighing up to forty-five pounds.
Other: The scope of the job requires evening and weekend work, as well as oversight of special recruitment activities as part of various university-wide recruitment and college recruitment and registration services provided at on-site locations of area businesses and industries.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Designs systems and monitors adult non-traditional student matriculation including admissions, registration, advising, career planning, financial services, and student orientation.
2. Creates support systems to meet the needs of working adults, students at a distance, corporate clients, active duty military, veterans, and military families.
3. Contributes to the success of the Missouri State Outreach by developing communication strategies, retention practices, relationships with academic programs, and career linkages with the broader community.
4. Creates recruitment processes that serve students at a distance via the web and telecommunications as well as face-to-face recruitment activities throughout the region while deploying a proactive approach that may extend beyond the regular workday and week.
5. Develops effective support staff by recruiting and hiring qualified applicants and providing effective training, supervision, and evaluation feedback.
6. Utilizes a team approach to carry out responsibilities by actively collaborating and developing cooperative working relationships with colleagues, administrators, and staff within the unit and across campus.
7. Demonstrates sound financial management practices which contributes to the University’s financial goals by managing funds as assigned, making sound financial decisions to maintain budgets, and providing reports concerning financial and enrollment data as requested.
8. Serves on appropriate University committees as assigned.
9. Facilitates 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 as required.
11. Contributes to the University’s mission in a positive way by researching new programs and approaches for non-traditional students, identifying successful marketing strategies, continuously monitoring and improving practices to promote enrollment growth and student retention, and coordinating with other campus offices as needed.
12. Contributes to the overall success of Missouri State Outreach by performing these duties in a manner consistent with the mission, goals, and values of the University and team expectations and performing all other essential duties as assigned.
Director, Adult and Online Student Services is supervised by the Associate Provost for Access and Outreach and supervises professional, clerical, graduate assistant, and student employees.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory 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 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.