TITLE Associate Director of Admissions
CLASSIFICATION NUMBER 1205
IMMEDIATE SUPERVISOR Director of Admissions
MAJOR ADMINISTRATOR Associate Vice President for Enrollment Management
The Associate Director of Admissions provides senior level representation of Missouri State University in the Kansas City area. The Associate Director is responsible for developing and implementing a recruitment plan for students in the Kansas City region and serves as the liaison between the University and both high schools and community colleges in the Kansas City area. In this role, the Associate Director represents the University at college fairs and high school/community college recruitment visits and is actively involved in the educational community, including local, regional, and state professional organizations. As an executive representative of the University, the Associate Director supports University Advancement and other University offices and departments in the planning and execution of University events in the Kansas City area and works with the Alumni Relations in establishing relationships with area alumni that strengthens the recruitment effort. Although based in a city other than Springfield, the Associate Director works with the Missouri State University-Springfield campus and travels to Springfield as needed for various programs, meetings, and training and professional development opportunities.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A master’s degree is required.
Experience: At least three years of experience in admission and recruitment at a college or university is required. Preference will be given to candidates with experience with computerized admissions and recruitment systems and experience in a management or supervisory position.
Skills: Employee selection, supervision and decision making skills are required. Strong oral and written communication skills and analytical skills are required. Evidence of the ability to work successfully with college and university administrators and high school personnel is required. The ability to work with complex data systems is required.
License: Must be able to obtain a valid Missouri driver’s license.
Other: The scope of the job requires some evening and weekend work and regular travel to and from the Missouri State University campus in Springfield.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Contributes to the achievement of University enrollment and recruitment goals and objectives by developing recruitment strategies for students in the Kansas City region (greater metropolitan area and portions of surrounding counties) that integrate with the overall recruitment plan of the University and implementing that plan by representing Missouri State University at college fairs and high school/community college recruitment visits in the region and meeting with prospective students and their parents.
2. Serves as the representative of Missouri State University to the education community in Kansas City through involvement in local, regional, and state education organizations, maintaining familiarity (and where appropriate, providing support to) the educational partnerships the University maintains with area educational agencies and providing updates to the University administration regarding trends and opportunities for the University in the Kansas City area.
3. Participate in formal presentations, such as award and college planning presentations, and plans activities and events, both in the Kansas City region and the Springfield campus, for prospective students, families, and high school and community college counselors.
4. Coordinates with other offices (e.g., Multicultural Student Services) to support recruitment of target populations in the Kansas City area.
5. Coordinates with other University offices and departments by attending alumni events and activities in the region, creating a network of alumni employed in high school guidance, teaching, and administrative positions, serving as a liaison between Missouri State University alumni and the Office of Admissions, and assisting Alumni Relations in achieving goals in the designated area.
6. Develops and implements a strategy to utilize alumni in the recruitment of students by working with Alumni Relations to recruit volunteers, developing appropriate training and communication strategies, and tracking and reporting activities and results.
7. Enhances outreach efforts to alumni working in the K-12 education system by working with the College of Education and alumni and developing opportunities for alumni to work with student teachers.
8. Develops and assesses recruitment strategies by utilizing resources such as the student information system, Enrollment Information Service, ACT Information Manager, and other resources to research, compile data, and produce reports on students in the region.
9. Maintains familiarity with overall enrollment management initiatives and research, including research on retention of students from the Kansas City area.
10. Contributes to the success of the recruitment effort by assisting with the development and review of recruitment publications, letters, and web content.
11. Ensures effective use of University resources by managing a budget designated for recruitment activities in the Kansas City area.
12. 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 Director of Admissions, including periodic trips to Springfield.
13. Assists with meeting enrollment, recruitment, and student services objectives of the university by performing other essential duties and responsibilities as assigned.
The Associate Director of Admissions is supervised by the Director of Admissions, works with limited supervision, and exercises self-direction under general guidelines.
OFFICE OF HUMAN RESOURCES
REVISED MARCH 2015
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 5 - 730 Points: Supervision of (a) several work teams or work team leaders, (b) a rather large group of operative, administrative support, or paraprofessional employees, (c) a work group involving direction of skilled technical employees, (d) professionals in technical and skilled areas, and/or (e) subordinate supervisory personnel. The incumbent performs a full range of supervisory responsibilities including the authority to hire, train, transfer, promote, reward, or discipline others. Supervision will likely be general rather than close supervision of others. At this level, supervisory responsibilities consume significant amounts of work time and include substantial responsibility for work planning activities, staffing, and performance management as well as budgeting and planning functions.
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.