TITLE Clinic Director, Center City Counseling Clinic
CLASSIFICATION NUMBER 2487
IMMEDIATE SUPERVISOR Department Head or designee, Counseling, Leadership & Special Education Department
The Center City Counseling Clinic (CCCC) Director coordinates all activities related to Clinic operations and assures compliance with all applicable city, state, and federal government regulations, the policies and procedures of the Department of Counseling, Missouri State University, and the standards of all appropriate professional accrediting agencies. The Clinic Director provides an environment in which students may, under supervision, observe and participate in assessment, diagnosis, and treatment of clients with psycho-emotional disorders, and other psycho-educational activities. The Clinic Director is accountable for fiscal management, staff management and development, delivery of effective services to clients, and marketing efforts.
Education: A Masters degree in Counseling or Counseling Psychology is required.
Experience: Three years of clinical experience in counseling is required; one year of management, supervisory, and fiscal management experience is preferred.
Licensure: Must hold or obtain Missouri state licensure as a Licensed Professional Counselor within three months of employment.
Skills: Effective oral and written communication skills, and effective computer skills including word processing, spreadsheet and database (Microsoft) are required.
1. Contributes to the effectiveness of the CCCC and the Counseling program by supporting and implementing the goals and objectives established by the Department Head and faculty.
2. Assures compliance with applicable accreditation standards, university policies and procedures, and city, state, and federal regulations by working with faculty to coordinate the student/client practicum schedule each semester, providing student supervision as required by the Council on Accreditation of Counseling and Related Educational Programs (CACREP), providing client care in accordance with American Counseling Association standards, operating the clinic in compliance with Department of Counseling, Leadership and Special Education and Missouri State University policies, procedures, and standards, and monitoring compliance with applicable accreditation standards, policies and procedures, and government regulations.
3. Prevents institutional liability by ensuring that all required licenses and insurance are reviewed and in force.
4. Encourages communication and coordination of services by serving as the liaison between campus and the off-campus sites and monitoring the off-campus site
5. Helps to ensure sound fiscal management of the CCCC by preparing an annual budget request including part-time supervision requirements and annual equipment and materials requests, negotiating service contracts, and monitoring the billing and reimbursement of services provided for timeliness and accuracy, within guidelines established and provided by the Department Head and Dean.
6. Expands community awareness of the services provided by the Clinic by developing marketing campaigns, advertising the services provided by the clinic, making presentations to professional and community groups, and developing public service activities.
7. Ensures the effective delivery of services to clients by providing diagnostic and treatment services when necessary, as well as providing supervision for the clinical experiences of counseling students.
8. 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 necessary.
9. Contributes to the overall success of the CCCC and the Counseling, Leadership & Special Education Department by performing all other duties as assigned.
The Clinic Director is supervised by the Department Head, or designee, and supervises the clinical experiences of assigned students.
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 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 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.