1887 Career Resources Specialist
TITLE Career Resources Specialist
CLASSIFICATION NUMBER 1887
IMMEDIATE SUPERVISOR Director, Career Center
MAJOR ADMINISTRATOR Assistant Vice President, Student Academic Support Services
The Career Resources Specialist develops and implements Career Center activities within the university by assisting with overall planning and operational activities of the program, coordinating job placement with employers, conducting in-progress assessment of student success in the work environment, and evaluating the total work experience, primarily through the use of surveys and follow-up interviews. The Career Resources Specialist helps students imagine their futures then prepares them to understand and create those possibilities, advises students on various aspects of entering the world of work, including employment options, developing desirable professional qualifications, job search strategies, writing resumes and developing interviewing skills. The Career Resources Specialist incubates new ideas, models ethical behavior, provides all students with services in compliance with Missouri State EO principles, and supports university social progress programs.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required. A Master’s degree is preferred.
Experience: Previous experience in cooperative education, career services, career counseling, or other student service areas at the college/university level is preferred.
Skills: Effective oral and written communication skills are required. Must be able to utilize Microsoft Office programs, the Career Center web-based database, and other computer applications. The ability to work independently to accomplish objectives is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Effort: Some lifting of boxes and reaching for supplies on high shelves is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Provides assistance to students by serving as a liaison for specific academic departments concerning academic credit issues and program information, providing career information about full-time and internship opportunities, and by assisting in all aspects of a professional credential preparation, including resume writing and interviewing skills improvement.
2. Ensures the learning experience for students is effective by working closely with faculty.
3. Promotes a positive work experience for students following job placement by completing follow-up activities with students.
4. Promotes the programs and services provided by the Career Center by making presentations to classes and student organizations and by assisting in coordinating special events, programs, receptions, public speaking activities, etc.
5. Assists with the coordination of major projects, such as Career Fairs, Education Day, on-campus interviews, etc.
6. Promotes the University and the Career Center through participation in professional organizations and Master Advisor activities.
7. May teach one or more sections of IDS 120 (Career Development) or IDS 320 (Job Search) when necessary and participate in developing and reviewing the IDS 120 and IDS 320 curriculum.
8. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
9. 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, Career Center.
10. Contributes to the overall success of the Career Center by performing other duties and responsibilities as assigned.
The Career Resources Specialist is supervised by the Director, Career Center, and may supervise graduate assistants and student employees.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2011
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 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 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 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.