7525 Assistant Coordinator of Educational Field Experiences and Assessment
TITLE Assistant Coordinator of Educational Field Experiences and Assessment
CLASSIFICATION NUMBER 7525
CLASSIFICATION Professional Nonexempt
IMMEDIATE SUPERVISOR Educational Field Experiences Coordinator
MAJOR ADMINISTRATOR Associate Dean for Accreditation and Assessment, College of Education
The primary job duties of the Assistant Coordinator of Educational Field Experiences and Assessment are assisting with the placement of teacher candidates into practicum and student teaching settings with school districts, providing program support to K-12, Secondary Education (9-12) and MAT (Master of Arts in Teaching) participants in the schools, providing support for supervisory staff, data entry and data management related to Taskstream and Banner, and producing reports for stakeholders such as the Field Experiences Office, Program Coordinators, Dean and Associate Deans, and for state and federal reporting.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required; a Master’s degree is preferred.
Experience: At least two years of experience in a Birth – Grade 12 school setting, higher education setting, or other relevant experience is required.
Skills: Demonstrated supervisory, organizational, and management skills are required. Must be detail oriented. Excellent interpersonal skills, in particular the ability to work with college and public school students, faculty, and administrators is required. Strong verbal and written communication skills are required. Computer literacy is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Familiarity with Missouri State University operating systems and infrastructure is preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Serves as liaison between the Office of Field Experiences and public and private school administrators both in Missouri and out-of-state by making and nurturing contacts with administrators in both elementary and secondary schools to secure placements for practicum and student teaching experiences for teacher candidates in the Professional Education Sequences.
2. Serves as liaison between the Office of Field Experiences and academic departments housing programs by securing recommendations for student teaching from department heads and tracking prerequisites for student teaching and practicums.
3. Serves as liaison between Educational Field Experiences and public schools in the placement of student teachers and practicum students.
4. Completes data entry and data management duties related to Taskstream and Banner and creates reports to support state and federal accreditation and internal program review.
5. Participates as a full member of the University community by serving on committees and attending such committee meetings as scheduled.
6. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
7. Remains competent and current through self-directed professional reading, developing professional relationships with colleagues, attending professional development courses, and attending training and/or courses as required by the Education Field Experiences Coordinator.
The Assistant Coordinator of Education Field Experiences and Assessment is supervised by the Education Field Experiences Coordinator.
OFFICE OF HUMAN RESOURCES
REVISED OCTOBER 2016
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 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.
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 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.