TITLE Financial Aid Coordinator-Student Employment
CLASSIFICATION NUMBER 1862
IMMEDIATE SUPERVISOR Associate Director, Student Financial Aid
MAJOR ADMINISTRATOR Director, Student Financial Aid
The Financial Aid Coordinator-Student Employment coordinates the student work study assignment and payroll process and supervises the student employment clearance process. The Financial Aid Coordinator-Student Employment supervises and administers the Job Locator and Development Program and administers all federal campus –based aid funding for the federal Work-Study program, the Supplemental Educational Opportunity Grant, and the Perkins loan program. The Financial Aid Coordinator - Student Employment is a member of the Student Financial Aid management group and is involved in policy and decision making.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required. A Bachelor's degree in Business, Public Administration, Guidance and Counseling, Student Personnel Services, or a related field is preferred.
Experience: Two years of successful professional work experience is required; experience in financial aid, university administration, or a related field is preferred.
Skills: Effective communication skills are required. Supervisory, problem solving, and public speaking skills are required. Strong organizational and time management skills are required. A record of inclusive conduct and evidence of multicultural skills in the workplace are preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Supervises the clearance process for student employment and monitors student payroll processes for budget and federal work study student employees.
2. Administers the federal work study referral system and collects data for use by the Office of Student Financial Aid.
3. Manages the Job Locator and Development (JLD) program which includes student interviews, employer contacts, and configuring the applicant tracking system.
4. Administers funding from campus-based aid programs (Work-Study, SEOG, Perkins loan), monitors the award and disbursement of funds, and maintains fund balances.
5. Establishes and maintains effective working relationships with and serves as a liaison between employers that utilize the Student Employment Office to fill jobs.
6. Represents the Student Employment Office at SOAR, Student Showcase, Financial Aid College Night, and the New Student Convocation.
7. Ensures the effective operation of the Student Employment Office by administering the departmental budget, monitoring expenditures, and preparing monthly activity and other reports, such as the Job Locator and Developmental Earnings report.
8. Facilitates the preparation and revision of all departmental forms, contracts, and employment manuals, provides communications and correspondence as needed, and assists in the preparation of various publications which act as a public relations vehicle for the office.
9. Gathers data for annual federal reports, identifies ways to augment services related to student employment, and assists in researching and applying for grants that would enhance the Student Employment program.
10. Develops competent staff by selecting qualified applicants, providing supervision and coaching, evaluating performance, and providing training and development opportunities.
11. Ensures compliance with state and federal regulations by assisting in the preparation of required reports concerning financial aid.
12. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
13. 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 by the supervisor.
14. Contributes to the overall success of the Student Financial Aid office by performing all other duties as assigned.
The Financial Aid Coordinator-Student Employment is supervised by the Associate Director of Financial Aid, supervises full-time, part-time, graduate assistants, and student employees, and makes recommendations which are given particular weight regarding the hiring, firing, advancement, promotion, and other changes of status of those supervised.
OFFICE OF HUMAN RESOURCES
REVISED FEBRUARY 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.