TITLE Admission Counselor for Diversity Outreach and Recruitment
CLASSIFICATION NUMBER 1244
IMMEDIATE SUPERVISOR Assistant Director of Admissions-Freshman Coordinator
MAJOR ADMINISTRATOR Assistant Vice President for Enrollment Management and Director of Admissions
The Admission Counselor for Diversity Outreach and Recruitment represents Missouri State University at college fairs and high school/community college recruitment visits and counsels prospective students and their parents regarding admission requirements, academic programs, financial aid and scholarships, residence halls, student organizations and activities. The Admission Counselor for Diversity Outreach and Recruitment assists with the development of publications and responds to written, phone, email, and in-person inquiries. The Admission Counselor for Diversity Outreach and Recruitment meets with visiting students and parents and plans activities and events in various cities for prospective students/families and high school counselors. The Admission Counselor for Diversity Outreach and Recruitment assists in the development and implementation of programs and partnerships, both on and off-campus, that enhance access and opportunity for underrepresented students and supports actions and approaches that assist the University in achieving a diverse student body.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor's degree is required.
Experience: Experience working in a diverse environment and/or with students from diverse backgrounds is required. Experience with Missouri State University academic programs, facilities, student activities and organizations or at least two years of work experience in college admissions and recruitment at a regionally accredited institution is preferred.
Skills: Excellent communication skills, both written and verbal, are required. Demonstrated ability to solve problems through a collaborative consultation model is required. A fundamental understanding of current issues and challenges facing individuals representing diverse backgrounds is required. Familiarity with the key processes in recruitment and promotion targeting individuals representing diverse backgrounds is preferred.
Effort: Requires the abilities to transport recruitment materials weighing 25 - 50 pounds. Some data entry and computer work is required.
License: Must have a valid Missouri driver's license.
Other: Must be available to attend events during evenings and weekends; out-of-town, overnight travel is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists in the development of a recruitment plan and goals for their individual territory that integrates with the overall recruitment plan of the University.
2. Assists the Coordinators for Diversity Outreach and Recruitment with the development and implementation of recruitment and communication strategies for underrepresented students that integrate with the overall recruitment plan for the University.
3. Contributes to the achievement of University enrollment and recruitment goals and objectives by representing Missouri State University at college fairs and high school/community college recruitment visits; advising prospective students and their parents regarding admission requirements, academic programs, financial aid and scholarships, residence halls, student organizations and activities; assisting with the development of publications used for admissions and recruitment; responding to written, phone, email, and in-person inquiries; meeting with visiting students and parents; and planning activities and events, both on and off-campus, for prospective students/families and high school counselors.
4. Engages with internal and external diversity-related organizations and government agencies that support our diversity strategy.
5. Assists in the development of internal networks and an effective means of communicating diversity initiatives throughout the University.
6. Works with the Multicultural Student Recruitment Team, assists with the Multicultural Student Scholarship program, and networks with multicultural alumni.
7. Advises supervisory personnel of the progress of ongoing responsibilities by maintaining accurate records of student and high school/community college contacts, preparing reports concerning recruitment and admission activities, reporting observations in assessing the territory management plan, and compiling data and reports.
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 required by the Assistant Director of Admissions-Freshman Coordinator.
9. Assists with meeting enrollment, recruitment, and student service objectives of the University by performing other essential duties and responsibilities as assigned.
The Admission Counselor for Diversity Outreach and Recruitment is supervised by the Assistant Director of Admissions-Freshman Coordinator and may occasionally supervise student employees. During periods of travel, the Admission Counselor will operate with limited supervision and will be required to exercise self-direction under prescribed guidelines.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 1 - 500 Points: Knowledge of principles, processes, methods, and procedures associated with a limited range of healthcare, technical, scientific, administrative support, communications, or social science program objectives or common problems. Knowledge permits the employee to complete routine medical and healthcare procedures, common administrative support tasks, operate basic equipment and instruments, carry out a variety of interrelated tasks and recurring assignments, assist individuals, answer common questions, and/or elicit information from a variety of sources. Professional knowledge, skill, and technical mastery at this level are typically acquired through a combination of formal education and/or training and experience beyond a high school diploma.
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 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 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.