TITLE Veterans Incentive Program (VIP) Project Coordinator
CLASSIFICATION NUMBER 1204
IMMEDIATE SUPERVISOR Varies by campus
MAJOR ADMINISTRATOR Varies by campus
The VIP Project Coordinator recruits military veterans to attend Missouri State University, prepares and assists veterans starting or completing college degrees for educational success, and identifies and develops community support resources for veterans. The VIP Project Coordinator conducts personal needs assessments with veterans in order to develop a written plan of action designed to eliminate barriers to successful completion of their educational objectives.
This is a grant-funded position; continuation of the appointment depends on continuation of grant funding.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree from an accredited university in counseling, student guidance, public administration, social work, or a related field is required.
Experience: Two years of full-time, successful work experience in student financial aid, veteran’s affairs, academic advisement, or other experience directly related to the duties of the position is preferred. Experience in maintaining client files and records and tracking client progress is required.
Skills: Active listening skills are required; must have the ability to demonstrate compassion and professionalism. Excellent communication skills are required. Strong presentation and public relations skills are required. Preference will be given to veterans of the U.S. Armed Forces or individuals from a population underrepresented at the University. The ability to relate to veterans and their needs is required. Must be knowledgeable of career options and have the ability to discuss career options with clients. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBLITIES
1. Helps to ensure the academic success of veterans starting or completing degrees by creating a written plan of action for academic success for each veteran based on an individual needs assessment.
2. Maintains contact with VIP participants for individual advising and personal development activities by coordinating the implementation of action plans for each participant, monitoring, evaluating, and reporting on participant academic progress, intervening with appropriate support services when necessary, and referring to appropriate on and off-campus support services as needed.
3. Provides information on career options to clients and coordinates with the Career Center in providing career information and assistance.
4. Develops a mechanism to track college entry rates, retention rates, graduation rates, use of support services, and demographic information of veterans, maintains the database, and monitors progress toward University and Department of Education goals.
5. Contributes to the achievement of University enrollment and recruitment goals and objectives by developing marketing and recruitment strategies for military veterans, coordinating, implementing, and evaluating a plan for the recruitment of military veterans, and representing Missouri State University and VIP at various recruitment events and college recruitment visits.
6. Identifies the support needs of student-veterans, identifies, develops, and maintains relationships with community resources and partners that can meet the unique needs of veterans, monitors student-veterans use of resources, and seeks and compiles feedback from veterans regarding the helpfulness of community resources and partners.
7. Creates, coordinates, implements, and evaluates personal development workshops and activities for VIP participants, faculty, and staff.
8. Contributes to 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, maintaining professional contact with colleagues, attending professional development courses, and attending training and/or courses as directed by the supervisor.
10. Supports the overall success of Veterans Services by performing all other duties as assigned.
The VIP Project Coordinator is supervised by the designated supervisor.
OFFICE OF HUMAN RESOURCES
REVISED SEPTEMBER 2011
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.