1257 Coordinator, Career Development Center - West Plains


TITLE Coordinator, Career Development Center - West Plains




IMMEDIATE SUPERVISOR Dean of Student Services



The Coordinator, Career Development Center develops and implements Career Center activities, collects and organizes data about program participants of the TAACCCT grant, and works closely with the Project Manager, TAACCCT and the external program evaluator to assure that reporting requirements of the grant are met. The Coordinator, Career Development Center collects and manages student data such as gender, race/ethnicity, residency, part-time or full-time status, whether degree or certificate-seeking, retention information, and graduation rates for those students in grant-related programs. The Coordinator, Career Development Center assists with Career Services operations, including working in the college and career planning lab to help students imagine their futures and what is required to realize those possibilities, advising students on various aspects of entering the workforce including employment options, helping students with job search strategies, and building relationships between the University and school and business partners in the community and surrounding area.


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 services areas at the college/university level is preferred.

Skills: Effective verbal and written communication skills are required. The ability to utilize Microsoft Office programs, career data tracking software, and other computer applications is required. 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.


1. Serves as a liaison for collecting and reporting participant information to the TAACCCT Project Manager and the external program evaluator.

2. Develops and manages program goals and measures, maintains statistical data, and maintains the participant tracking information to document employment outcomes of TAACCCT participants.

3. Collaborates with the Missouri Department of Economic Development to develop a process to obtain data from state agency databases as appropriate to track participant data to measure outcomes for the TAACCCT grant.

4. Provides students with information on the full range of resources available for career support, administers and interprets career assessments, provides career information about full-time and internship opportunities, and assists in all aspects of professional credential preparation, including resume writing and interviewing skills improvement.

5. Promotes internship and full-time employment opportunities with community employers and monitors for compliance with the program and grant.

6. Promotes a positive work experience for students following job placement by completing follow-up activities with students.

7. Organizes major projects and events, such as Career Fairs, on-campus interviews, etc. and promotes the programs and services provided by the Career Center by making presentations to classes and student organizations.

8. Promotes the University and Career Services through participation in professional organizations.

9. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

10. 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.

11. Contributes to the overall success of the TAACCCT grant by performing other duties and responsibilities as assigned.


The Coordinator, Career Development Center - WP is supervised by the Dean of Student Services and may supervise staff and/or student employees.




Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in 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 to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of 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 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.