TITLE Coordinator, Institutional Research-Effectiveness, West Plains
CLASSIFICATION NUMBER 1126
IMMEDIATE SUPERVISOR Assistant Dean of Academic Affairs
MAJOR ADMINISTRATOR Dean of Academic Affairs
The Coordinator of Institutional Research-Effectiveness, West Plains supervises all institutional research activities which provide information to support institutional planning, policy formulation, and decision making, directs and manages data collection, data analysis, and research activities relative to institutional research and assessment, and directs the compilation of data and manages the submission of required state and federal reports regarding University activities.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master's degree is required, a Doctorate is preferred.
Experience: Experience in institutional research is required.
Skills: A functional knowledge of personal computers and mainframe applications for data acquisition and analysis is required. Personal computer knowledge must include the ability to prepare documents, reports, spreadsheets, and databases using a variety of PC programs. Knowledge must include the ability to use SAS or SPSS as a research tool. The ability to write concise analytical reports that are directed to specific readership is required. The ability to interact with many levels of personnel in a congenial, courteous manner is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. An understanding of Banner or similar higher education information systems and Argos or similar enterprise reporting solutions is preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Provides information of a general nature about Missouri State University – West Plains campus and its environment through the publication of a variety of documents
2. Ensures that all state, federal, and Higher Learning Commission reports are submitted in a timely fashion by establishing and maintaining a reports management system.
3. Provides data to appropriate administrative units regarding faculty activities by conducting extensive surveys of faculty, compiling data, and reporting the results.
4. Provides senior administration with appropriate information about faculty productivity and salary comparisons by participating in national studies such as those organized by the University of Delaware and the College and University Professional Association for Human Resources (CUPA-HR).
5. Responds to ad hoc issues concerning the University by researching the issues and providing appropriate responses.
6. Ensures that internal and external requests for support in completing surveys/questionnaires are completed in a timely manner by managing a suspense system of critical dates relative to the surveys/questionnaires.
7. Coordinates the campus compliance committee as it oversees and ensures the campus’ compliance with all federal and state regulations.
8. Coordinates with Information Technology Services staff to implement, maintain, and utilize the web-based assessment system for academic and administrative departments and provides training for the campus community in the use of the system.
9. Supports the dissemination of assessment and research information by compiling and publishing a range of institutional data on the web and/or in print.
10. Develops procedures to enhance the University’s ability to access assessment information.
11. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
12. 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 Dean of Academic Affairs.
13. Contributes to the overall success of the Dean’s Office by performing all other duties and responsibilities as assigned.
The Coordinator of Institutional Research-Effectiveness, West Plains is supervised by the Assistant Dean of Academic Affairs and supervises professional and support staff.
OFFICE OF HUMAN RESOURCES
REVISED APRIL 2015
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 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 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.