TITLE Coordinator, College Readiness Programs
CLASSIFICATION NUMBER 1223
IMMEDIATE SUPERVISOR Director of Developmental Education
MAJOR ADMINISTRATOR Dean of Academic Affairs
The Coordinator, College Readiness Programs is responsible for meeting all Adult Education and Literacy (AEL) program objectives and goals. The Coordinator, College Readiness Programs develops activities, policies, and procedures to ensure compliance with all project guidelines. The Coordinator, College Readiness Programs supervises and evaluates project personnel, maintains program records, approves all expenditures of grant funds, and ensures that the project is properly integrated with other services offered by Missouri State University – West Plains.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required; a Bachelor’s degree in Education is preferred.
Experience: At least two years of experience teaching and leading an adult education program is required.
Skills: The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Licensure: A valid Missouri teaching license is required or must be obtained within 90 days of starting this position.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Implements all facets of each AEL program under the direction of the Director of Developmental Education, West Plains.
2. Establishes and maintains cooperative relationships with all area social service agencies and community groups.
3. Establishes and maintains close working relationships with target school administrators and Missouri State University – West Plains faculty and administrators.
4. Oversees the preparation, review, and submission of all necessary reporting.
5. Provides communication and information, as needed, to appropriate MSU-WP administrators and the Missouri Department of Elementary and Secondary Education (DESE).
6. Provides oversight and designs, develops, and directs all project activities.
7. Coordinates communication with financial aid, admissions, counseling, and other offices as needed and coordinates resources among other offices and agencies.
8. Establishes and maintains AEL program policies and procedures.
9. Attends required training to maintain state DESE certification.
10. Selects, supervises and trains qualified teachers and support staff, serves as a substitute teacher in the absence of classroom instructors, conducts regular staff meetings with classroom instructors to maintain contact and share program information and requirements, provides AEL-specific staff development, and evaluates each site and instructor on a regular basis.
11. Participates in orientation for new students.
12. Develops, plans, and implements methods to improve transitioning AEL graduates into higher education or other career, technical, or academic programs.
13. Prepares and delivers public service presentations for agencies or organizations when appropriate.
14. Ensures that appropriate documentation, such as enrollment and assessment information is maintained and reported, that proper procedures are followed for student terminations, that instructors utilize all forms and assessment tools appropriately to track student progress, and that instructors follow written procedures and policies to enable the MSU – WP AEL program to meet state performance targets using the Core Indicators as a guide for success.
15. Establishes, evaluates, and maintains reporting systems including quarterly and annual performance reports and financial documents.
16. Develops and manages program budgets and ensures efficient use of funds and authorizes expenditures of all AEL funds including travel and time off, etc.
17. Provides and arranges appropriate mandated professional development opportunities for personnel.
18. Gathers statistical and anecdotal evidence of populations to be served per AEL grant requirements.
19. Conducts ongoing promotional activities to inform potential clients of available services and benefits, works closely with the Workforce Investment Board (WIB) and the Missouri Career Center to promote and coordinate services in the area, and supervises the creation of brochures, flyers, and other promotional materials to be distributed in the community and surrounding areas by AEL instructors.
20. Plans, organizes, and executes the annual HSE Recognition Ceremony with the assistance of AEL staff.
21. Adheres to all applicable policies and procedures of institutions hosting off-site AEL classes.
22. Maintains close contact with and follow the guidelines of DESE, AEL section to ensure program requirements are met.
23. Works toward the successful completion of identified program objectives.
24. Prepares classroom documentation for the DESE program review.
25. Prepares the annual program plan, budget, and program application (grant) with assistance from the Director of Developmental Education, Dean of Academic Affairs, and other MSU – WP staff and researches and works closely with the Director of Developmental Education and the grant writer to write project proposals.
26. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
27. 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 directed by the Director of Developmental Education.
28. Contributes to the overall success Developmental Education and Academic Affairs by performing all other duties as assigned.
The Coordinator, College Readiness Programs is supervised by the Director of Developmental Education and supervises AEL instructors.
OFFICE OF HUMAN RESOURCES
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 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
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.