TITLE Coordinator, Office of China Programs/Study in Mexico Program
CLASSIFICATION NUMBER 1683
IMMEDIATE SUPERVISOR Vice President for Research and Economic Development and International Programs
MAJOR ADMINISTRATOR President
The Coordinator, Office of China Programs/Study in Mexico Program oversees the daily operations of China Programs and the Study in China and Study in Mexico programs. The Coordinator, Office of China Programs/Study in Mexico Program works with partner institutions, negotiates agreements, and develops study away sites for MSU students to study in China and Mexico. The Coordinator, Office of China Programs/Study in Mexico Program works with academic departments regarding academic credit earned in China and Mexico, recruits students to participate, and advises students interested in studying in China or Mexico. The Coordinator, Office of China Programs/Study in Mexico Program assists, advises, and helps Chinese students studying at MSU and visiting scholars to acclimate to life in the US and access campus and community resources.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education/Experience: A high school diploma or the equivalent and five years of experience working with Chinese nationals studying in the United States or administering study abroad programs for U.S. students or a Bachelor’s degree and three years of experience working with Chinese nationals studying in the United States or administering study abroad programs for U.S. students.
Skills: Excellent verbal and written communication skills are required; excellent interpersonal skills are required. Knowledge of the culture and customs of a variety of countries is required, particularly US, China, and Mexico. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: Other: A valid Missouri driver’s license is required. The scope of the position requires the ability to work weekends and flexible hours.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Oversees the operations of the Office of China Programs by advising and assisting Chinese students and visiting scholars while at MSU, providing academic and cultural support, and helping them access needed resources.
2. Develops partnerships with institutions of higher education in Mexico and China for MSU students to study abroad for a minimum of a semester, works with MSU academic departments and the international institution to assure appropriate academic credit is awarded for classes taken in Mexico or China, and provides oversight of study away sites to assure academic quality and the safety and security of students.
3. Recruits MSU student for semester study abroad programs by providing information in GEP 101 classes, meeting with interested students and providing information, and facilitating students’ semester study abroad experience.
4. Facilitates student and faculty exchanges with partner institutions.
5. Works to resolve enrollment, registration, academic, cultural, and housing issues that arise with Chinese students studying at MSU.
6. Oversees the award of scholarships for Chinese students studying at MSU.
7. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
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 as required by the supervisor.
9. Supports the overall success of the Office of China Programs and the Study in China and Study in Mexico programs by performing all other duties as assigned.
The Coordinator, Office of China Programs/Study in Mexico Program supervises full-time staff and graduate assistants and is supervised by Vice President for Research and Economic Development and International Programs.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
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 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.