1192 Assistant Director, Admissions - Diversity Outreach and Recruitment

POSITION IDENTIFICATION

TITLE Assistant Director, Admissions - Diversity Outreach and Recruitment

CLASSIFICATION NUMBER 1192

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director of Admissions

MAJOR ADMINISTRATOR Associate Vice President for Enrollment Management

GENERAL FUNCTION

The Assistant Director, Admissions - Diversity Outreach and Recruitment is primarily responsible for the development and implementation of the University’s recruitment plan for increasing underrepresented student populations. Under the supervision of the Director of Admissions, the Assistant Director of Admissions - Diversity Outreach and Recruitment assists in the formulation and implementation of best practices, relationship building, marketing initiatives, and key programming efforts designed to have a positive impact on the enrollment behavior of students from diverse backgrounds. The Assistant Director of Admissions - Diversity Outreach and Recruitment works collaboratively with all admissions staff and graduate assistants to coordinate and supervise diversity recruitment initiatives as assigned, represents Missouri State University at college fairs and high school/community college recruitment visits, and counsels prospective students and their parents regarding admission requirements, academic programs, financial aid and scholarships, resident life and housing, and student organizations and activities. Using professional judgment and established University admission policy, the Assistant Director, Admissions - Diversity Outreach and Recruitment performs individual review of application documents of applicants in their territory who do not meet scale and/or core admission criteria, as well as applicants who have submitted the supplemental form and/or an appeal for admission as an exception, in order to make an admission decision and determine scholarship eligibility. The Assistant Director, Admissions - Diversity Outreach and Recruitment provides creative oversight and direction towards the development of publications, web pages, and communications designed for under-served student populations and responds to written, phone, email, and in-person inquiries. The Assistant Director, Admissions - Diversity Outreach and Recruitment meets with visiting students and parents, makes formal presentations, and plans activities and events in various cities for under-served students/families, high school counselors, community-based organizations, and access programs. The Assistant Director, Admissions -Diversity Outreach and Recruitment works with the Director of Admissions to outline and manage budgeted expenditures related to marketing to under-served student populations and monitors, measures, and performs statistical analysis of data to determine the effectiveness of outreach strategies related to enrollment goals.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A bachelor's degree is required; a master’s degree is preferred.

Experience: Two years of experience working in a higher education institution is required. Experience in recruitment, admissions, and/or experience planning large events and managing complex projects is required. Experience working in a diverse environment and/or with students from diverse backgrounds is required. Experience utilizing technology such as a Customer Relationship Management (CRM) solution is preferred.

Skills: Familiarity with database systems such as Ellucian’s Banner, PeopleSoft, or some other type of database product utilized by institutions of higher education is required. Excellent communication skills, both written and verbal, are required. The ability to learn and follow complex procedures and detailed policies while working with minimal supervision is required. Effective decision-making skills are required. A fundamental understanding of current issues and challenges facing individuals representing diverse backgrounds is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Familiarity with the key initiatives in the recruitment and promotion of individuals representing diverse backgrounds is preferred.

Effort: This position makes presentations, staffs recruiting events, and transports and sets up media equipment, supplies, and displays unassisted. Some data entry and computer work is required.

License: Must have or obtain a valid Missouri driver's license by the start of employment.

Other: Must be available to attend events during evenings and weekends; out-of-town, overnight travel is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Develops a comprehensive diversity recruitment plan, detailing communication and engagement strategies designed to increase the enrollment of under-served students.

2. Oversees budgeted expenditures and exercises managerial oversight to ensure the successful implementation of key programs, events, and recruitment initiatives designed to impact enrollment behavior of students from diverse backgrounds.

3. Utilizes business intelligence dashboards to conduct research and statistical analysis of recruitment data, track enrollment indicators, and create reports to measure outcomes and inform recruitment strategy.

4. Engages with internal and external diversity-related organizations and government agencies that support our recruitment strategy and identifies and builds relationships with community-based organizations serving under-served students across all recruitment territories traveled by the Office of Admissions, conducts territory analysis meetings with Admissions staff to inform diversity recruitment initiatives across all individual territory planning, and provides direct supervision to an Admissions Counselor for Diversity Outreach and Recruitment assigned to targeted markets for under-served students.

5. Provides creative oversight for best practices in marketing to under-served student populations in targeted geographical segments, participates in the development of publications, web pages, and digital communications designed to reach and engage diverse students and their families, and monitors, measures, and performs statistical analysis of data to determine the effectiveness of outreach strategies related to diversity enrollment goals to include, but not limited to, web analytics and tracking modules.

6. Manages a communication plan delivered via CRM campaigns designed to engage under-served students and parents.

7. Contributes to the achievement of University enrollment and recruitment goals for targeted student populations by representing Missouri State University at college fairs and high school/community college recruitment visits, advising prospective students and their parents regarding admission requirements, academic programs, financial aid and scholarships, residence halls, student organizations and activities, assisting with the development of marketing and recruitment materials, responding to written, phone, email, and in-person inquiries, meeting with visiting students and parents, making formal presentations and planning events, both on and off-campus, for students/families, high school counselors, and community-based organizations.

8. Assists in the development of internal networks to provide an effective means of communicating diversity initiatives throughout the University, serves as an Admissiond point of contact for key access programs in active relationship with Missouri State via a memo of understanding, participates in bridging Admissions with campus activities coordinated by TRIO programs, and serves on committees tasked with planning annual STEP and Youth Empowerment conferences hosted by Multicultural Student Services.

9. Coordinates with the Director of Scholarships in administering the Inclusive Excellence Leadership Scholarship and associated programs and serves on University-level ‘key project initiatives’ enacted to conduct research and analysis of topics related to the recruitment and retention of under-served student populations at Missouri State University.

10. Coordinates with Alumni Relations in an effort to bridge the work of Admissions with alumni interested in networking with students from under-served student populations from across the state and targeted out-of-state markets.

11. Develops project timelines and utilizes project manager software to plan and track outcomes of assigned key programs of interest and events, designs reports based on established targets for under-served and out-of-area student markets, and analyzes institutional recruitment data and data from testing services to make decisions to target recruitment efforts for successful enrollment outcomes.

12. Performs individual review of application documents of applicants in the assigned territory who do not meet scale and/or core admission criteria, as well as applicants who have submitted the supplemental form and/or an appeal for admission as an exception in order to make an admission decision and determine scholarship eligibility.

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

14. 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 Director of Admissions.

15. Assists with meeting enrollment, recruitment, and student service objectives of the University by performing other essential duties and responsibilities as assigned.

SUPERVISION

The Admissions Coordinator for Diversity Outreach and Recruitment is supervised by the Director of Admissions and supervises an Admission Counselor for Diversity Outreach and Recruitment, and may occasionally supervise graduate assistant(s) and student employees.

OFFICE OF HUMAN RESOURCES

SEPTEMBER 2016

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 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.