TITLE Mental Health Clinician-PN
CLASSIFICATION NUMBER 7588
IMMEDIATE SUPERVISOR Director, Counseling Center
MAJOR ADMINISTRATOR Associate Vice President for Student Affairs/Dean of Students
The Mental Health Clinician-PN is a member of the Counseling Center staff whose primary responsibility is counseling University students with psychological or educational concerns.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A master's degree in psychology, counseling, social work, or a mental health discipline is required; a doctorate in psychology, counseling, or a mental health discipline is preferred.
Experience: Prior experience of at least one year as a mental health clinician is required; clinical experience working in a college counseling center is preferred.
Skills: The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Licensure: Must be professionally licensed in the mental health field in Missouri, or be eligible and actively pursuing licensure.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Facilitates the optimal functioning and well-being of University students by providing individual, couples, and group counseling.
2. Ensures that the concerns of clients are addressed in an appropriate manner through psychological assessment procedures, making referrals when indicated.
3. Promotes responsible care of Counseling Center clients by maintaining documentation of client contacts, consultations, and referrals in accordance with professional guidelines.
4. Ensures that the needs of students are addressed in emergency situations by providing crisis intervention services during office hours and after hours as needed.
5. Provides educational workshops by participating in proactive outreach programming.
6. Obtains additional relevant information and promotes self-understanding with clients by suggesting and interpreting psychological and vocational tests.
7. Facilitates the understanding of psychological issues and concerns of the University community by serving as a consultant for the University and the greater community.
8. Ensures that services are provided in an ethical and responsible manner by providing training and supervision for graduate students, support staff, student workers, and paraprofessionals.
9. Provides clinical supervision for non-credentialed staff, who operate under the supervisor’s license.
10. Maintains and enhances the quality and relevance of services provided by the Center through on-going evaluation of all services.
11. Remains knowledgeable about current trends in counseling, psychotherapy, and student development by participating in professional development through presentations, publications and memberships in professional organizations and obtaining Continuing Education Units (CEUs) as required by the state licensing and regulatory boards.
12. Ensures optimal operations of the Counseling Center by conferring with the Director regarding administrative policies and procedures of the Center and the University.
13. Provides input and remains current on operations of the Counseling Center by attending staff meetings.
14. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
15. Contributes to overall functioning of the Counseling Center by completing all other tasks which are assigned by the Director, Counseling Center.
The Mental Health Clinician-PN is supervised by the Director, Counseling Center and provides supervision for interns, graduate students, and other staff as needed.
OFFICE OF HUMAN RESOURCES
REVISED OCTOBER 2016
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory 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 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.