2453 Coordinator, Marketing, Recruitment and Alumni Relations, College of Education


TITLE Coordinator, Marketing, Recruitment and Alumni Relations, College of Education




IMMEDIATE SUPERVISOR Associate Dean, College of Education

MAJOR ADMINISTRATOR Dean, College of Education


The primary job duty of the Coordinator, Marketing, Recruitment and Alumni Relations, College of Education (COE) is the development and implementation of the marketing, advertising, promotional, and public relations efforts on behalf of the College of Education.  The Coordinator, Marketing, Recruitment and Alumni Relations, College of Education manages and participates in a wide range of activities, from print advertising to special events.


Education: A Bachelor's degree with an emphasis in Marketing, Communications, or an Education discipline is required.

Experience: Three years of professional employment in marketing, promotions, advertising, alumni relations and/or a related field is required.

Skills:  Knowledge of promotions, advertising, print and electronic media, print production, and alumni development is required. Knowledge of MSU COE programs is required. The ability to handle multiple tasks simultaneously. Excellent verbal and written communications skills and interpersonal skills are required.  Computer literacy, specifically word processing, is required.  The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Other: The scope of the job frequently requires attendance at evening and/or weekend activities, as well as travel.  The job may require lifting materials up to forty pounds.


1. Completes regular communications, advertising, public relations plans, special events, publications, and alumni events to ensure maximum promotion of the College of Education to achieve student recruitment goals, attract faculty and staff, increase private gifts, generate income for various programs, and build relationships with various constituent groups.

2. Works with COE staff to assist with the creation and production of appropriate promotional materials.

3. Develops, organizes, manages, and participates in recruitment and alumni events for all COE academic departments and the Greenwood Laboratory School (GLS).

4. Establishes, plans, and organizes alumni and community advisory groups for COE and GLS.

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

6. 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 Associate Dean, COE.

7. Contributes to the overall success of the COE by performing all other duties and responsibilities as assigned.


The Coordinator, Marketing, Recruitment, and Alumni Relations, COE is supervised by the Associate Dean, COE, works closely with other COE  staff members, and may supervise student employees.  




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 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.

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.