TITLE Diversity Transition and Support Coordinator
CLASSIFICATION NUMBER 1164
IMMEDIATE SUPERVISOR Executive Director, TRIO and Multicultural Student Retention.
MAJOR ADMINISTRATOR Assistant Vice President, Student Affairs
The Diversity Transition and Support Coordinator assists in the implementation and management of transition and support programs impacting retention, persistence, and graduation rates for underrepresented student populations.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required; a Master’s degree is preferred.
Experience: At least one year of experience related to undergraduate student success programming, working with underrepresented student populations, and/or retention in higher education is required.
Skills: Effective verbal and written communication skills are required. Effective interpersonal skills are required. A knowledge of student success practices for underrepresented students is required. The ability to learn and apply basic student recruitment, outreach, and retention functions is required. The ability to work with diverse populations of students to identify basic student needs for referrals using appropriate academic and career resources is required. The ability to manage people and projects is required. Knowledge of personal computer applications, such as Microsoft Office is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists in implementing and managing retention and persistence to graduation programs for underrepresented student populations.
2. Provides information and direct service(s) to students from underrepresented populations through individual intrusive advising and group meetings.
3. Develops social and recreational activities for students in the program by coordinating and facilitating workshops, meetings, conferences, and special activities.
4. Develops and coordinates community and University networking opportunities.
5. Assists in the recruitment, supervision, and training of peer mentors for the program.
6. Serves as an advocate for students in the program and collaborates and maintains relationships with university partners and colleagues regarding the program and activities.
7. Manages the program budget and prepares and maintains mandatory program documentation and student records.
8. Prepares and/or develops program and course materials and distributes to appropriate parties.
9. Assists in decision-making for the program and serves as a program representative to the campus and community.
10. Evaluates programs and makes recommendations for change as needed.
11. Serves on college and University committees that support efforts that positively impact the success of underrepresented students.
12. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
13. 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 supervisor.
14. Contributes to the overall success of the division of Student Affairs by performing other essential duties and responsibilities as assigned.
The Diversity Transition and Support Coordinator is supervised by the Executive Director, TRIO and Multicultural Student Retention.
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 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.