1221 Coordinator, Diversity Outreach and Recruitment


TITLE Coordinator, Diversity Outreach and Recruitment




IMMEDIATE SUPERVISOR Assistant Vice President for Multicultural Services

MAJOR ADMINISTRATOR Vice President for Diversity and Inclusion


The Coordinator - Diversity Outreach and Recruitment develops and facilitates comprehensive strategies where diversity is a key component of the University’s public affairs mission and its comprehensive strategy for achieving institutional excellence.


Education: A Master’s degree is required.

Experience: Two years of experience working in community projects/agencies or in institutions of higher education on projects associated with outreach to diverse and/or ethnic groups is required.

Skills: Excellent communication skills, both written and verbal, are required. A demonstrated ability to solve problems through a collaborative consultation models is required. A fundamental understanding of current issues and challenges facing individuals representing diverse backgrounds is required. Familiarity with the key processes in recruitment and promotion targeting 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.

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


1. Programs content that advances and enhances cultural competencies in University recruitment, retention, and learning outcomes.

2. Provides leadership for increased diversity throughout the student body.

3. Develops and implements sustained partnerships with departmental, organizational, and various community entities.

4. Articulates and advocates actions and approaches that assist the University in achieving a diverse student body, faculty, administration, and staff.

5. Coordinates the Student Transition Education Program (STEP) each fall.

6. Coordinates a targeted recruitment program of underrepresented students from southwest Missouri and northwest Arkansas.

7. Assists in the organization and coordination of the Youth Empowerment Conference.

8. Coordinates special visit days from high schools and universities with underrepresented populations.

9. Serves as the principal advisor for assigned organizations.

10. Develops and implements leadership institutes, with monthly sessions over the course of a year, to provide training and development to promising student leaders from underrepresented populations.

11. Provides intervention for 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 required by the supervisor.

14. Supports the division of Diversity and Inclusion by performing other duties as assigned.


The Coordinator - Diversity Outreach and Recruitment is supervised by the Assistant Vice President for Multicultural Services.




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 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 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 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.