1706 Education Abroad Coordinator
POSITION IDENTIFICATION
TITLE Education Abroad Coordinator
CLASSIFICATION NUMBER 1706
GRADE 43
CLASSIFICATION Nonexempt
IMMEDIATE SUPERVISOR: Director, Education Abroad
GENERAL FUNCTION
The Education Abroad Coordinator supports logistical operations for faculty-directed
programs and manages Education Abroad scholarships and vouchers. The role involves
interaction with various stakeholders, managing detailed tasks and systems, and contributing
to office projects and initiatives. The Education Abroad Coordinator contributes to
an inclusive enrolment for all students and encourages students of backgrounds to
participate in education abroad.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree is required. A Master’s degree is preferred. An equivalent
combination of years of experience and education may be considered for substitution
of educational requirements.
Experience: At least three years of professional experience, in any combination, with
the following areas is required: administration, experience working with Microsoft
Office Suite, and education abroad software. Experience in presenting educational
and training programs is required.
Skills: Strong organizational, interpersonal, writing and speaking skills, and the
ability to communicate effectively within a university environment are required. The
ability to work independently is required. Attention to detail, Initiative, and the
ability to meet deadlines is required. Analytical and problem-solving skills, as well
as the ability to work collaboratively with faculty and MSU administrative offices
is required. The ability to use Microsoft Office Suite to prepare Excel spreadsheets,
presentation software, and education abroad software is required.
Effort: Must be able to lift fifteen to twenty pounds.
ESSENTIAL DUTIES AND RESPONSIBILITES.
1. Serves as a recruiter, advisor, and liaison to program directors.
2. Organizes and presents faculty workshops and orientations.
3. Maintains and updates program web pages.
4. Facilitates course and program approvals and manage related documentation.
5. Oversees application and enrollment processes.
6. Manages student evaluations and program director reports.
7. Prepares and sends annual reports and updates.
8. Designs and executes faculty development programs.
9. Coordinates with various departments for effective program management.
10. Oversees the scholarship awarding process, including application management, budgeting,
and coordination with Financial Aid.
11. Verifies and manages the allocation of scholarships and vouchers.
12. Communicates with students regarding financial matters.
13. Identifies funding opportunities and manage related documentation.
14. Co-manages staff and productivity.
15. Collaborates with the Advisor and Director on team retreats and training.
16. Develops marketing and outreach initiatives.
17. Represents Education Abroad on campus committees and at meetings.
18. Engages in professional development and supports the University's sustainability
efforts.
19. Supports the administrative business functions of the department by maintaining
the departmental website and databases, scheduling the use of conference rooms, and
maintaining security of equipment, files, and records.
20. Remains competent and current by attending professional development courses, software
training classes, and courses and/or training sessions as directed by the supervisor
or required by the University.
21. Supports the department by performing all other duties as assigned by the supervisor.
SUPERVISION
The Education Abroad Coordinator does not include any bonified full supervisory duties,
they may co-manage staff activities for productivity as needed.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3.0 - 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 2.0 - 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 3.0 - 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 3.0 - 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 3.0 - 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.
