1863 Assistant Director, Student Employment

POSITION IDENTIFICATION

TITLE Assistant Director, Student Employment

CLASSIFICATION NUMBER 1863

GRADE 43

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director, Community Engagement and Operations

GENERAL FUNCTION

The Assistant Director, Student Employment provides leadership and direction for Student Employment Services. The Assistant Director, Student Employment monitors all aspects of the daily operations, assesses the effectiveness and development of programs, policies, and procedures, supervises staff and student personnel, monitors the student employment budget, works in partnership with other campus departments and offices and manages federal work study campus-based aid as well as affiliated work study programs.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree is required. A Master's degree is preferred.

Experience: At least three years of professional experience in higher education or a related field is required. Supervisory experience or experience coordinating the work of employees is required. Aptitude for balancing multiple projects with strong organization, time management, and prioritization skills are required. Must be a self-starter, comfortable working in a busy and deadline-oriented office. Computer literacy and technical aptitude are required. Experience in human resources, economic development or employer relations is preferred. Knowledge of Banner management system is preferred.

Skills: Strong verbal and written communication skills are required. Leadership, interpersonal, human resource management, problem solving, and public speaking skills are required. Organizational, management, and fiscal management skills required. The ability to clearly communicate ideas, facts, and abstract concepts to people who represent all constituencies of the University is required. The ability to research and remain current on issues, trends and regulations in student employment is required. The ability to organize, plan, coordinate, and direct activities designed to promote the employment success of students is required. The ability to collect, analyze, and interpret data is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Effort: Occasionally required to lift and carry materials and equipment weighing up to 25 pounds.

Other: Scope of the job requires evening and occasional weekend work. Occasional overnight, out-of-town travel is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Ensures the success of Student Employment by coordinating the development of goals and objectives and monitoring progress toward achieving those goals and objectives.

2. Facilitates effective and efficient operation by developing appropriate policies and procedures, while promoting a strong service-oriented image to students, employers, administration, faculty, and staff.

3. Assists students in their personal employment development by providing job information and job search strategies that meets their goals and opportunities for experiential learning.

4. Administers the federal Job Location and Development (JLD) funding program and the Leaders in Community Service Program while satisfying the community service requirement of the federal work study program. Ensures optimal use of federal work study funds in accordance with established federal, state, and University guidelines Identifies and maintains partnerships with local non-profit agencies to participate in the federal programs.

5. Works with community stakeholders and community partnerships on behalf of Student Employment Services, the efactory and Missouri State University to stimulate economic development in the region while providing off-campus job opportunities for MSU students.

6. Manages funds by planning and developing program budget(s), exercising authority regarding expenditure of fund(s), and providing reports of activities which justify expenditures.

7. Promotes the programs and services provided by Student Employment by making presentations to new and incoming students, family members, and on campus and community employer stakeholders. Evaluates and administers appropriate recruiting methods and assessments.

8. Facilitates successful outcomes for students by developing and coordinating effective employer relationships, planning, and administering programs such as supervisory, professional development, job fairs, student employment week recognition, and similar events.

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

10. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, utilizing technology resources and attending training and/or courses as directed.

11. Contributes to the overall success of the Division of Community and Global Partnerships by performing all other duties as assigned.

SUPERVISION

The Assistant Director, Student Employment receives supervision from the Director, Community Engagement and Operations. This position supervises full-time and part-time staff, graduate assistants, and student employees.

OFFICE OF HUMAN RESOURCES

REVISED MAY 2024

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 3.0 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.

Factor 3: Interactions with Others

Level 4.0 - 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 3.0 - 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.