1963 Director, New Student Orientation, Family Programs and Student Affairs Special Events

POSITION IDENTIFICATION

TITLE Director, New Student Orientation, Family Programs and Student Affairs Special Events

CLASSIFICATION NUMBER 1963

GRADE 45

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Assistant Vice President for Student Affairs/Dean of Students

GENERAL FUNCTION

The Director, New Student Orientation, Family Programs and Student Affairs Special Events supports the academic mission and student development goals of Missouri State University by creating an environment that promotes positive relations with and appropriate involvement opportunities for parents and family members of Missouri State University students, primarily through the Family Association. The Director, New Student Orientation, Family Programs and Student Affairs Special Events works collaboratively with staff, faculty, students, and family members to develop and implement programmatic initiatives designed to support the successful orientation and transition of new students with the inclusion of parents and family members into the Missouri State University community, including (but not limited to) new student and family orientation programs, SOAR and Family Orientation, Family Weekend, Spring Family Day, the Ursa Experience, and Welcome Weekend. The Director, New Student Orientation, Family Programs and Student Affairs Special Events develops and maintains a variety of resources for new students, parents and family members including (but not limited to) the website, content on social media platforms, the Bear Family Handbook, the SOAR calendar, and the Bear Notes e-newsletter. The Director, New Student Orientation, Family Programs and Student Affairs Special Events co-chairs the First-Generation conference, plans, organizes, and implements the Impact Summit, manages the Student Affairs’ website, blog, social media, social committee, and crowd-funding campaigns.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor’s degree is required; a Master’s degree is preferred.

Experience: At least five years of experience working with students and/or parents in academic advising, event planning, educational administration, leadership training or related student affairs experience is required.

Skills: Organizational and leadership skills are required. Strong verbal and written communication skills, interpersonal skills, computer literacy, and the ability to work in a highly collaborative, team-oriented environment are required. A working knowledge of desktop publishing is preferred. 

Other: The scope of the position requires occasional evening and weekend work, particularly during orientation programs and events.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Develops and implements a plan for enhancing relationships and involvement opportunities for parents and family members of Missouri State University students.

2. Develops and implements programmatic initiatives including (but not limited to) SOAR, Family Weekend, Spring Family Day, the Ursa Experience, and Welcome Weekend and collaborates with other University offices, departments, and personnel to ensure their success.

3. Ensures the success of the Family Association by administering all aspects of the program, including (but not limited to) recruitment, enrollment, and recordkeeping.

4. Develops and administers policies and procedures regarding the Family Association.

5. Develops and distributes informational resources for parents and family members, including (but not limited to) the Family Association website, content on social media platforms, the Bear Family Handbook, the SOAR Family calendar, the Family Connection blog, and the Bear Notes e-newsletter.

6. Disseminates timely and appropriate information to new students, parents, and family members through a variety of media, including (but not limited to) the website, social media outlets, print publications, email, and other electronic media.

7. Collaborates and supervises the Coordinator, New Student Orientation to develop and implement programmatic aspects of the SOAR program and arranges all necessary logistical components.

8. Conducts assessment of new student programs and parent and family programs and activities to monitor effectiveness and relevance, as well as identify future areas of interest or need.

9. Serves as a primary contact for parents and family members to answer questions or direct them to appropriate areas for additional assistance.

10. Serves as a resource to faculty and staff regarding new student, parent, and family issues and concerns.

11. Develops and implements special projects for the Division of Student Affairs under the direction of the Vice President of Student Affairs, including, but not limited to, crowdfunding for the division, the Impact Summit, and the First Generation Conference.

12. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by the Assistant Vice President for Student Affairs/Dean of Students.

13. Contributes to the overall success of Student Affairs by performing all other duties as assigned by the Assistant Vice President for Student Affairs/Dean of Students.

SUPERVISION

The Director, New Student Orientation, Family Programs and Student Affairs Special Events is supervised by the Assistant Vice President for Student Affairs/Dean of Students, supervises the Coordinator, New Student Orientation, Graduate Assistants, NODA interns, student leaders, student employees, and Ursa facilitators.

OFFICE OF HUMAN RESOURCES

REVISED JANUARY 2025

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 4.0 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory 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 4.0 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.