POSITION IDENTIFICATION
TITLE Support Coordinator, ASCEND - WP
CLASSIFICATION NUMBER 2436
GRADE 42
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Director, Autism Transition Program - WP
GENERAL FUNCTION
The Support Coordinator, TJ Swift House/ASCEND – WP provides coordination of direct
support provided to students in the ASCEND Program, an inclusive college program for
students with Autism Spectrum Disorder (ASD) and other neurodiverse diagnosis transitioning
out of high school and into the university setting.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree is required; a bachelor’s degree with an emphasis in
education, special education, communication, social science, occupational therapy,
or speech-language pathology is preferred. An equivalent combination of years of experience
and education may be considered for substitution of educational requirements.
Experience: At least one year of experience working with individuals with Autism Spectrum
Disorder is required. Experience working with programs in education is required; experience
in higher education is preferred. Experience programming for persons with ASD in the
development of executive functions, social interactions and problem-solving skills
is preferred. An equivalent combination of years of experience and education may be
considered for substitution of educational requirements.
Skills: A working knowledge of word processing and spreadsheet applications is preferred.
Comfort with website updates and social media postings is preferred. Excellent communication
skills are preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Coordinates support and resources for students in the ASCEND Program.
2. Provides direct support to ASCEND Program students in the areas of academics, executive
functions, social skills, problem solving, and career or further education readiness.
3. Participates in the application review and selection of participants of the program.
4. Oversees student mentoring (ASCEND Allies). Recruit ASCEND Allies, plan monthly
social events and volunteer opportunities needed in the ASCEND Program.
5. Assists in development of annual events needed with the ASCEND Program.
6. Attend transition fairs, Red Carpet days, Star Orientations as needed to help promote
the program.
7. Assists with public relations efforts of the ASCEND Program
8. Assists with marketing of the ASCEND Program to raise awareness on campus, throughout
south-central Missouri and beyond by speaking at community events, MSU-WP classes,
organizations, and schools.
9. Collaborates with departments and divisions on campus to provide support for students
in the ASCEND Program, assists in creating training workshops for faculty on accessibility,
Universal Design for Learning, and inclusion for students with Autism Spectrum Disorder
and other neurodiverse diagnosis in partnership with the Office of Academic Affairs.
10. 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.
11. Supports the overall success of Missouri State University-West Plains by performing
all other duties as assigned.
SUPERVISION
The Support Coordinator, ASCEND– WP is supervised by the Director, Autism Transition
Program-WP and supervises student employees and volunteers as assigned.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2.0 - 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 1.0 - 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 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 2.0 - 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 2.0 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.
