6040 Coordinator, Employee Wellness Programs

POSITION IDENTIFICATION

TITLE Coordinator, Employee Wellness Programs

CLASSIFICATION NUMBER 6040

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director, Magers Health and Wellness Center

GENERAL FUNCTION

The Coordinator, Employee Wellness Programs leads the efforts of a cultural change to establish Missouri State University as a “model health and wellness community,” one that is recognized nationally as a successful model. The Coordinator, Employee Wellness Programs models wellness and assesses the effectiveness of the university’s employee wellness programs to contribute to the body of knowledge in the health education/wellness disciplines by tracking the measurable impacts on the health of the university’s workforce and other participants. The Coordinator, Employee Wellness Programs works closely with academic disciplines, the Ozarks Public Health Institute, the Magers Health and Wellness Center and other appropriate organizations to administer wellness/health promotion and protection efforts, disease prevention/management programs, assessment of results and wellness/health education through health fairs, seminars and other sessions on all three U.S.-based campuses.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A bachelor’s degree in a health-related field is required.

Experience: At least two years of experience managing workforce wellness programs or major projects involving working with diverse groups, marketing, planning and assessment are required. Experience coordinating health-related research initiatives is preferred.

Skills: Effective communication skills and the ability to work collaboratively with faculty, staff and administrators are required. The ability to work with individuals possessing various levels of wellness knowledge is required. The ability to effectively present information and programs to individuals and groups is required. The ability to coordinate health-related research initiatives is required. Excellent organizational skills, the ability to set priorities and the ability to effectively schedule time and meet deadlines are required. An understanding of the Health Insurance Portability and Accountability Act (HIPAA) regulations and the ability to properly handle confidential information is required. Demonstrated creativity, self-motivation and leadership abilities are required. Web page development skills are preferred. Computer application skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Effort: This position will be required to regularly assist in setting up Wellness Rooms, sometimes unaccompanied, that will require the employee to set up and take down chairs, tables, yoga mats/bolsters, and other educational resources that could weigh up to 30 pounds.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Develops and administers a comprehensive wellness program for the Springfield, Mountain Grove and West Plains campuses of Missouri State University.

2. Facilitates a culture of physical, intellectual and emotional wellness for Missouri State University employees and their families.

3. Develops and manages the Employee Wellness Program budget and oversees expenditures.

4. Researches, plans, and coordinates wellness programs in accordance with the University’s self-insurance program to help maintain health care affordability.

5. Maintains metrics regarding programs, participant feedback, outcomes and participation, and strives for quality, breadth and growth in wellness programming.

6.Creates and plans inclusive programs to promote diverse participation.

7. Works collegially and productively with Magers Health and Wellness Center, the student wellness program, Foster Recreation Center, the Employee and Family Wellness Advisory Committee, academic health and wellness-related programs and all campus wellness participants and stakeholders.

8. Collaborates and coordinates with Human Resources for annual Health Risk Appraisals and periodic Biometric Assessments.

9. Ensures the confidentiality of participant information in compliance with HIPAA standards and other relevant regulations.

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

11. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development training, and attending training and/or courses required by the Director of Human Resources.

12. Contributes to the overall success of the Employee Wellness Program by performing all other duties as assigned.

SUPERVISION

The Coordinator of Employee Wellness Programs is supervised by the Director of Magers Health and Wellness Center and supervises graduate assistants, interns, or student employees.

OFFICE OF HUMAN RESOURCES

REVISED DECEMBER 2021

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 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 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.