VETS Center Outreach and Resource Coordinator

Work Schedule

Monday through Friday 8:00am to 5pm

Work Site

Onsite Bethany Campus

Job Summary

Serves as the VETS Center Outreach and Resource Coordinator, overseeing the development and maintaining of healthy relationships with Campus, Community, Military, Government, and Corporate Partners; overseeing VETS Center efforts on creating student veteran/service member leads and applicants for SNU; and coordinating for all social media, branding, and marketing with the PGS/TRAD Marketing Teams.  Advises the Director on all outreach initiatives and plans.  Responsible for planning, coordinating, and executing veteran, service member, military dependent, and Army ROTC recruiting strategies and outreach activities to increase enrollment of SVSM students in PGS and TRAD academic programs and on campus involvement.  The Outreach and Resource Coordinator’s work schedule must be coordinated to cover requirements and/or events outside normal business hours Monday through Friday (0800-1700 hours) and, when necessary, for over the weekend (Saturday and Sunday).  Other key responsibilities include maintaining the VETS Center Tutor.com hours and account, providing student veterans and service members with career counseling transition support, and serving as SNU’s Army ROTC liaison with the UCO Army ROTC program.  Also serves as liaison with PGS Enrollment Team’s Outreach Representative. 

Responsibilities

Essential Functions:

  • Serves as recruiter and outreach contact for prospective veteran/servicemember and military dependent students who are eligible for VA/DOD educational benefits.  Guides veteran and military students through the enrollment process and ensures proper and smooth handoff of the candidate to the PGS Enrollment Team.  Maintain an aggressive on-line presence of SNU’s VETS Center and its services by providing ideas and product suggestions to the PGS and TRAD Marketing Directors and their coordinators.
  • Develop and execute an outreach initiative for the VETS Center that increases awareness of its services and increases SVSM enrollment, focusing on the Del City/ Midwest City/Tinker AFB area, Tulsa area, Enid/Vance AFB area, and Lawton/Fort Sill area. Versed in PLA (prior learning assessment) conversation as a major selling point to complete a fast-track bachelor’s degree.
  • Provide VETS program information at area education and veterans fairs (career, college, graduate school) and conferences. Maintain and staff booth space at scheduled events.
  • Plan and oversee new veteran student recruiting activities, including campus information meetings and tours. Promote, coordinate, and conduct campus visit meetings for prospective students. Respond in a timely manner to requests for information via walk-in, on-line, and call-in.  Must be knowledgeable on and be able to explain the programs and services offered through the school by the VA and DOD to prospective candidates.  Must be able to explain the vision, mission, and purpose of the SNU VETS Center to candidates and candidate family members, and to community/civic partners.   
  • Track and report to the Director on a weekly basis on veteran recruitment contacts, leads, and applicants; Army ROTC contacts; and community/military/corporate outreach contacts.  Adds all registered vet students at local community colleges (i.e. Rose State Community College, Redlands Community College, and Oklahoma City Community College, etc.) into recruit as a lead while coordinating efforts with the PGS EMASS and TRAD Admissions Teams as appropriate. 
  • Builds positive relationships between the SNU Veterans Center, the PGS EMASS Team, and the Undergraduate Admissions/Marketing Team for ensuring collaboration, support, and integration of efforts. 
  • Liaise with community support organizations and local chambers of commerce for learning about local events the VETS Center can partner with in order to provide the community with information about SNU’s veteran student programs and connect SNU veterans to community resources and area veteran support organizations.
  • Integrate prospect information into a data tracking system and maintain records of program prospects until they are officially enrolled in their desired degree completion programs.  Assists student veterans with registration questions.
  • Serve as VETS Center contact for student veteran organizations on campus – Army ROTC, Student Veterans of America Chapter, and the SALUTE National Honor Society Chapter. 
  • Engage in creative and critical thinking, and planning sessions, as it pertains to future programs, recruitment, and new ways of providing access to programs for veterans.
  • Coordinate with Tutor.com on a monthly basis to ensure all SVSMs are assigned an account for using the VETS Center Tutor.com paid hours.  Collaborate with Tutor.com to ensure hours are used. 
  • Coordinate and collaborate with SNU’s Handshake.com and other transition support services that can assist student veterans and servicemembers who are in a career transition. 
  • Other duties and tasks as assigned by the Director, Office of Veterans Services.

Required Qualifications

  • Southern Nazarene University is an expression of the Church of the Nazarene. According to SNU policy, all faculty and staff must possess a strong personal Christian commitment and be committed to the SNU mission to make Christlike disciples through higher education in a Christ centered community.   
  • An understanding of the importance for diversity, inclusion, and equity.
  • Bachelor’s degree, or in process, and minimum of 2+ yrs. of related work experience and/or relevant training.   
  • Military experience or military dependent experience. 
  • Must be able to work effectively in a veteran-oriented, team environment, have the ability to work under pressure, meet deadlines, work collaboratively with other campus organizations, and work with minimal guidance.
  • Must be comfortable working worth and maintaining a coordination line of communication with the PGS EMASS Team and Undergraduate Admissions/Marketing Team to ensure synergy and cohesion at all times.  As necessary, there may be times when the Vets Center Outreach and Resource Coordinator will need to brief the PGS Enrollment Director and Marketing Director on VETS Center outreach activities.   
  • Required to multi-task daily to accomplish projects, plan and maintain daily office assignments.  Must have excellent organizational skills and experience in planning, coordinating, and hosting/facilitating outreach events/activities.
  • Maintain strict confidentiality of all university business especially as relates to records, personal information and finances.
  • Must be proficient in basic computer operations and software applications as needed in order to complete assigned tasks, including word processing, spreadsheets, database applications, etc. 
  • Must be able to train effectively for proficiency in the use of specialized software applications utilized by the university and the VETS Center.
  • Excellent interpersonal and verbal communication skills required.
  • Strong writing skills including attention to detail, impeccable grammar, and ability to proofread.  Competency is also required in typing and spelling.
  • Must possess a professional demeanor in appearance and attire.
  • Must be in harmony with the mission and purpose of Southern Nazarene University and the Church of the Nazarene.

Preferred Qualifications:

  • Knowledge of local community agencies serving veterans, service members, and military dependents.
  • Experience in higher education.
  • Master’s degree, or in process.

Physical and Environmental Demands:

  • Constantly requires sitting, repetitive finger and wrist movement, speaking clearly, hearing conversations, hearing (with acuity), seeing near and far with depth perception and color vision.
  • Occasionally requires standing, lifting, pulling, pushing, carrying, walking, and climbing, reaching both high and low.
  • Work is on/about 55-65% outside the office environment with engagement and outreach efforts, meeting with student candidates and/or community/campus partners.  35-45% of work is centered on plans, data entry, attending meetings, executing coordination activities, and submitting reports/updates. 
  • Ability to interact verbally in person, over the telephone and via written and electronic media.
  • General lifting up to 35 pounds.

Supervision Received:

Receives supervision and work assignments from a designated supervisor, although other staff members in the unit may provide work direction.

Supervision Exercised:

May be responsible for the coordination of work assignments for student employees.

  • Employee Benefits

    Southern Nazarene University provides a variety of excellent benefits for full-time and half-time employees. A brief explanation of those benefits are listed below. (Note: Current employees can login to my.snu.edu and visit Employees/Human Resources/Benefits for more detailed information)

    Health Insurance

    Health coverage is offered to employees classified as 0.75 FTE upon employment. Plans include an OKC metro area ACO, nationwide PPO and high-deductible health plan with HSA.

    403(b) Retirement Savings Plan

    SNU offers employees the option to contribute to a retirement savings plan. Employees may contribute 100% of their annual earnings, up to the IRS maximum. Employees classified as 0.75 FTE and above will receive a matching contribution beginning the first of the month following the completion of 12 months of employment. This plan allows for 100% immediate vesting. Employees have several investment options.

    Tuition Remission Discounts

    Full-time regular faculty and staff employees and their dependents (spouse or children) are eligible for tuition remission discounts (up to 100% of tuition) at SNU.

    Life and Accidental Death and Dismemberment (AD&D) Insurance

    Group term life insurance is provided by SNU at no cost to the employee upon full-time employment. Employees receive $50,000 of life and AD&D insurance, spousal life insurance of $10,000 and dependent life insurance of $5,000 per child. (Please note: amounts are subject to reduction based on covered individual’s age)

    Supplemental Life and Accidental Death and Dismemberment (AD&D) Insurance

    Upon full-time employment, employees may purchase a Supplemental Life and AD&D policy in increments of $10,000 up to the maximum allowable amount. Premiums and coverage amounts are age-rated.

    Long Term Disability Insurance

    Long term disability insurance is provided by SNU at no cost to the employee upon full-time employment.

    Dental Plans

    Dental coverage is offered to all full-time employees upon employment. Plans include an Oklahoma based plan and a nationwide plan.

    Vision Plan

    Vision plan coverage is offered to all full-time employees upon employment.

    Flexible Spending Accounts/Section 125 Plans

    Upon full-time employment, employees may elect to have up to the IRS allowable maximum amount withheld on a pre-tax basis from their check for un-reimbursed medical expenses and/or dependent care expenses.

    Supplemental Voluntary Insurance

    Upon full-time employment, employees may participate in healthcare and dependent care flexible spending accounts and purchase supplemental policies with pre-tax dollars through payroll deduction. Options include cancer, accident, critical illness, hospital indemnity, short-term disability, and life insurance plans.

    Paid Holidays

    Upon employment, all staff employees are eligible for nineteen (19) paid holidays.

    Paid Leave Program

    Upon employment, all part-time (working in at least a half-time capacity) and full-time employees are eligible for paid leave accrual on a biweekly or monthly basis. Most full-time employees are able to earn up to 2 weeks of vacation, 8 days of sick leave, and 2 personal days in 12 months.

    Tuition Discounts at SNU Lab School 

    A 20% tuition discount is available for each semester the employee is eligible and the student is enrolled. Click here for more information about SNU Lab School.

    On Campus Health Services

    SNU has an on-site health clinic and counseling center located on our main campus located in Bethany. All employees (and immediate family members) are eligible to use the health clinic and counseling center for a nominal fee per visit.

    On Campus Dining Services

    SNU has an on-site dining facility, made to order grill, and Starbucks coffee shop located on our main campus located in Bethany. All employees are eligible to eat at the dining facility for a subsidized rate of only $3.25/meal (current 2022-2023 rate).

    Benefit descriptions are provided above as general information only. Detailed information is provided during orientation.

  • Paid Holidays 2022

    January 3                            New Year’s Day

    January 17                          Martin Luther King Jr. Day of Service

    March 16-18                       Spring Break

    April 15                                Good Friday (campus closed all day)

    May 30                                 Memorial Day

    June 20                                Juneteenth National Independence Day

    July 4                                    Independence Day

    September 5                        Labor Day

    November 23-25                Thanksgiving Wednesday before Thanksgiving

    December 23 -31               Christmas

    Total Days 19

  • Policies and Procedures

  • Diversity Statement

    Southern Nazarene University values each person created in the image of God, therefore, we also desire to be a community that reflects representation of diversity. We care about inclusion and equity through the refining of our character, the way we create culture, and the way we serve Christ. Our University values reconciliation through God’s love.

    Vice-President for Intercultural Learning and Engagement, Chief Diversity Officer

    Southern Nazarene University
    6727 NW 39th Expressway, Bresee Suite 200
    Bethany, OK 73008
    405-491-6600

    Email: lcrouso@mail.snu.edu

  • Non-Discrimination/Equal Employment Opportunity Statement

    Southern Nazarene University policy prohibits discrimination on the basis of race, sex, age, color, creed, national or ethnic origin, marital status, disability, genetic information, veterans status or any other legally protected class in the recruitment and admission of students, in all personnel actions or decisions including, but not necessarily limited to, recruitment, hiring, training, upgrading, promotion, demotion, termination and salary, and in the operation of all university programs, activities, and services. Any concerns regarding discrimination on the basis of categories listed above should be addressed to the appropriate person:

    Students contact: 

    Dean of Students
    Southern Nazarene University
    Office of Student Life
    6612 NW 42nd St.
    Webster Commons, Lower Level Suite 110A
    Bethany, OK 73008
    405-491-6336/ Email: kbradley@snu.edu

    Employees contact: 

    Director of Human Resources (or immediate supervisor)
    Southern Nazarene University
    6729 NW 39th Expressway,
    Bresee Hall, Room 306
    Bethany, OK 73008
    405-491-6333/ Email: gcollier@snu.edu

    Chief Diversity Officer

    Vice-President for Intercultural Learning and Engagement
    Southern Nazarene University
    6729 NW 39th Expressway
    Bresee Suite 200
    Bethany, OK 73008
    405-491-6600/ Email: lcrouso@mail.snu.edu

    Anyone with questions or concerns regarding sex discrimination or the university’s compliance with Title IX can contact the university’s Title IX Coordinator:

    Executive Vice President

    Southern Nazarene University
    6729 NW 39th Expressway
    Bresee Suite 202
    Bethany, OK 73008
    405-491-6306/ Email: mredwine@snu.edu

    Title IX Disclosure

    Regardless of other language in this policy notwithstanding, Sexual Harassment (including Sexual Assault, Domestic Violence, Dating Violence, and Stalking), as defined in the Sexual Harassment Policy, will be governed exclusively by the Sexual Harassment Policy and processes provided in it.  All other forms of sex-based discrimination are governed by this policy, including sex-based Harassment, as defined in this policy, that does not rise to the level of Sexual Harassment as defined in the Sexual Harassment Policy.

    Conduct that is initially raised through a formal complaint under the Sexual Harassment Policy may also be addressed under this policy, in the institution’s discretion, when: (i) the conduct, or some part of it, may amount to a violation of this policy regardless of whether it meets the definition of Sexual Harassment under the Sexual Harassment Policy; (ii) the formal complaint, or some part of it, has been dismissed under the Sexual Harassment Policy; or (iii) a final determination of a formal complaint has been made under the Sexual Harassment Policy and separate or additional action may be necessary to enforce this policy.

    Discrimination is material, adverse treatment of an individual based on a protected category.

    Harassment consists of unwelcome conduct on the basis of a Protected Category that explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.

    A person’s subjective belief that behavior is intimidating, hostile, or offensive does not make that behavior harassment. The behavior must create a hostile environment from both a subjective and objective perspective and must be so severe, persistent, or pervasive that it unreasonably interferes with, limits, or deprives a member of the community of the ability to participate in or to receive benefits, services, or opportunities from the university’s education or employment programs and/or activities. In determining whether a hostile environment exists, the university examines the context, nature, scope, frequency, duration, and location of incidents, as well as the relationships of the persons involved.

    Non-sex-based VAWA crimes

    Note that, when addressing domestic violence, dating violence, and stalking that are not sex-based (i.e., that are not covered by the university’s revised Sexual Harassment policy), the university will need to provide VAWA protections to the parties. Those are outlined on the slides below.

    Under Title IX of the Education Amendments of 1972, Southern Nazarene University prohibits all unlawful discrimination on the basis of sex or gender in its educational programs and activities, except where the University has been granted exemptions from certain Title IX regulations on religious grounds, including the specific religious tenet of the University.

    No individual will be subject to any form of retaliation, discipline, or other adverse action for reporting conduct in violation of the university’s nondiscrimination/Equal Employment Opportunity Statement, assisting/cooperating in making a complaint, or assisting with the investigation of a complaint. Any individual who believes they have experienced or witnessed retaliation should immediately notify the appropriate member(s) of the administration as identified above. Those found to be engaging in any type of discrimination in violation of law or university policy will be subject to disciplinary action, up to an including dismissal or termination of employment.

    *Christian faith and employment at Southern Nazarene University: Southern Nazarene University is an expression of the Church of the Nazarene. It reserves the right to prefer employees on the basis of religion (Title VII, Section 702-703, U.S. Civil Rights Act of 1964).

  • Title IX Disclosure

    Updated: August 17, 2020

    Regardless of other language in this policy notwithstanding, Sexual Harassment (including Sexual Assault, Domestic Violence, Dating Violence, and Stalking), as defined in the Sexual Harassment Policy, will be governed exclusively by the Sexual Harassment Policy and processes provided in it.  All other forms of sex-based discrimination are governed by this policy, including sex-based Harassment, as defined in this policy, that does not rise to the level of Sexual Harassment as defined in the Sexual Harassment Policy.

    Conduct that is initially raised through a formal complaint under the Sexual Harassment Policy may also be addressed under this policy, in the institution’s discretion, when: (i) the conduct, or some part of it, may amount to a violation of this policy regardless of whether it meets the definition of Sexual Harassment under the Sexual Harassment Policy; (ii) the formal complaint, or some part of it, has been dismissed under the Sexual Harassment Policy; or (iii) a final determination of a formal complaint has been made under the Sexual Harassment Policy and separate or additional action may be necessary to enforce this policy.

    Discrimination is material, adverse treatment of an individual based on a protected category.

    Harassment consists of unwelcome conduct on the basis of a Protected Category that explicitly or implicitly affects an individual’s employment, unreasonably interferes with an individual’s work performance, or creates an intimidating, hostile, or offensive work environment.

    A person’s subjective belief that behavior is intimidating, hostile, or offensive does not make that behavior harassment. The behavior must create a hostile environment from both a subjective and objective perspective and must be so severe, persistent, or pervasive that it unreasonably interferes with, limits, or deprives a member of the community of the ability to participate in or to receive benefits, services, or opportunities from the university’s education or employment programs and/or activities. In determining whether a hostile environment exists, the university examines the context, nature, scope, frequency, duration, and location of incidents, as well as the relationships of the persons involved.

    Non-sex-based VAWA crimes

    Note that, when addressing domestic violence, dating violence, and stalking that are not sex-based (i.e., that are not covered by the university’s revised Sexual Harassment policy), the university will need to provide VAWA protections to the parties.

    Under Title IX of the Education Amendments of 1972, Southern Nazarene University prohibits all unlawful discrimination on the basis of sex or gender in its educational programs and activities, except where the University has been granted exemptions from certain Title IX regulations on religious grounds, including the specific religious tenet of the University.

    No individual will be subject to any form of retaliation, discipline, or other adverse action for reporting conduct in violation of the university’s nondiscrimination/Equal Employment Opportunity Statement, assisting/cooperating in making a complaint, or assisting with the investigation of a complaint. Any individual who believes they have experienced or witnessed retaliation should immediately notify the appropriate member(s) of the administration as identified above. Those found to be engaging in any type of discrimination in violation of law or university policy will be subject to disciplinary action, up to an including dismissal or termination of employment.

    *Christian faith and employment at Southern Nazarene University: Southern Nazarene University is an expression of the Church of the Nazarene. It reserves the right to prefer employees on the basis of religion (Title VII, Section 702-703, U.S. Civil Rights Act of 1964).

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