What are the responsibilities and job description for the Student Basic Needs Initiatives Coordinator position at Mount Hood Community College?
Salary
$66,201.00 - $91,638.00 Annually
Location
Gresham Campus, OR
Job Type
Full-time
Job Number
2025-00031
Division
President's Office
Department
Student Basic Needs
Opening Date
10/05/2025
Closing Date
10/19/2025 11:59 PM Pacific
Job Summary and Responsibilities/Duties
Job Summary
This is an on-site position location in Gresham, OR.
Coordinates and oversees Student Basic Needs (SBN) programs, initiatives, activities, outcomes, and related grants, to remove barriers, improve access to resources, and promote student persistence and completion. Builds collaboration and partnerships across the college and community, coordinating with multiple agencies, including state and community-based organizations, to address priority student needs. Acts as a subject matter expert for student basic needs staff, and provides student support and coaching. Ensures effective program delivery, data management, and compliance with grant requirements.
Essential Duties:
- Coordinates student basic needs programs and services, including intake, eligibility, scheduling, and case management. Evaluates programs and identifies opportunities to expand SBN impacts and pilot innovative programs to increase access to services. Recommends and implements policies and procedures.
- Acts as a subject matter expert for specialists and other student basic needs staff, and provides training, direction, guidance, and assistance related to assigned program(s), college services and issues of inquiry and/or concerns.
- Develops and manages partnerships with internal college departments and units, community-based agencies, state organizations, and other external partners to expand student access to resources and address priority student needs. Attends community partner, statewide meetings, and legislative hearings connected to grants and advocacy work related to student basic needs.
- Provides student support, coaching, advising, and referrals to address barriers to enrollment, persistence, and completion.
- Oversees and conducts data collection, analysis, and reporting for grants and program outcomes; reviews grant-related documents from staff, and ensures compliance with funding requirements and grant deadlines.
- Coordinates and supports events, programming, and community resource partnerships within the Equity and Community Resource Center (ECRC). Coordinates scheduling and ensures appropriate coverage.
- Contributes to grant writing and the administration, management, and fiscal monitoring in collaboration with SBN leadership.
- Monitors SBN budgets and ensures compliance with grant and fiscal policies. Processes orders, invoices, travel reimbursements, and other financial transactions. Provides input into unit planning and budgeting processes.
- Advocates for student basic needs, raises awareness of available resources, and represents MHCC in related initiatives.
Additional Duties:
- Participates in the hiring and training of new staff.
- Serves as liaison to external agencies and individuals, delivering presentations and coordinating implmentation of new program requirements and special projects.
- Leads and participates on committees as assigned.
- Performs all other duties as assigned.
Minimum and Desired Qualifications
Minimum Qualifications:
- Bachelor's degree in education, human services, social work, and or related field
- Five (5) years of experience administering, implementing, and/or maintaining grant programs, including budget oversight
- Experience with and/or understanding of trauma informed practices
- Proficiency in Microsoft Word, Excel, PowerPoint, and Outlook
- Experience working with diverse backgrounds similar to those in the college’s community; commitment to promoting access and diversity
Equivalent combinations of education and experience may be considered.
Preferred Qualifications
- Master’s degree in education, human services, social work, and or related field
- Bilingual in Spanish, Russian/Ukrainian, French, or language that meets college/community needs
- Experience in healthcare, education, and/or social services
- Trained in trauma-informed service delivery
- Understanding of social support systems and resources
Additional Qualifications and/or Knowledge, Skills and Abilities (KSAs)
Knowledge, Skills and Abilities (KSAs)
Knowledge of:
- Applicable local, state and federal laws, codes, rules, and regulations
- Basic-to-general budgeting, purchasing, timekeeping and financial recordkeeping
- Board Policies, Administrative Regulations and Collective Bargaining Agreements
- Internal and external resources available to students and the community
- FERPA and other higher education law and policies
- Educational programming and delivery, community resources and workforce development.
- Research and interview techniques
- Simple to general data collection, analysis and reporting techniques
- Student success, retention, and assessment strategies
- Basic needs in a collegiate setting and an understanding of service and civic engagement
Skills:
- Competency in computer technology used for communication, data gathering and reporting.
- Effective project and time management techniques
- Excellent communication, facilitation, and problem-solving skills in-person, via phone, and by email
- Strong organizational skills
- Strong public speaking and presentation skills
- Time management, organization, and ability to meet competing deadlines and priorities
Ability to:
- Communicate clearly with students, staff, and community partners.
- Cultivate a welcoming and inclusive environment for diverse populations.
- Handle confidential information with discretion and professionalism.
- Interpret and apply policies, procedures, and regulations.
- Collect, analyze, and report program data accurately.
- Prioritize multiple projects and meet competing deadlines.
- Collaborate effectively across departments and external organizations.
- Support and coach students in navigating barriers and accessing resources.
- Adapt to changing needs, requirements, and program priorities.
- Work independently while contributing to a team environment.
Working Conditions and Important Information
Working Conditions
This is an on-site position. Work is typically performed in a normal office environment while sitting at a computer terminal. Visual eye strain and repetitive hand/wrist motion for data entry and keyboarding functions. Some exposure to hazardous materials, weather, or potentially dangerous situations.
Salary Placement
Initial salary placement will be based on years of relevant full-time equivalent experience at the sole discretion of the College, per the guidelines in the Collective Bargaining Agreement and in accordance with all applicable state and federal laws. Please include all relevant full and part-time experience (including unpaid and volunteer experience) in your application that you want the College to review towards potential placement. Hired employees will not have an opportunity to update past experience or appeal initial placement after the time of hire.
Mt. Hood Community College Classified Employee Benefit Summary
The following is a brief description of the benefits offered by Mt. Hood Community, this is intended to be a summary only – any errors or omissions are unintentional. Please refer to benefit booklets, plan documents, college policy and regulations for more detailed information. Greater detail regarding fringe benefits is available in the Classified Association Bargaining Agreement.
COLLEGE PAID BENEFITS
Health Benefit Options
MHCC is a member of the Oregon Educators Benefit Board (OEBB) which administers Medical, Dental, Vision, Life Insurance, Accidental Death & Dismemberment (AD&D), Long Term Disability (LTD) and Employee Assistance Plan (EAP). New employee Fringe Benefits are effective the first day of the month following date of employment. Available medical, dental and vision plans and rates are available on the MHCC intranet, under Human Resources/Benefits.
MHCC will only pay the premium portion for medical, dental and vision coverage for your spouse/domestic partner and/or eligible dependents if they are not covered under another policy.
If you elect to have double coverage for a spouse/domestic partner or eligible dependent, you will be required to have the premium associated with the double coverage deducted out of your payroll check each month.
Important Retirement Information:
Make sure you are enrolled in the medical, dental and/or vision plans you want when you retire. Retirement is not considered a Qualified Status Change (QSC) so you cannot add or change plans at the time of retirement.
In order to ensure that a spouse/domestic partner and/or eligible dependent can be covered when you retire you will need to enroll them on MHCC's policy at the open enrollment period prior to your retirement date even though they may be covered under another policy. The College will waive the double coverage premiums when an employee is adding a spouse/domestic partner and/or eligible dependents during open enrollment period prior to the employee’s anticipated retirement date for that plan year.
Other College Paid Insurances
The following is a brief description of the benefits offered by Mt. Hood Community, this is intended to be a summary only – any errors or omissions are unintentional. Please refer to benefit booklets, plan documents, college policy and regulations for more detailed information. Greater detail regarding fringe benefits is available in the Classified Association Bargaining Agreement.
COLLEGE PAID BENEFITS
Health Benefit Options
MHCC is a member of the Oregon Educators Benefit Board (OEBB) which administers Medical, Dental, Vision, Life Insurance, Accidental Death & Dismemberment (AD&D), Long Term Disability (LTD) and Employee Assistance Plan (EAP). New employee Fringe Benefits are effective the first day of the month following date of employment. Available medical, dental and vision plans and rates are available on the MHCC intranet, under Human Resources/Benefits.
MHCC will only pay the premium portion for medical, dental and vision coverage for your spouse/domestic partner and/or eligible dependents if they are not covered under another policy.
If you elect to have double coverage for a spouse/domestic partner or eligible dependent, you will be required to have the premium associated with the double coverage deducted out of your payroll check each month.
Important Retirement Information:
Make sure you are enrolled in the medical, dental and/or vision plans you want when you retire. Retirement is not considered a Qualified Status Change (QSC) so you cannot add or change plans at the time of retirement.
In order to ensure that a spouse/domestic partner and/or eligible dependent can be covered when you retire you will need to enroll them on MHCC's policy at the open enrollment period prior to your retirement date even though they may be covered under another policy. The College will waive the double coverage premiums when an employee is adding a spouse/domestic partner and/or eligible dependents during open enrollment period prior to the employee’s anticipated retirement date for that plan year.
Other College Paid Insurances
- Life Insurance=Coverage = $50,000
- Accidental Death & Dismemberment (AD&D) Coverage = $50,00
- Long Term Disability (LTD)
Approved benefit claims begin after 90-day elimination period. Maximum benefit is 66 2/3 of monthly salary; benefit may be adjusted based on other income received by retirement benefits.
Public Employees Retirement Plan (PERS)
Consistent with PERS rules, the employee contributes 6% of their gross salary into an Individual Account Program (IAP) with PERS. The contribution is set up automatically. At the time of retirement, based on one of the following programs, a monthly pension benefit is calculated. Please refer the Public Employees Retirement System (PERS) website for detailed information on retirement benefits: http://oregon.gov/PERS/.
Public Employees Retirement System – Tier One/Tier Two
Hired by a PERS employer before August 28, 2003 and have an active account.
Oregon Public Service Retirement Plan - OPSRP
Hired on or after August 28, 2003 and do not have active account in the PERS Program.
Tuition Waiver Plan
The College will maintain the Tuition Waiver Plan for employees, their spouses, and their dependents through age 23 who qualify as dependents. Employees and their spouse/domestic partner will pay only course specific fees. Instructional fees for work-related classes taken by an employee at the request of the supervisor will be waived.
Employee Assistance Program (EAP)
MHCC’s Employee Assistance Program (EAP) is through Canopy which provides services to help people privately resolve problems that may interfere with work, family, and other important areas of life.
The EAP provides FREE (no charge for utilization) and confidential services to employees and their dependents, living at or away from home, and all household members, related or not. MHCC employees, spouses/domestic partner, dependents and their eligible household members have eight (8) free EAP services per new issue, including relationship, family, stress, anxiety, and other common challenges. Employees must get a referral from the EAP for each issue for services to be covered. Find more information about our Employee Assistance Program (EAP) here.
Use of MHCC Swimming Pool
Full-time employees and dependents have free access to the MHCC swimming pool during open recreation sessions. Swimming classes through the American Red Cross Learn-to-Swim program are not free under the tuition waiver plan or the swim pass. Employees are responsible to pay for the classes.
Vacation
Scheduling and Use of Vacation Leave
Vacation time may be taken only with the prior approval of the supervisor and cannot be granted before it is accrued unless it is to the mutual benefit of the College and the employee.
All employees must request vacations to the employee’s supervisor in writing not less than two (2) weeks in advance for approval to use more than two (2) days, and not less than one
(1) week in advance when requesting two (2) days or less. This advance notice requirement may be waived in the sole discretion of the employee's supervisor.
R evised: 3/21/2025
A department may delineate specific periods during the year when, due to operational need, vacations may not be approved. Outside of those periods, if a vacation request is denied, the employee and supervisor will immediately discuss a reasonable alternative time for vacation. If the delay results in an employee’s accrual exceeding maximum limits as defined in the chart below, during the next three months, the employee will be paid forty (40) hours of vacation in their next regular pay distribution. The hours paid will be deducted from the accrued vacation time.
Vacation Accruals
Vacation time will begin accruing from the first day of employment with the College. Classified employees will accrue vacation on a monthly basis. The vacation accrual rates are as follows for full-time employees who remain employed for twelve (12) months.
Employees working less than twelve (12) months or less than full-time will accrue vacation on a prorated basis, based on the percentage of full-time worked or the percentage of the year worked by the employee.
An employee’s total balance of accrued vacation may not exceed two (2) times their annual maximum accrual rate.
Separation from Employment
In case of an employee’s termination or resignation, accrued vacation pay will be included in the employee’s last check except if the employee has not completed their probationary period.
Sick Leave
At the time of hire, employees will receive eighty (80) hours of sick leave. Thereafter, employees will accrue sick leave at the rate of one (1) day per full month worked. Sick leave will be available to employees as it is accrued. Those employees who are not employed on a twelve (12) month basis will accrue sick leave on a prorated basis of actual time worked. Employees who work less than full-time will accrue sick leave on a prorated basis, based on the percentage of full-time worked, excluding overtime hours worked.
Holidays
The term “holiday” means each of the following days:
Any other day observed by the College as a legal holiday. If a holiday falls on Saturday, Friday will be a paid holiday. If a holiday falls on Sunday, Monday will be a paid holiday.
Additional Information
Detailed information regarding all Classified Employee benefits are available in the Classified Bargaining Agreement.
Public Employees Retirement Plan (PERS)
Consistent with PERS rules, the employee contributes 6% of their gross salary into an Individual Account Program (IAP) with PERS. The contribution is set up automatically. At the time of retirement, based on one of the following programs, a monthly pension benefit is calculated. Please refer the Public Employees Retirement System (PERS) website for detailed information on retirement benefits: http://oregon.gov/PERS/.
Public Employees Retirement System – Tier One/Tier Two
Hired by a PERS employer before August 28, 2003 and have an active account.
Oregon Public Service Retirement Plan - OPSRP
Hired on or after August 28, 2003 and do not have active account in the PERS Program.
Tuition Waiver Plan
The College will maintain the Tuition Waiver Plan for employees, their spouses, and their dependents through age 23 who qualify as dependents. Employees and their spouse/domestic partner will pay only course specific fees. Instructional fees for work-related classes taken by an employee at the request of the supervisor will be waived.
Employee Assistance Program (EAP)
MHCC’s Employee Assistance Program (EAP) is through Canopy which provides services to help people privately resolve problems that may interfere with work, family, and other important areas of life.
The EAP provides FREE (no charge for utilization) and confidential services to employees and their dependents, living at or away from home, and all household members, related or not. MHCC employees, spouses/domestic partner, dependents and their eligible household members have eight (8) free EAP services per new issue, including relationship, family, stress, anxiety, and other common challenges. Employees must get a referral from the EAP for each issue for services to be covered. Find more information about our Employee Assistance Program (EAP) here.
Use of MHCC Swimming Pool
Full-time employees and dependents have free access to the MHCC swimming pool during open recreation sessions. Swimming classes through the American Red Cross Learn-to-Swim program are not free under the tuition waiver plan or the swim pass. Employees are responsible to pay for the classes.
Vacation
Scheduling and Use of Vacation Leave
Vacation time may be taken only with the prior approval of the supervisor and cannot be granted before it is accrued unless it is to the mutual benefit of the College and the employee.
All employees must request vacations to the employee’s supervisor in writing not less than two (2) weeks in advance for approval to use more than two (2) days, and not less than one
(1) week in advance when requesting two (2) days or less. This advance notice requirement may be waived in the sole discretion of the employee's supervisor.
R evised: 3/21/2025
A department may delineate specific periods during the year when, due to operational need, vacations may not be approved. Outside of those periods, if a vacation request is denied, the employee and supervisor will immediately discuss a reasonable alternative time for vacation. If the delay results in an employee’s accrual exceeding maximum limits as defined in the chart below, during the next three months, the employee will be paid forty (40) hours of vacation in their next regular pay distribution. The hours paid will be deducted from the accrued vacation time.
Vacation Accruals
Vacation time will begin accruing from the first day of employment with the College. Classified employees will accrue vacation on a monthly basis. The vacation accrual rates are as follows for full-time employees who remain employed for twelve (12) months.
Employees working less than twelve (12) months or less than full-time will accrue vacation on a prorated basis, based on the percentage of full-time worked or the percentage of the year worked by the employee.
An employee’s total balance of accrued vacation may not exceed two (2) times their annual maximum accrual rate.
Separation from Employment
In case of an employee’s termination or resignation, accrued vacation pay will be included in the employee’s last check except if the employee has not completed their probationary period.
Sick Leave
At the time of hire, employees will receive eighty (80) hours of sick leave. Thereafter, employees will accrue sick leave at the rate of one (1) day per full month worked. Sick leave will be available to employees as it is accrued. Those employees who are not employed on a twelve (12) month basis will accrue sick leave on a prorated basis of actual time worked. Employees who work less than full-time will accrue sick leave on a prorated basis, based on the percentage of full-time worked, excluding overtime hours worked.
Holidays
The term “holiday” means each of the following days:
Any other day observed by the College as a legal holiday. If a holiday falls on Saturday, Friday will be a paid holiday. If a holiday falls on Sunday, Monday will be a paid holiday.
Additional Information
Detailed information regarding all Classified Employee benefits are available in the Classified Bargaining Agreement.
Employer
Mt. Hood Community College
Address
26000 SE Stark St.
Gresham, Oregon, 97030
Website
https://www.schooljobs.com/careers/mhcc
Salary : $66,201 - $91,638
