1990 Assistant Director of JQH Arena, Hammons Student Center, and Plaster Sports Complex
TITLE Assistant Director of JQH Arena, Hammons Student Center, and Plaster Sports Complex
CLASSIFICATION NUMBER 1990
IMMEDIATE SUPERVISOR Director of JQH Arena, Hammons Student Center, and Plaster Sports Complex
MAJOR ADMINISTRATOR Executive Director, Athletic and Entertainment Facilities
The Assistant Director of JQH Arena, Hammons Student Center, and Plaster Sports Complex assists in the daily operations management of JQH Arena, Hammons Student Center, and Plaster Sports Complex. Management responsibilities include supervision, training, and hiring of part-time and student employees serving at the facilities and event coordination assistance for special events (i.e., concerts, athletics contests) at the three venues.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required, preferably in Recreation, Management, Marketing, Communications or a related area.
Experience: One year of experience in facility management or operations is required; supervisory experience at a university public assembly venue is preferred.
Skills: Demonstrated oral and written communications skills and strong organizational skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Computer literacy, particularly with word processing and database applications, is preferred.
Other: The scope of the job requires frequent evening and weekend work.
Effort: Occasionally required to lift and carry supplies and equipment weighing 25 – 50 pounds.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists in ensuring that JQH Arena, Hammons Student Center (HSC), and Plaster Sports Complex (PSC) serve the University's recreational, intramural, academic, athletics, and special events needs by managing assigned events in a professional manner, interfacing with current and potential users of the facilities, coordinating sound and lighting support, scoreboard operations, HVAC, event staffing (i.e., ticket takers, ushers, custodians, uniform security, etc.) before, during, and following an event.
2. Provides continuity of management in the operation of JQH Arena, Hammons Student Center and/or Plaster Sports Complex by assuming the duties and responsibilities of the Director and/or Associate Director in his/her absence.
3. Maintains competency and professional currency through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by the Director of JQH Arena, Hammons Student Center, and Plaster Sports Complex.
4. Abides by and complies with National Collegiate Athletic Association (NCAA) and Missouri Valley Conference rules, academic standards, requirements, and policies of the University, and all guidelines and policies of the Athletics department and reports any concerns of compromise or violation of rules, standards, guidelines or policies to the Director of Athletics or the Associate Director of Athletics for Compliance.
5. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
6. Contributes to the overall success of JQH Arena, Hammons Student Center, and/or Plaster Sports Complex by performing other duties as assigned.
The Assistant Director of JQH Arena, Hammons Student Center, and Plaster Sports Complex is supervised by the Director of JQH Arena, Hammons Student Center, and Plaster Sports Complex, supervises event staff, and makes recommendations which are given particular weight regarding the hiring, firing, advancement, promotion, and other changes of status of those supervised.
OFFICE OF HUMAN RESOURCES
REVISED DECEMBER 2011
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2 - 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 4 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 3 - 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 - 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 3 - 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.