TITLE English Language Institute Special Programs Director
CLASSIFICATION NUMBER 2602
IMMEDIATE SUPERVISOR Executive Director of International Enrollment Management
MAJOR ADMINISTRATOR Associate Vice President for International Programs
The ELI Special Programs Director oversees all aspects of special program planning and execution, including assisting in identifying special programs for proposals, program planning and recruitment, overseeing program execution, and program review.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A master’s degree in Teaching English as a Second Language (TESL) or a master’s degree in a related field with at least eighteen hours of TESL coursework is required.
Experience: At least three years of experience teaching in an Intensive English Program (IEP) at an accredited U.S. university is required. Experience in IEP curriculum design and program development is required. Overseas teaching experience at the university level is required. Professional involvement in the field as demonstrated by having presented at a conference and/or publishing in TESOL-related journals is required.
Skills: The ability to effectively use Microsoft Office applications and to conduct research using the internet is required. Effective time management, organizational, and interpersonal skills are required. Excellent verbal and written communication skills are required. Demonstrated leadership skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Fluency in a second language is required.
Other: Foreign travel may be required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists the Executive Director of International Enrollment Management in identifying and selecting special programs that best fit the mission and talent pool of the ELI by assisting in writing program proposals that clarify stakeholders’ expectations and needs, define program scope and outcomes, define program policies and procedures, and include a program budget that reflects the scope of the program.
2. Conducts pre-execution planning and recruitment activities by overseeing the creation of promotional materials for each special program, maintaining updated information on the special programs web pages, recruiting program participants and maintaining connections with established stakeholders.
3. Works with the Executive Director to plan programs including appointing and training academic coordinators for each program, creating curriculum and materials with the assistance of the academic coordinators, hiring and training instructors, and overseeing the work of the Special Programs Coordinator to ensure that logistical planning is completed.
4. Communicates with the Admissions Specialist and the SEVIS Specialist about participant admission information and immigration regulations.
5. Oversees program execution in conjunction with program coordinators by submitting reports as needed to stakeholders about program progress, responding to participant concerns and resolving other program issues, conducting classroom and co-curricular activity observations, and meeting regularly with the Executive Director to report on program progress.
6. Teaches in special programs as schedule permits.
7. Conducts After Action Reviews for each program by creating and executing pre- and post-program surveys and interviews for program participants, stakeholders as applicable, instructors, and other program team members, such as chaperones, drivers, office staff, etc., conducting budget analysis with the Executive Director and Special Programs Coordinator, assessing program policies and procedures for program improvement, and writing a post-program summary and assessment report for the Executive Director, the academic coordinator, and the Special Programs Coordinator.
8. Serves as the Commission on English Language Program Accreditation (CEA) special programs accreditation coordinator.
9. 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 Executive Director.
10. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
11. Supports the overall success of ELI Special Programs by performing all other duties as assigned.
The ELI Special Programs Director is supervised by the Executive Director of International Enrollment Management and supervises the Special Programs Coordinator, full- and part-time instructors on assignment in Special Programs, part-time office staff, and student employees.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.
Factor 2: Supervisory Responsibility
Level 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
Factor 4: Job Controls and Guidelines
Level 3 - 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 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.