TITLE Executive Director, Multicultural Programs
CLASSIFICATION NUMBER 1198
IMMEDIATE SUPERVISOR Assistant Vice President for Multicultural Services
MAJOR ADMINISTRATOR Vice President for Student Affairs
The Executive Director, Multicultural Programs provides leadership and support for the establishment and achievement of retention initiatives, develops programs that serve the needs of diverse student populations, and promotes academic enhancement efforts in support of the mission of the University. Responsibilities include program development and oversight of initiatives to promote inclusivity between groups on campus, history and cultural programs, and special pipeline programs and education projects. The Executive Director, Multicultural Programs provides direction and input into student leadership development activities as needed, promotes cultural awareness by coordinating the educational series associated with history and cultural activities and ethnic heritage months, i.e., African American Heritage Month, Hispanic Heritage Month, Native American Heritage Month, Asian American Heritage Month, and LGBT History Month. The Executive Director, Multicultural Programs provides general coordination and leadership of the activities and services of the MRC, the MRC Annex, the LGBTQ Resource Center, and other events designed to bring groups and individuals together.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree is required.
Experience: Five years of increasingly responsible experience working with diverse populations. Knowledge and experience working with historically marginalized and oppressed people is required. A record of accomplishment, community engagement, budgetary responsibility, and cultural competence is required.
Skills: Management skills in the development of goals and objectives and the selection and supervision of professional, clerical, and student employees are required. Effective decision making skills are required. Strong verbal and written communication skills are required. Excellent interpersonal skills are required. Awareness and sensitivity to the issues related to the recruitment and retention of underrepresented students, LGBTQ students, and other historically marginalized and oppressed groups of students are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures, experiences, and backgrounds is required.
Other: The position requires evening and weekend work as well as periodic overnight travel.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Develops and maintains effective working relationships with community support organizations and leaders from minority communities by networking and developing new relationships.
2. Oversees the budget for the Multicultural Programming unit and allocates funds for programs and initiatives in alignment with departmental priorities.
3. Promotes the recruitment and retention of multicultural students for leadership of campus student organizations by showcasing student academic, scholarly, social, and civic achievements in Multicultural Resource Center (MRC) marketing and promotional materials.
4. Helps to enhance the University experience for all students, with emphasis on underrepresented and historically marginalized groups, by advertising and assisting student organizations in developing sustainable cross-cultural activities, resolutions, and ongoing initiatives such as study groups, homecoming partnerships, and community service projects.
5. Encourages increased historical and cultural awareness of students, faculty, staff, and the local community by initiating, planning, and coordinating annual occurrences such as LGBT History Month, African American Heritage Month, Hispanic Heritage Month, Native American Heritage Month, Asian American Heritage Month, and the King Holiday Celebration.
6. Enhances the multicultural experience, retention, and academic opportunities of students by managing the Multicultural Resource Center and the MRC Annex for the attraction of the entire student body.
7. Establishes the viability of the Office of Multicultural Programs by effectively supervising the staff and student employees, advising on the progress of the MRC, MRC Annex, LGBTQ Resource Center, compiling, organizing, and analyzing data on student retention programming, maintaining fiscal integrity, and preparing various reports.
8. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds and maintains an ongoing working knowledge of the meaning of the terms in the LGBTQ community.
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 required by the Assistant Vice President for Multicultural Services.
10. Contributes to the overall success of the Division of Student Affairs by performing all other duties as assigned.
The Executive Director, Multicultural Programs is supervised by the Assistant Vice President of Multicultural Services and supervises full-time staff, part-time staff, and student employees.
OFFICE OF HUMAN RESOURCES
REVISED FEBRUARY 2016
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 5 - 3300 Points: Knowledge of the principles and methods of an administrative, managerial, or professional field such as accounting or auditing, financial management, information technology, business administration, human resources, engineering, law, social sciences, communications, education, or medicine. Knowledge permits employee to supervise projects and/or departments using standard methods to improve administrative and/or line operations. Knowledge also permits employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge at this level requires a Bachelor's or Master's degree with substantial related work experience, including up to two years of administrative or supervisory experience. Alternatively, this level may require a professional or clinical degree beyond the Bachelor's degree with moderate related work experience; knowledge requirements include significant levels 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 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.