1530 Director, Computer Services

Skills: Strong organizational, interpersonal, writing and speaking skills, plus the ability to communicate effectively within a university environment is required. A working knowledge of programming languages, relational database technology, and networking is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Ensures that the Computer Services department supports the computing needs of the University by preparing long- and short-range goals and objectives related to computing resources and information technology needs of the University, managing personnel, budgetary, and technology resources for the delivery of effective computing services, and evaluating the unit’s performance and progress toward accomplishment of goals and objectives.

2. Identifies computer-related needs for the University and their impact on department, college, and University resources and promotes the efficient use of University computing resources by developing software and hardware standards and ensuring that infrastructure costs are included in all computer requirement analyses

3. Promotes open and viable channels of communication with all constituents by advising and counseling Deans, Department Heads, and senior administrators about computer-related issues and concerns.

4. Oversees the planning, analysis, design, and implementation of selected system-wide and campus-wide software applications by working with faculty, staff, and students to determine requirements, achieve milestones, and deploy successful projects.

5. Ensures fiscal responsibility and accountability through coordination and preparation of the annual budget, authorizing the expenditure of funds, and maintaining overall budget control.

6. Maintains a quality computer operation, while maximizing investment dollars by overseeing the preparation of bid specifications for all technology purchases, obtaining the best pricing of computer hardware and software, and assuring the identification of secondary users of computer equipment selected for replacement.

7. Provides leadership and develops a competent, productive and effective departmental staff, both directly and through delegation by hiring, training, evaluating performance, and supervising all employees of the Computer Services department.

8. Contributes to the development of policies and procedures on a broad range of University issues by serving on appropriate committees and providing technical advice, as necessary, to the Information Technology Advisory Committee.

9. Serves as a liaison between local industry and business leaders and the University on matters regarding computing thus enhancing computer services to the University by maintaining an open and regular dialogue with recognized leaders within the local computer community.

10. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues attending professional development training, and attending training and/or courses as directed by the Vice President of Administrative & Information Services.

11. Contributes to the overall success of the division of Administrative & Information Services by performing all other duties and responsibilities as assigned by the Vice President for Administrative and Information Services.

The Director of Computer Services reports to and is supervised by the Vice President for Administrative & Information Services and supervises full-time, part-time, and student employees of the Computer Services Department.

OFFICE OF HUMAN RESOURCES

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 5 - 730 Points: Supervision of (a) several work teams or work team leaders, (b) a rather large group of operative, administrative support, or paraprofessional employees, (c) a work group involving direction of skilled technical employees, (d) professionals in technical and skilled areas, and/or (e) subordinate supervisory personnel. The incumbent performs a full range of supervisory responsibilities including the authority to hire, train, transfer, promote, reward, or discipline others. Supervision will likely be general rather than close supervision of others. At this level, supervisory responsibilities consume significant amounts of work time and include substantial responsibility for work planning activities, staffing, and performance management as well as budgeting and planning functions.

Factor 3: Interactions with Others

Level 5 - 850 Points: Interactions are highly unstructured and incumbents are often required to resolve difficult and unstructured problems. Interactions are commonly with administrators, cost-center heads, high level committees, or external constituents in order to defend, negotiate, or resolve controversial and/or long-range issues and problems. Interactions occur in situations subject to divergent views, skepticism, resistance, uncooperative attitudes, and conflicting objectives. Interactions often require high levels of interpersonal skill and require the ability to influence, interrogate, or control others through debate, persuasion, or authoritative recognition and require strong analytical and decision-making skills.

Factor 4: Job Controls and Guidelines

Level 4 - 850 Points: The employee operates under administrative supervision and makes decisions based on broadly-stated University objectives and available resources. Administrative guidelines are expressed in terms of project or program outcomes and deadlines with few comprehensive guidelines. Decisions are based on inadequate guidelines that require considerable interpretation and force the employee to plan all phases of the assignment. Assignments may be unrelated in function and the work requires many different processes and methods and a great deal of analysis to identify the nature and extent of problems. The work may require the employee to develop new methods and to deal with many variables, including some that are unclear or conflicting. Characteristic jobs at this level may involve directing large and/or complex programs, projects, or departments in which the work cuts across functional lines or requires dealing with unprecedented issues.

Factor 5: Managerial Responsibility

Level 6 - 3400 Points: Work involves primary accountability for key end result areas including the major projects, processes, or services of a cost center. Work activities affect a wide range of professional projects or administrative activities of the University, influence internal or external operations, and affect other administrators and a great many students, faculty, and/or staff. At this level, the incumbent may have primary authority for developing large budgets and distributing funds over a number of related functions.