1016 Director, The Achievement Center for Intercollegiate Athletics
POSITION IDENTIFICATION
TITLE Director, The Achievement Center for Intercollegiate Athletics
CLASSIFICATION NUMBER 1016
GRADE 45
The Director of The Achievement Center for Intercollegiate Athletics is responsible for the development and coordination of academic assistance programs designed to enable student-athletes to receive appropriate and timely academic assistance and to develop viable educational goals and academic strategies to achieve those goals. The Director helps students experience a complete college career through exposure to the variety of academic disciplines and programs as well as career opportunities.
Education: A Master's degree is required; a Master’s degree in Counseling, Sports Administration, or a related field preferred.
Experience: At least three years of experience is required in responsible positions in higher education where knowledge of academic advising and counseling has been obtained. Knowledge of NCAA rules and regulations is required. Experience with student retention programs, academic support services, and in counseling student-athletes is preferred.
Skills: Strong oral and written communication skills as well as excellent interpersonal skills are required. Computer literacy, particularly in word processing and database management is required. Organizational, management and supervisory skills are required.
Scope: The position requires occasional evening and/or weekend work.
1. Enables student-athletes requiring academic assistance to develop appropriate academic strategies, direction, and personal discipline regarding academics, thus facilitating achievement of their stated educational goals.
2. Ensures that the Principles of Operation of the Achievement Center for Intercollegiate Athletics http://www.missouristate.edu/acia/23190.htm
supports the established goals and objectives of the program by assuming full responsibility for their development, planning, coordination, administration and management; requesting the resources (budgetary, facility, equipment) necessary for program effectiveness; and evaluating the success/contribution of the program.
3. Assists faculty in resolving academic or related problems with student-athletes and enforces attendance policies established by academic departments by monitoring student-athletes’ academic progress during the semester, contacting and counseling students who have been reported by faculty for excessive absences, providing follow-up information regarding excessive absences to faculty, and informing appropriate coaches of student-athletes' performances.
4. Promotes a positive image of the University and contributes to the recruiting effort directed towards student-athletes by visiting with prospective student-athletes and their parents, providing information regarding the University, The Achievement Center for Intercollegiate Athletics, and associated programs, and answering questions posed by student-athletes or referring them to an appropriate authority or resource for the requested information.
5. Manages funds by assisting the Associate Provost with development of a departmental budget and exercising approval authority for expenditure of funds.
6. Develops a competent and effective staff of student mentors and tutors by recruiting and hiring qualified graduate assistants and students, providing orientation and training regarding programs, policies and procedures, making appropriate work assignments, and evaluating performance.
7. 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 required by the Associate Provost.
8. Contributes to the overall success of The Achievement Center for Intercollegiate Athletics by performing all other duties and responsibilities as assigned or directed.
The Director of The Achievement Center for Intercollegiate Athletics is supervised by the Associate Provost and supervises professional and clerical staff, graduate assistants, and student employees serving as tutors and mentors in the Achievement Center for Intercollegiate Athletics.
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.