TITLE Assistant Director The Achievement Center for Intercollegiate Athletics
CLASSIFICATION NUMBER 1017
IMMEDIATE SUPERVISOR Director, The Achievement Center for Intercollegiate Athletics
MAJOR ADMINISTRATOR Associate Provost for Student Development and Public Affairs
The Assistant Director of The Achievement Center for Intercollegiate Athletics is responsible for assisting in 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 Assistant Director helps students experience a complete college career through exposure to the variety of academic disciplines and programs as well as career opportunities. The Assistant Director also assists in University wide compliance efforts with regard to NCAA rules and regulations.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required. A Master's degree in Guidance and Counseling, Sports Administration, or a related field is preferred.
Experience: Two years of experience is preferred in responsible positions in higher education or in positions providing comparable experience where knowledge of academic assistance has been obtained. Experience with student retention programs and academic support services for student-athletes is preferred. Knowledge of NCAA rules and regulations 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.
ESSENTIAL DUTIES AND RESPONSIBILITIES
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 Principles of Operation of The Achievement Center for Intercollegiate Athletics support 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. Reduces the likelihood for violations of National Collegiate Athletic Association (NCAA) rules and regulations in athletics, particularly those regarding student-athlete eligibility to participate in intercollegiate athletics, by monitoring the University's compliance with NCAA rules and regulations governing eligibility and advising senior administrators when discrepancies are discovered.
4. Assists faculty in resolving academic or related problems with student-athletes and enforces attendance policies established by academic departments by monitoring each student-athlete's academic progress during the semester, contacting and assisting student-athletes 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.
5. 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.
6. Manages funds by assisting the Director of The Achievement Center for Intercollegiate Athletics with development of a departmental budget and exercising approval authority for expenditure of funds for student employees' salaries.
7. 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 performances.
8. 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 Director of The Achievement Center for Intercollegiate Athletics.
9. Contributes to the overall success of The Achievement Center by performing all other duties and responsibilities as assigned or directed.
The Assistant Director of The Achievement Center for Intercollegiate Athletics is supervised by the Director of The Achievement Center for Intercollegiate Athletics and supervises graduate assistants and student employees serving as tutors and mentors in The Achievement Center for Intercollegiate Athletics.
OFFICE OF HUMAN RESOURCES
REVISED FEBRUARY 2009
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining 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, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate 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. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.
Factor 2: Supervisory Responsibility
Level 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
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 2 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.