IMMEDIATE SUPERVISOR Assistant Vice President for Student Academic Support Services
MAJOR ADMINISTRATOR Vice President for Student Affairs
The Director serves as the chief administrator for the Career Center which provides activities, services, and programs that aid individuals in their career development and job search. The Director monitors all aspects of the daily operations, assesses the effectiveness of programs, policies and procedures, supervises professional, support and student personnel, and administers the departmental budget.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master's degree is required.
Experience: A minimum of five years experience in career planning and placement, cooperative education, or corporate recruiting is required. Familiarity with information technology in career services is required. Budget management and supervision experience is required. Familiarity with legal practices, policies and trends of recruitment and employment process is required.
Skills: Demonstrated public speaking and written communication skills are required. Ability to supervise professional and support staff, and graduate and work study students is required. Ability to organize, plan, coordinate, and direct activities related to corporate/college recruiting is required. The ability to conduct group workshops, solve problems and make appropriate decisions, operate and use information derived from computers, research, collect, organize, and maintain accurate records/data, and select or develop teaching aids, such as multimedia visual aids and reference works are required. The ability to demonstrate oral and written skills by clearly communicating ideas, facts, and abstract concepts to people who represent all constituencies of the University is required.
Effort: Requires extended periods of standing and lifting (up to 40 pounds) and carrying boxes short distances.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures the success of the Career Center by coordinating the development and evaluating the progress of goals and objectives.
2. Facilitates effective and efficient operation by developing appropriate policies and procedures, while promoting a strong service-oriented image to students, employers, administration, faculty and staff.
3. Builds a staff of professional, clerical, graduate assistant and student employees by selecting, training, assigning, supervising and evaluating qualified individuals.
4. Manages funds by developing, planning and controlling annual departmental budgets.
5. Facilitates placement of graduates by developing and coordinating effective employer relationships through such activities as the on-campus interview program, the computerized referral service, and major career events, such as Career Day, Education Day, etc.
6. Facilitates placement of graduates by developing and maintaining a web-based job vacancy system.
7. Improves office efficiency and employer services by developing and maintaining computer applications and information management procedures.
8. Promotes the Career Center by planning and presenting orientations, job search/career related workshops, and other programs throughout the campus.
9. Serves as liaison with all academic colleges and develops outreach programs to facilitate career development of students and placement of graduates.
10. Informs students, alumni and employers of the Career Center and career/labor trends by developing appropriate communication and public relations activities.
11. Supports colleges, academic departments, faculty, clubs and organizations by providing information, visiting classes and making requested presentations.
12. Promotes the Career Center as a resource by conducting research, compiling data, and preparing reports: including the Post-Graduate Status Report, salary trends, employment outlook, and job search techniques.
13. Assists students and alumni in their personal career development by providing career counseling, career information, job search strategies, and credential creation assistance.
14. Promotes the University and the Career Center through participation in professional organizations.
15. Determines exceptions to Board policy regarding the extension of credit to students regarding student eligibility to register for classes.
16. 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 Vice President for Student Affairs.
17. Contributes to the overall success of the Career Center by performing all other duties and responsibilities as assigned by the Assistant Vice President for Student Academic Support Services.
18. When requested, serves as the active Assistant Vice President for Student Academic Support Services.
The Director supervises all employees within Career Center and is supervised by the Assistant Vice President for Student Academic Support Services.
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 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 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 5 - 2350 Points: Work involves primary accountability for a larger 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, influences internal or external operations, or impacts students, faculty, and/or staff. Work activities have a direct and significant impact on the department. Work activities also have a significant effect on the efficiency and reputation of the cost center and represent a relatively major function within the cost center. At this level would be jobs in which the incumbent may have responsibility for developing budgets, distributing budgeted funds, and exercising primary control over a moderately-sized budget.