1076 Assistant Director, Greenwood Laboratory School
TITLE Assistant Director, Greenwood Laboratory School
CLASSIFICATION NUMBER 1076
IMMEDIATE SUPERVISOR Director, Greenwood Laboratory School
MAJOR ADMINISTRATOR Dean, College of Education
The primary job duty of the Assistant Director of Greenwood Laboratory School is to coordinate and manage experimental, innovative programs and to facilitate connections between Greenwood Laboratory School and University efforts, PK-12 schools, and community organizations. The Assistant Director performs various tasks related to program and school administration which include: coordination of activities designed to integrate campus departments, PK-12 schools, and community organizations into the laboratory school culture, curriculum development, systems analysis, school leadership and improvement, strategic planning and implementation, school and personnel policies, teacher and student supervision, staff development, and communication.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education A Master’s degree in an education field is required. A Master’s degree in Education Administration or willingness to acquire certification in Education Administration is preferred.
Experience Experience with general school operations in secondary settings is required; additional experience in elementary settings is preferred. An understanding of the laboratory school’s mission of research and innovation as an integrated unit within the University and the College of Education is required. Knowledge of University operations, policies, and procedures is preferred. Knowledge of the functions of a University Laboratory school is preferred.
Skills Excellent oral and written communication skills are required. Computer literacy and the ability to design, edit, and produce school documents, including, but not limited to, an Annual Report are required. An understanding of curriculum K-12, and management/supervisory skills (e.g., the ability to organize, plan, coordinate, and direct activities) are required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Serves as the manager and liaison for the coordination of practicum students, student teachers, and other activities involving teachers, students, and facilities at Greenwood Laboratory School and the University, including community organizations, area schools, and staff development.
2. Assists with scheduling as it relates to the coordination of Greenwood Laboratory School, the University, community partnerships, and programs including the development of the master schedule for high school students and special area classes for elementary grades.
3. Communicates with parents, participates at meetings, chairs committees, and serves on the North Central Steering Committee.
4. Facilitates the implementation of the Greenwood Laboratory School Long-Range Strategic Plan through curricular development and systems analysis.
5. Prepares various school documents for distribution, such as the Annual Report, school crisis plan, parent/student handbook, etc.
6. Supervises students, teachers, lunchroom, dismissal, and extracurricular activities as needed.
7. Works collaboratively and cooperatively with the Director and any administrative interns to ensure effective implementation of programs.
8. Assists the Director with student discipline, handling incidents in accordance with the scope and sequence in the Parent/Student Handbook.
9. Assists the counselors and Director in collecting and analyzing school and student data that aids in the operation of the school.
10. Completes other tasks as necessary when assigned by the Director to coordinate and manage experimental, innovative programs into the laboratory school culture.
11. 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 Director.
The Assistant Director is supervised by the Director of Greenwood Laboratory School and supervises students, the school, and extra-curricular activities.
OFFICE OF HUMAN RESOURCES OCTOBER 2005
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 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 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 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.