1860 Assistant Director Student Financial Aid
TITLE Assistant Director Student Financial Aid
CLASSIFICATION NUMBER 1860
IMMEDIATE SUPERVISOR Director, Student Financial Aid
MAJOR ADMINISTRATOR Assistant Vice President for Enrollment Management and Services
The Assistant Director of Student Financial Aid directs a major functional area in Financial Aid and has systems management experience with a highly automated financial aid management system as well as a working knowledge of the overall operation of the Student Financial Aid Office. The Assistant Director is a member of the internal management group involved in policy and decision making.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required. A Master's degree in Business, Communications, Public Administration, Guidance and Counseling, Student Personnel, or a related field is preferred.
Experience: Three years of experience in an automated financial aid office is required. Knowledge of Banner financial aid management system is preferred. Prior supervisory experience is preferred. Must have a thorough knowledge of federal regulations as they pertain to the programs administered by the office.
Skills: Excellent communication skills are required. Leadership, human resource management, problem solving, and public speaking skills are required, as are organizational and management skills. Proficiency with computers and a highly automated financial aid management system is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Helps to ensure the effective operation of the financial aid office by utilizing knowledge and expertise in systems management and applying it to the operation of the highly automated financial aid management system.
2. Ensures effective operation of the area of responsibility within the Student Financial Aid Office by developing and recommending student financial aid policy, managing aid funds, conducting program evaluation, adapting the financial aid management system to maximize efficiency, working collaboratively with colleagues, and performing duties as assigned by the director.
3. Promotes a positive image of the Financial Aid Office by making presentations to inform the public about the various financial aid programs and associated application processes.
4. Helps to assure accurate information about various financial aid sources is provided to parents and students by helping to train financial aid professionals.
5. Assists students in the application process for financial aid by helping them to complete appropriate and required forms.
6. Determines students' eligibility for the various financial aid programs by evaluating their applications.
7. Supports the University's enrollment management plan by managing the area of responsibility in a manner consistent with the recruitment and retention goals.
8. Prevents institutional liability and ensures University compliance with federal and state regulations governing financial aid by maintaining current knowledge on same and by revising the University's Policy and Procedure Manual of Financial Aid.
9. Ensures the maximum utilization of aid funds by assuring efficient processing in the area of responsibility.
10. Ensures compliance with state and federal regulations by assisting in the preparation of required reports concerning financial aid.
11. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
12. 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 supervisor.
13. Contributes to the overall success of the Student Financial Aid office by performing all other duties as assigned.
The Assistant Director of Financial Aid is supervised by the Director of Financial Aid, supervises professional staff as well as other full-time, part-time, and student employees, and makes recommendations which are given particular weight regarding the hiring, firing, advancement, promotion, and other changes of status of those supervised.
OFFICE OF HUMAN RESOURCES
REVISED MAY 2014
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 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 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.