1103 Director of the Center for Continuing and Professional Education
POSITION IDENTIFICATION
TITLE Director of the Center for Continuing and Professional Education
CLASSIFICATION NUMBER 1103
GRADE 46
IMMEDIATE SUPERVISOR Associate Provost for Public Affairs and the Extended Campus
MAJOR ADMINISTRATOR President
GENERAL FUNCTIONThe Director of the Center for Continuing and Professional Education is responsible for planning and developing educational programs that reflect the needs and interests of noncredit groups, businesses, industries, non-profit organizations, health care providers and other constituencies. Organizes, supervises and evaluates workshops, seminars, conferences, study tours, and other innovative educational formats sponsored by the University. The Director of the Center for Continuing and Professional Education assures the ability of the Center for Continuing and Professional Education to operate on a self-supporting basis by effective financial planning and reaching departmental revenue objectives through program fees and external funding. The Director of the Center for Continuing and Professional Education ensures compliance with established national standards for recognizing the completion of noncredit educational programs through awarding of Continuing Education Units (CEU's).
MINIMUM ACCEPTABLE QUALIFICATIONSEducation: A Master's degree is required, preferably in a discipline closely related to the skills, duties, and responsibilities described herein.
Experience: At least three years of experience are required with progressively responsible duties directly related to the successful development and implementation of adult and continuing education programming, preferably in a higher education setting. Comparable continuing education experience in health, business, industry, or government settings considered. A broad range of relevant continuing education experience strongly preferred, including supervisory, project management, budgeting, planning, programming, and marketing experience.
Skills: Excellent leadership and interpersonal skills, as well as oral and written communications skills, are required. Management, budgeting, program development, and supervisory skills are required. Computer skills in word processing and basic spreadsheet applications are required. Knowledge of the use of distance learning technologies (including the Internet) for outreach and continuing education programs is preferred. Preference will be given to candidates who can bring to the position creative ideas and an awareness of specific strategies likely to result in successful, revenue-producing continuing education programs appropriate for a higher education setting.
Effort: Occasionally required to lift and carry materials weighing up to 45 pounds.
ESSENTIAL DUTIES AND RESPONSIBILITIES
2. Meets the Center’s budgetary objectives by careful planning and implementation, overseeing the overall fiscal operations of the Center including policies and procedures related to instructor salaries and the establishment of course fees necessary to cover all direct and indirect costs, and designing strategies for obtaining external funding, where possible, from corporate sponsors, underwriters, and appropriate grant sources.
5. Develops and supervises an effective staff of professional, clerical, and support personnel by hiring qualified applicants, providing adequate training and support, and by supervising and evaluating employee performance.
6. Manages the administrative operations of the Center by maintaining historical records on program offerings, course evaluations, instructor qualifications, program attendance, and financial accounts reflecting incomes and expenditures, and submitting periodic reports on the status of the program to the Associate Provost for Public Affairs and the Extended Campus.
7. Assesses the quality and effectiveness of the Center’s programs and services on a regular basis to ensure that program content meets the expectations and needs of the clientele being served and is consistent with University standards.
8. Ensures compliance with established national standards for recognizing the completion of noncredit educational programs by evaluating proposals for and granting approval for the award of Continuing Education Units (CEUs) to those programs that merit approval.
9. Oversees the management of facilities designated for use by the Jim D. Morris Center for Continuing Education, including assisting as needed with facilities planning, parking, development of policies for space utilization, monitoring of maintenance and upkeep needs, security needs, etc.
10. Provides leadership in developing a collegial and team approach to work responsibilities and a supportive work environment that stimulates innovative and individual achievement while encouraging collaborative endeavors and loyalty to the department and University.
11. Initiates and supports cooperative and collaborative working relationships the other organizational units within the University.
12. Promotes a positive image of the University through establishing and maintaining excellent working relationships with businesses, industries, health, and professional organizations and representing the University through participation in job-related community and professional meetings and organizations
13. Maintains competency and professional currency through self-directed study, professional contacts with colleagues, professional conferences and seminars, and special training and/or professional development programs recommended by the Associate Provost for Public Affairs and the Extended Campus.
14. Contributes to the overall success of the Jim D. Morris Center for Continuing Education by performing these duties in a manner consistent with the mission, goals, and stated values of the University and by performing all other essential duties and responsibilities as assigned.
The Director of the Center for Continuing and Professional Education by the Associate Provost for Public Affairs and the Extended Campus and supervises a large staff of professional, clerical and support personnel.
REVISED FEBRUARY 2007
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 preuncedented 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 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.