TITLE Associate Director of Student Engagement
CLASSIFICATION NUMBER 1945
IMMEDIATE SUPERVISOR Director of Student Engagement
MAJOR ADMINISTRATOR Assistant to the Vice President/Director of PlasterStudent Union
The primary job duty of the Associate Director of Student Engagement is designing and implementing leadership development programs and developing and implementing activities and services which supplement the academic program of the University. The Associate Director of Student Engagement assists with operations of the Student Engagement Office, provides advice and resources for students and student organizations, interprets and enforces University policy for student organizations, programs for University-wide events, participates in long-range planning and implementation of programs by the Plaster Student Union, and assumes other responsibilities as directed by the Director of Student Engagement.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree in Higher Education Administration, Management, Counseling, or a related field of study is required.
Experience: At least 3 years of successful administrative experience in higher education, with experience in student activities, advising, Greek Life, leadership programs or related fields, is required. Experience with budgets, supervision, and knowledge of student development theory and its application to student activities is preferred.
Skills: Exceptional organizational, management, leadership, computer, communication, and interpersonal skills are required.
Other: The scope of the position frequently requires attendance at evening and/or weekend activities, meetings, seminars, and workshops.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Develops and oversees a comprehensive student leadership development program, by coordinating leadership initiatives on campus, facilitating Emerging and Centennial Leadership Programs, providing regular workshops for student organization officers and advisors, recruiting leadership speakers, and establishing a strategic planning process for leadership programs.
2. Cooperatively assists with leading the Student Engagement Office, and in particular, ensures effective advisement of fraternities and sororities, as well as implementation of the Greek relationship statement.
3. Provides positive guidance and mentoring for students by serving as a general “walk-in” advisor to all campus student organizations and, specifically, structuring and advising a leadership student organization.
4. Develops a cooperative relationship with various departments on campus and agencies throughout the community, especially by assisting Plaster Student Union staff and volunteers in planning programs and leadership training endeavors.
5. Promotes a positive image of the University by coordinating and assisting the Director of Student Engagement in the planning, development, implementation, coordination, and evaluation of major University-wide special events and assisting with other staff-initiated programs.
6. Manages financial resources, within budget limits, in accordance with University guidelines under the guidance and supervision of the Director of Student Engagement by planning, developing, and overseeing designated budgets.
7. Ensures the goals and objectives of the leadership programs are included in the annual goals and objectives for the Office of Student Engagement.
8. Effectively markets leadership programs and initiates effective means to seek corporate support of leadership programs with the assistance of the Foundation.
9. 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 Student Engagement.
10. Supports the overall operation of the Plaster Student Union and contributes to the department’s success by performing all other duties as assigned.
The Associate Director of Student Engagement is supervised by the Director of Student Engagement and supervises an Assistant Director, graduate assistants, and student employees.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2009
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 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 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 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.