1730 Assistant Director, Photographic Services - Photography

POSITION IDENTIFICATION

TITLE Assistant Director, Photographic Services - Photography

CLASSIFICATION NUMBER 1730

GRADE 43

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director of Photographic Services

MAJOR ADMINISTRATOR Vice President for Marketing and Communications

GENERAL FUNCTION

The Assistant Director, Photographic Services plans, prioritizes, and coordinates resources to visually illustrate campus life. The Assistant Director, Photographic Services assists in the production of multi-image and multi-media presentations for promotional use by the University and manages the University’s digital asset management system for still photographs.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: At least one year of college credit in a related field is required. A Bachelor's degree with emphasis in photography, art or related field is preferred.

Experience: At least two years of professional photography experience in assignment shooting and studio experience is required and must include experience in conventional film and print processing, electronic imaging, and post production. Experience in multi-image and multi-media work is preferred. Management and supervisory experience is preferred.

Skills: The skill level demonstrated must be that of an experienced photographer with demonstrated abilities in composition, creativity, proper digital darkroom techniques, color, and black and white photography. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Management skills such as staff supervision, scheduling, inventory control, and property control are preferred.

Effort: This position operates and transports cameras, video, and sound equipment weighing up to fifty pounds to locations on and off-campus.

Other: The scope of job frequently requires attendance at evening and/or weekend activities, plus occasional travel to workshops, tournaments and seminars.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Uses originality, talent, and imagination to produce the desired photographic results of clients by consulting with individuals making photographic requests, determining needs and desired results, posing subjects and arranging objects in the most favorable setting to attain goals as determined by the projects' needs, taking into account lighting, background and other influencing conditions, and adjusting cameras, attachments, and lights as appropriate.

2. Prioritizes requests for photographic services and assigns projects to student employee staff.

3. Creates photographs of a variety of events, including sporting events, faculty and staff, campus and landscapes scenes, campus activities, art objects, buildings, individuals, groups, and other items deemed necessary to the University by properly using general and special purpose camera equipment (35mm and larger formats with various lenses).

4. Advises University clients on the production, use, and installation of display photography and oversees the production of large-scale display graphic images.

5. Develops an effective staff by recruiting, hiring, and training student employees in the use of photographic equipment, lighting, and digital archiving, scheduling their work hours and making assignments, supervising their work activities, and evaluating and critiquing the results of assignments.

4. Processes cash received, generates invoices for chargebacks, and oversees the operation of online purchases through the digital asset management system.

5. Leads web-based digital archiving efforts to increase access to the University’s photographic assets.

6. Oversees the maintenance and inventory of photographic equipment.

7. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

8. 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 of Photographic Services.

9. Contributes to the overall success of the Division of Marketing and Communications by performing other essential duties and responsibilities as assigned by the Director of Photographic Services.

SUPERVISION

The Assistant Director, Photographic Services is supervised by the Director of Photographic Services, functions with independence within the framework of stated objectives, and supervises student employees.

OFFICE OF HUMAN RESOURCES

OCTOBER 2016

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.