1640 Director, Institutional Research

POSITION IDENTIFICATION

TITLE Director, Institutional Research

CLASSIFICATION NUMBER 1640

GRADE 47

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Provost

MAJOR ADMINISTRATOR Provost

GENERAL FUNCTION

The Director of Institutional Research supervises all institutional research activities which provide information to support institutional planning, policy formulation, and decision making, directs and manages data collection, data analysis, and research activities relative to institutional research, and directs the compilation of data and manages the submission of required state and federal reports regarding University activities.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Master's degree is required, a Doctorate is preferred.

Experience: Experience in institutional research is preferred.

Skills:  A functional knowledge of personal computers and mainframe applications for data acquisition and analysis is required.  Personal computer knowledge must include the ability to prepare documents, reports, spreadsheets, and databases using a variety of PC programs.  Knowledge must include the ability to use SAS or SPSS as a research tool.  The ability to write concise analytical reports which are directed to specific readership is required.  The ability to interact with many levels of personnel in a congenial, courteous manner is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. An understanding of Banner or similar higher education information systems and Argos or similar enterprise reporting solutions is preferred.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Provides information of a general nature about the University and its environment through the publication of a variety of documents such as the Fact Book and the Department Profiles.

2. Ensures that all state and federal reports are submitted in a timely fashion by establishing and maintaining a reports management system.

3. Provides data to appropriate administrative units regarding faculty activities by conducting extensive surveys of faculty, compiling data, and reporting the results.

4. Provides senior administration with appropriate information about faculty productivity and salary comparisons by participating in national studies such as those organized by the University of Delaware and the College and University Professional Association for Human Resources (CUPA-HR).

5. Responds to ad hoc issues concerning the University by researching the issues and providing appropriate responses.

6. Ensures that internal and external requests for support in completing surveys/questionnaires are completed in a timely manner by managing a suspense system of critical dates relative to the surveys/questionnaires.

7. Hires qualified research staff through recruiting, screening and interviewing applicants.

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

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 Provost.

10. Contributes to the overall success of the Provost’s Office by performing all other duties and responsibilities as assigned.

SUPERVISION

The Director of Institutional Research is supervised by the Provost and supervises professional and support staff.

OFFICE OF HUMAN RESOURCES

REVISED SEPTEMBER 2013

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 5 - 3300 Points: Knowledge of the principles and methods of an administrative, managerial, or professional field such as accounting or auditing, financial management, information technology, business administration, human resources, engineering, law, social sciences, communications, education, or medicine. Knowledge permits employee to supervise projects and/or departments using standard methods to improve administrative and/or line operations. Knowledge also permits employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge at this level requires a Bachelor's or Master's degree with substantial related work experience, including up to two years of administrative or supervisory experience. Alternatively, this level may require a professional or clinical degree beyond the Bachelor's degree with moderate related work experience; knowledge requirements include significant levels of 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 4 - 850 Points: The employee operates under administrative supervision and makes decisions based on broadly-stated University objectives and available resources. Administrative guidelines are expressed in terms of project or program outcomes and deadlines with few comprehensive guidelines. Decisions are based on inadequate guidelines that require considerable interpretation and force the employee to plan all phases of the assignment. Assignments may be unrelated in function and the work requires many different processes and methods and a great deal of analysis to identify the nature and extent of problems. The work may require the employee to develop new methods and to deal with many variables, including some that are unclear or conflicting. Characteristic jobs at this level may involve directing large and/or complex programs, projects, or departments in which the work cuts across functional lines or requires dealing with unprecedented issues.

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.