TITLE Assistant Director of Publications
CLASSIFICATION NUMBER 1736
IMMEDIATE SUPERVISOR Director of Publications
MAJOR ADMINISTRATOR Vice President for Marketing and Communications
The Assistant Director of Publications serves as chief graphic designer for the Office of Publications, works with a variety of University clients to produce a wide range of printed materials (magazines, brochures, recruitment and advertising materials, posters, banners, etc.), and assists with web graphic design services for the University. The Assistant Director of Publications takes projects from concept to delivery, develops design briefs, concepts, and designs, directs photo shoots, presents layouts to clients, arranges for the printing of publications with both on-campus and off-campus printers, oversees the training and daily production of electronic project files being prepared for print vendors, and troubleshoots file issues with print vendors. The Assistant Director of Publications supervises student employees directly, assists with the supervision of full-time and part-time employees in the development and production of designs, maintains student employee staffing and personnel files, and coordinates the printing and billing of projects completed by students. The Assistant Director of Publications maintains and enforces the University logo guidelines and distributes appropriate logo files to licensed vendors as needed.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree or a Bachelor of Fine Arts degree is required, preferably with an emphasis in Graphic Design, Art, or Journalism.
Experience: At least three years of experience as a graphic designer is required. An understanding of design and typography, and the process of creating a publication through all its phases from concept through printing is required. Extensive experience in Macintosh desktop publishing (including such software as InDesign, QuarkXpress, Adobe Photoshop, and Adobe Illustrator) is required. Supervisory experience is required. Experience in a university setting is preferred.
Skills: Must demonstrate talent as a designer, including an understanding of the need to balance function and visual appearance to achieve successful communication. Excellent communication and interpersonal skills are required. Organizational, planning, and supervisory skills are required. Strong analytical and creative problem solving skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Effort: The scope of the position occasionally requires working additional hours to complete jobs and to attend press checks, and an extensive amount of time working at a computer workstation. This position may occasionally lift and carry printed materials weighing up to thirty-five pounds.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Produces effective publications, including high profile projects, from concept to delivery by participating in project interviews with clients, developing concepts and designs, directing photo shoots, presenting layouts to clients, producing mock-ups and electronic files, developing printing specifications, coordinating with Procurement Services on bidding of printing projects, and arranging for the printing of publications with both on-campus and off-campus printers.
2. Meets clients’ communication objectives through a thorough knowledge of typography and design to create concepts and comprehensive layouts and by advising the clients of appropriate options to achieve their communication objectives.
3. Ensures effective and timely production by working closely with campus clients, writers, editors, photographers, other designers, and printers to coordinate production schedules and complete printed material on time.
4. Operates within budgets and deadlines established for various publications by managing assigned projects through coordinating a production schedule.
5. Ensures that printed publications meet the quality expectations of the client by monitoring the printing process, including approval of printer’s bluelines and/or color proofs, and attending press checks as needed.
6. Creates electronic files by utilizing available desktop publishing equipment and software programs and becoming proficient with new software programs.
7. Supports the technology aspect of the Office of Publications by maintaining a current knowledge of desktop publishing for graphic design and assisting in assessing the office's computer/networking needs.
8. Supports the department by supervising student employees in the development and production of printed materials and processing, printing, and billing for student employee projects.
9. Maintains and enforces the University logo guidelines and distributes appropriate logo files to licensed vendors as needed.
10. Provides continuity of management for the Office of Publications by assuming the duties and responsibilities of the Director of Publications during absences or when directed.
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 required by the Director of Publications.
13. Contributes to the overall success of the Division of Marketing and Communications by performing other essential duties and responsibilities as assigned.
The Assistant Director of Publications is supervised by the Director of Publications and supervises student employees and assists the Director in supervising full-time employees.
OFFICE OF HUMAN RESOURCES
REVISED DECEMBER 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 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
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.