TITLE Coordinator, Testing Center
CLASSIFICATION NUMBER 1131
IMMEDIATE SUPERVISOR Dean, Library Services
MAJOR ADMINISTRATOR Provost
The Coordinator, Testing Center coordinates the implementation and administration of exams given through the Testing Center, as well as the issuance of waivers for CIS/CSC 101. The Coordinator, Testing Center informs students, proctors, Testing Center personnel, and other stakeholders regarding software, hardware, and testing procedures, coordinates the test scheduling process and test materials, provides and assists with training and dissemination of information to Testing Center personnel, acts as a liaison with Computer Services, and coordinates efforts to improve and refine usage of the Testing Center.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree is required; a master’s degree in business administration is preferred.
Experience: Experience working with computer networks and integrated applications is required. Administrative and teaching experience is preferred.
Skills: An extensive knowledge of personal computing, Microsoft Office software, e-mail and internet use is required. Effective written and verbal communication skills are required. Effective interpersonal, customer service, and organizational skills are required. The ability to maintain confidentiality with regard to information processed, stored, or accessed by systems is required. Demonstrated supervisory skills are required. The ability to work effectively with constituencies possessing a wide variety of technical knowledge is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assures appropriate issuance of waivers by coordinating the CIS/CSC 101 waiver exam, assuming Online Test Administrator duties, implementing and monitoring skills testing for the CIS/CSC 101 Waiver Exam, assuring student eligibility for the exam, revising the waiver exam as needed to maintain alignment with skills/concepts taught in the course, maintaining a database of students who have attempted the exam to ensure integrity of the exam process, and providing waiver results to CIS/CSC department heads, and advising centers on campus and the Degree Check Office.
2. Assures that information about software (testing, online lab exercises, etc.) and other course procedures (network-based course management, electronic homework submission, etc.) are communicated and understood by providing workshops for new instructors, and, in coordination with computer support personnel, proctors, and other lab support staff, provides ongoing training for general and exam-specific software programs for Testing Center staff and users of the Testing Center.
3. Helps to assure a high level of Computer Services support for the Testing Center, serves as a liaison with Computer Services staff, and provides ongoing Testing Center demand analysis, facilities and equipment assessments, and equipment and software upgrade recommendations to Computer Services in order to ensure that Testing Center configurations remain up-to-date and in compliance with exam requirements.
4. Coordinates with the Director, Disability Resource Center to accommodate scheduling of students requiring accommodations in the Testing Center.
5. Coordinates various aspects of the Testing Center, including developing and maintaining websites for the Center, test registration and availability, scheduling of exams, maintaining a budget to support the Testing Center, and coordinating with other service areas of the Library to ensure staffing and availability of the Testing Center when needed for general use.
6. Acts as a system administrator for the campus-wide integrated network quizzing and surveying software program by creating new accounts, providing ongoing training through workshops for all campus users, coordinating upgrades with User Support personnel, assisting users with creation of new surveys and tests, and coordinating with Distributed User Support staff for the maintenance, use, and upgrades of multiple servers used for online test administration and storage of student/faculty data files.
7. Ensures the hiring and employment of quality personnel by directly or indirectly supervising the selection, training, and evaluation of staff of the Testing Center.
8. Coordinates, implements, and oversees the administration of the graduation requirement and the University Exit Exam, including the ETS Proficiency Profile, in conjunction with the Office of Assessment.
9. Coordinates, implements, and oversees administration of Major Field Tests (MFT) and Area Concentration Achievement Tests (ACAT) in conjunction with the Office of Assessment.
10. Coordinates, implements, and oversees the administration of other exams given through the Testing Center.
11. Contributes to an 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 Dean, Library Services.
13. Contributes to the overall success of the Library by performing all other duties as requested.
The Coordinator, Testing Center is supervised by the Dean of Library Services and supervises full-time, part-time, and student employees of the Testing Center.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in 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 to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount 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 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 4 - 1500 Points: Work involves the primary accountability for a smaller 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. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.