2589 English Language Institute Assistant Director
TITLE English Language Institute Assistant Director
CLASSIFICATION NUMBER 2589
IMMEDIATE SUPERVISOR Director of the International Center
MAJOR ADMINISTRATOR Associate Provost for Student Development and Public Affairs
The ELI Assistant Director teaches ESL courses and assists the Director of the International Center in managing student records and the electronic master class schedule, serves as technical resource for the ELI instructional staff, oversees per course instructors, tutors, graduate assistants, and practicum students, assigns and supervises component leaders, serves as the instructional staff liaison to the Director, advises ELI students, and serves as Commission on English Language Program Accreditation (CEA) accreditation Coordinator. In the absence of the Director, the ELI Assistant Director acts as Director under the direction of the Associate Provost for Student Development and Public Affairs.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree in Teaching English as a Second Language (TESL) or a Master’s degree in a related field with 18 hours of TESL coursework is required.
Experience: Three years of experience teaching ESL or EFL courses in an accredited college or university, including at least one year of teaching in an Intensive English Program at an accredited college or university, is required. Successful administrative experience in an Intensive English Program is required. Overseas teaching experience at the university level is preferred. Demonstrated professional involvement in the field by having presented at a conference and/or publishing in TESOL-related journals is preferred. Fluency in a second language is preferred.
Skills: Must have demonstrated skills using Microsoft Office applications and conducting research using the Internet. Effective oral and written communication skills and effective interpersonal skills are required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Provides instruction to ESL students by teaching ELI courses, administering and evaluating placement tests and final tests for ELI, and maintaining student records.
2. Manages student records for the ELI, prepares and maintains the electronic master class schedule, schedules midterm and final exams, and records student grades for electronic distribution and archived files.
3. Serves as a technical resource for ELI instructional staff by training staff in the use of various computer-assisted instructional and support programs.
4. Oversees instructional staff, tutors, and practicum students as needed, assigns and supervises component leaders, and serves as liaison between the Director and instructional staff.
5. Advises ELI students and addresses student complaints.
6. Serves as CEA accreditation coordinator.
7. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending training and/or courses required by the Director of the International Center.
8. Helps to ensure the success of the ELI by performing all other duties as assigned.
The ELI Assistant Director is supervised by the Director of the International Center and may supervise full- and part-time ELI instructors, graduate students, and practicum students.
OFFICE OF HUMAN RESOURCES
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 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 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 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
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.