TITLE Assistant Director of Plaster Student Union-Building Services and Student Training
CLASSIFICATION NUMBER 7606
CLASSIFICATION Professional Nonexempt
IMMEDIATE SUPERVISOR Assistant Dean of Students/Director of Plaster Student Union
MAJOR ADMINISTRATOR Dean of Students
The Assistant Director of Plaster Student Union-Building Services and Student Training is responsible for the administration, marketing, management, operation, program/leadership development, facility and delivery of services associated with the Plaster Student Union student-managed internal services (Games Center, Information Desk, Graphic Design Area). The Assistant Director of Plaster Student Union-Building Services and Student Training is also responsible for developing and implementing a comprehensive student employee training and recognition program for all Plaster Student Union student staff.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required. A Masters degree in Education Administration, College Student Personnel, or a related field is preferred.
Experience: One year of professional experience in student union operation, student development training, or a related field is required. Budget management, supervision of student employees, knowledge of marketing and promotion fundamentals, and knowledge of student development philosophy and its application to a student union setting is preferred.
Skills: The ability to attend to details with accuracy and efficiency and to handle numerous tasks simultaneously is required. The ability to compose written communications, guidelines, and procedures, as well as the ability to clearly communicate verbally is required. The ability to use Microsoft Office applications, such as Word and Excel, is required.
Other: The scope of the position requires some evening and weekend work.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Supports the operation of the Plaster Student Union Games Center, Information Desk, and Graphic Design Area by hiring, training, supervising, and evaluating all student staff working in these areas, implementing recognition initiatives for all Plaster Student Union student staff, educating new student staff members about the Union’s culture, mission, values, and policies, and designing and coordinating a comprehensive training program grounded in student development theory for all Plaster Student Union student staff, including Graduate Assistants, in collaboration with other Plaster Student Union staff members.
2. Ensures that the Plaster Student Union self-operated services provide outstanding customer service and operate effectively by hiring and providing student development-centered supervision, direction, training, and evaluation of the Games Center student manager and student employees, the Information Desk student manager and student employees, and the Graphic Design Area student manager and student employees.
3. Designs and implements evaluation efforts (campus surveys, usage surveys, secret shopper programs, customer on-site surveys) to improve existing programs and services and to assess interest in offering additional union services.
4. Coordinates the marketing, publicity, and promotion of PSU programs, and special events by supervising a Marketing/Promotions Graduate Assistant and a Web/Computer Graduate Assistant.
5. Develops and monitors internal service area operational budgets for revenues and expenditures and coordinates service area supplies and equipment purchasing.
6. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development opportunities, and attending training and/or courses required by the Assistant Dean of Students/Director of Plaster Student Union.
7. Supports the overall operation of the Plaster Student Union and contributes to the organization’s overall success by performing other duties as assigned by the Assistant Dean of Students/Director of Plaster Student Union.
The Assistant Director of Plaster Student Union-Building Services and Student Training reports to and is supervised by the Assistant Dean of Students/Director of Plaster Student Union and directly supervises the Student Games Center Manager, the Student Information Desk Manager, the Student Graphic Designers, the Marketing Graduate Assistant, and the Web and Computer Graduate Assistant.
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 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.