1643 Research Analyst IR
TITLE Research Analyst
CLASSIFICATION NUMBER 1643
IMMEDIATE SUPERVISOR Director of Institutional Research
MAJOR ADMINISTRATOR Provost
The Research Analyst provides technical, analytic, and coordinative support for research activities and reporting, including data collection, analysis, and presentation on behalf of the Office of Institutional Research.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required, preferably in social sciences, information technology, math, statistics, or an education-related field requiring coursework in statistics and research methods. A Master’s degree is preferred.
Experience: With a Bachelor’s degree, four years of full-time experience in an applied research/data management environment is required; with a Master’s degree, two years of full-time experience in an applied research/data management environment is required. Significant experience with ERP systems and familiarity with Banner, including Banner ODS and EDW is preferred. Experience with business intelligence reporting tools such as Argos or Cognos is preferred. Experience with SPSS Clementine or equivalent is preferred.
Skills: Proficiency using relational databases (e.g., Oracle), SPSS (or equivalent), and Microsoft Office Suite Applications (Excel, Word, PowerPoint) is required. Attention to detail, strong organizational skills, excellent communication skills, including the ability to communicate technical information in oral, written, and graphic form to individuals with varying backgrounds are required. The ability to reason analytically, proficiency in producing technical reports, the demonstrated successful management of multiple short- and long-term projects, and the ability to work independently or as part of a team are required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Supports the completion of research-oriented tasks assigned to the Office of Institutional Research by planning, preparing, and producing a variety of regular and ad hoc reports and publications to meet external regulations and internal needs.
2. Supports the dissemination of information by compiling, analyzing, and publishing an extensive range of institutional data on the web and/or in print.
3. Develops procedures to enhance the University’s ability to access and analyze information.
4. Maintains research-related databases as required.
5. Determines information needs and desired analyses by interviewing those requesting data collection and reporting.
6. Participates in professional organizations, conferences, and workshops to keep informed of current ideas, research, and practices related to the field.
7. 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 Institutional Research.
8. Performs related duties as assigned to support the overall effectiveness of the Office of Institutional Research.
The Research Analyst is supervised by the Director of Institutional Research and will provide some supervision of a Graduate Assistant.
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 2 - 100 Points: Interactions are generally routine and structured involving employees inside the University, students, or the general public. The purpose may include obtaining or clarifying facts, coordinating work, solving recurring problems, or providing factual information to others. Contacts may be with coworkers or structured exchanges with students, faculty, or the general public, and are generally for the purpose of exchanging information.
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 2 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.