2405 Assistant Director, Honors College

POSITION IDENTIFICATION

TITLE Assistant Director, Honors College

CLASSIFICATION NUMBER 2405

GRADE 43

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director, Honors College

MAJOR ADMINISTRATOR Provost

GENERAL FUNCTION

The Assistant Director of the Honors College is responsible for supporting the Director in curriculum planning and recruitment of students for the Honors College and advising those honors students who have not declared a major.  The Assistant Director works with the Director and Honors Committee in formulating policy for the College. The Assistant Director assists students applying for national and international fellowships, writes grant proposals related to honors programs,  oversees the day-to-day operations of the office, and assists the Director in fundraising activities.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education:  A Bachelor’s degree is required; a Master’s or terminal degree is preferred.

Experience:  Five years of experience in teaching, admissions, and/or advisement at the university/college level is required.  At least one year of experience in an honors college or program is preferred. 

Skills:  Excellent interpersonal skills, strong oral and written communication skills, and the ability to work effectively with a diverse student and faculty population are required.  Organizational ability is required. Computer literacy is required. 

Other:  the scope of this position requires occasional out-of-town travel and Saturday and evening work.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1.  Assists the Director by maintaining an inviting atmosphere for students and faculty and administering the Honors College office in a customer-friendly, service-oriented manner.

2.  Assists in managing the Honors College by monitoring the budget, assisting in recruiting new students, recruiting faculty to teach UHC 110 and the general education courses, and recruiting faculty and honors students to become involved in undergraduate research projects or creative works. 

3.  Assists in planning a balanced honors curriculum and coordinates with academic departments to develop classes.

4.  Advises those Honors students who have not declared a major and monitors student progress toward completion of honors requirements for graduation and Honors College eligibility.

5.  Promotes and assists students in applying for national fellowships and scholarships.

6. Researches opportunities for grants related to honors programs and writes grant proposals.

7. Assists the Director with fundraising by cultivating donors.

8.  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.

9.  Contributes to the overall success of the Honors College by performing all other duties as assigned.

SUPERVISION

The Assistant Director of the Honors College is supervised by the Director of the Honors College and supervises clerical staff, teaching assistants, and student workers.

OFFICE OF HUMAN RESOURCES

MARCH 2010

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 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 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.