2349 Assistant Director, Center for Archeological Research

POSITION IDENTIFICATION

TITLE Assistant Director, Center for Archeological Research

CLASSIFICATION NUMBER 2349

GRADE 43

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director, Center for Archaeological Research

GENERAL FUNCTION

The Assistant Director, Center for Archaeological Research assists the Director, Center for Archaeological Research in the supervision of Research Archaeologists and office staff, obtains contracts and grants for the Center, and provides information to University personnel, students, and the public about policies, procedures, and standards of the Center.  The Assistant Director, Center for Archaeological Research is responsible for a publication series, designs and implements scientific field research, conducts laboratory studies and performs multi-disciplinary analysis, and disseminates the results of archaeological research to professional and general audiences.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A M.A. or M.S. in Archaeology, Anthropology, or a related field is required. 

Experience: Three years of experience in Research Archaeology is required.  Two years of administrative experience related to archaeological projects or programs is required.  

Skills:    Strong oral and written communication skills are required.  Excellent interpersonal skills are required.  Supervisory experience is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Effort:    Position entails some strenuous physical labor and requires the ability to carry equipment and archaeological samples weighing up to 20-30 pounds, using a shovel and other associated tools to excavate archaeological sites, climbing steep grades on foot in rugged terrain.

Other:    Scope of the position requires occasional evening and weekend work.    

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Assists in providing overall management for the Center for Archaeological Research by supervising other Research Archaeologists and office personnel, obtaining contracts and grants for the Center, consulting with Research Archaeologists in the formulation of research designs for contracts, and providing authoritative information to University personnel, students, and the public regarding the Center’s policies, procedures, and standards.

2. Helps to ensure that the Center for Archaeological Research produces research,
studies, and analyses that adhere to the standards of the Center by designing and conducting scientific field research, which includes administration, logistics, personnel deployment, and fiscal management of the project, conducting laboratory studies and multi-disciplinary analyses, and devising, modifying, and/or supervising the maintenance and coordination of complex and comprehensive field and laboratory research systems and facilities.

3. Disseminates the results of archaeological research by producing a publication series, speaking to professional and general audiences, writing public notices, and preparing exhibits.

4. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

5. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required by the Director of the Center for Archaeological Research.

6. Contributes to the overall success of the Center for Archaeological Research by performing other duties as assigned.

SUPERVISION

The Assistant Director, Center for Archaeological Research is supervised by the Director, Center for Archaeological Research and supervises Research Archaeologists, Project Supervisors, Lab Supervisors, and office personnel.

OFFICE OF HUMAN RESOURCES
REVISED MAY 2021

JOB FAMILY 4

Factor 1: Professional Knowledge, Skill, and Technical Mastery

Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining 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, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate 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. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work 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 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.