1809 Program Manager, Institute for School Improvement


TITLE Program Manager, Institute for School Improvement





MAJOR ADMINISTRATOR Dean, College of Education


The Program Manager ISI administers the day-to-day operations of the Institute for School Improvement, including planning and coordinating programs, projects, and partnerships involving the ISI, College of Education, area institutions of higher education, area school districts, and community agencies.


Education: A Master’s degree in education or a related field is required.

Experience: Two years of experience managing projects, programs, or partnerships is required. Experience working with area school districts is preferred.

Skills: Effective interpersonal, verbal, and written communication skills are required. Organizational and project planning skills are required. The ability to work independently is required. The ability to use Microsoft Office applications is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.


1. Provides daily oversight and administration of the Institute for School Improvement by managing projects, programs, and partnerships with area institutions of higher education, area school districts, and community agencies.

2. Develops collaborative project proposals, prepares projects plans and budgets, develops project evaluations, performs site observations of project activities in field settings, and prepares project reports.

3. Serves as the primary liaison between the ISI and state, school, and community agencies for addressing specified educational needs through research and development activities.

4. Collaborates with University faculty, staff, and administrators in the preparation of project proposals and evaluation of projects and preparation of reports.

5. Coordinates the preparation of required and requested reports to local, federal, and state agencies and private foundations regarding funded Institute activities by maintaining a database of information on project activities, budgets, expenditures, formative project evaluations, and summative project evaluations.

6. Helps to obtain significant funding support for ISI research and development projects by assisting University/school/community collaborations resulting in the preparation and submission of project proposals to local, state, federal, and foundation sources.

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

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 as required by the supervisor.

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


The Program Manager ISI is supervised by the Director ISI.


JUNE 2012


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 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 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 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.