TITLE Assessment Program Coordinator
CLASSIFICATION NUMBER 2420
IMMEDIATE SUPERVISOR Director, Assessment
MAJOR ADMINISTRATOR Associate Provost for Student Development and Public Affairs
The Assessment Program Coordinator assists the Director, Assessment in planning, developing, and implementing assessment services that meet the needs and interests of on-campus and off-campus constituencies. The Assessment Program Coordinator works with the Director, Assessment to help colleges, academic and co-curricular departments, and faculty determine assessment needs, define student learning objectives at the program and course level, and develop tools, such as surveys or essays, to measure how students are meeting learning objectives. The Assessment Program Coordinator interprets and communicates relevant information from the results of a variety of assessments including external assessments such as the National Survey of Student Engagement (NSSE) to stakeholders. The Assessment Program Coordinator works with the Director, Assessment to inventory all the assessment information and assessment instruments used at the University, validate the relevance of the information being assessed and the effectiveness of the assessment instruments, consolidate assessment where possible, and gather all assessment plans and results into a comprehensive website for use by faculty, students, accrediting organizations, and the community. The Assessment Program Coordinator provides information to support program review and accreditation needs in colleges and academic and co-curricular departments and coordinates and facilitates Assessment events.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree is required.
Experience: At least one year of experience in assessment is required.
Skills: Proficiency in norming and interpreting assessment results is required. Effective verbal and written communication skills are required. Attention to detail, strong organizational skills, and the ability to communicate technical information to individuals of varying backgrounds are required. The ability to reason analytically and the ability to successfully manage multiple projects are required. The ability to work independently and on a team is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: Occasional out-of-town travel may be required to engage in professional development. The scope of the job may require some evening and weekend work to complete projects, participate in workshops, seminars, training, and professional development.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists the Director, Assessment with outreach to colleges, academic and co-curricular departments, and programs to provide support for assessment, program review, accreditation, etc. by assessing their needs, helping them determine student learning outcomes, and providing tools or facilitating the development of tools to help measure student achievement of learning objectives.
2. Assists the Director, Assessment to survey of all the various assessments occurring across campus and evaluates the efficacy of current assessment instruments and efforts.
3. Recommends consolidation of assessment efforts where appropriate and organizes assessment projects and results into a comprehensive website to provide useful information to students, faculty, accrediting agencies, the community, etc.
4. Interprets and communicates assessment findings to the appropriate groups who would benefit from understanding the results, including interpreting and communicating the results of external assessments, such as NSSE and accreditation.
5. Provides information to support program review and University-wide assessment.
6. Coordinates and implements events such as the Showcase on Assessment and similar events.
7. Under the direction of the Director, Assessment, works with contracts, services, organizations, and individuals as assigned.
8. Contributes to a work environment that encourages knowledge of, respect for, and the development of skills to engage with those of other cultures or backgrounds.
9. 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, Assessment.
10. Supports the overall success of the Office of Assessment by performing all other duties as assigned.
The Assessment Program Coordinator is supervised by the Director Assessment and may supervise Graduate Assistants and student employees.
OFFICE OF HUMAN RESOURCES
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 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.