1816 Marketing and Data Communications Specialist


TITLE Marketing and Data Communications Specialist




IMMEDIATE SUPERVISOR Vice President for Diversity and Inclusion

MAJOR ADMINISTRATOR Vice President for Diversity and Inclusion


The Marketing and Data Communications Specialist facilitates the production of all marketing pieces for the Division for Diversity and Inclusion, maintains the content and designed of the Division’s websites, and assures that publications are handled in accord with University and Division guidelines and procedures. The Marketing and Data Communications Specialist also provides technical, analytic, and coordinative support for data collection activities and reporting within the Division.


Education: A Bachelor’s degree is required; a bachelor’s degree in marketing, social sciences, business, management, or computer information systems is preferred.

Experience: Three years of experience working in a higher education institution is required. Experience in website development and the production of marketing publications is required. Experience interacting socially with underrepresented populations is required. Experience with Banner and Banner ODS and EDW is preferred. Experience using reporting tools such as Argos to extract information from complex data systems is preferred. Supervisory experience is preferred.

Skills: The ability to manage multiple concurrent projects, reason analytically, and work with people possessing differing levels of technical knowledge is required. Demonstrated experience using Microsoft Office and Adobe Creative Suite is required. The ability to understand, interpret, and analyze data and the business process needs of integrated functions in a complex administrative business system is required. Competency in the use of query tools and applications software is required. The ability to become proficient in creating and maintaining database queries is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. An understanding of accessibility issues related to disabled users is preferred.


1. Assumes responsibility for the Division for Diversity and Inclusion websites, including the Office of the Vice President for Diversity and Inclusion, the Disability Resource Center, the Office for Institutional Equity and Compliance, Multicultural Programs, and Multicultural Services by planning, organizing, evaluating, and developing resources, making recommendations for the overall presence regarding design, security, upgrades, and technical issues.

2. Monitors websites and gathers information from the Division for Diversity and Inclusion units to align refinements based on changing technology, user expectations, and web trends.

3. Ensures coordinated implementation of web projects by communicating clearly with departments, attending meetings and representing the interests of the Division for Diversity and Inclusion websites, and responding to inquiries.

4. Recommends policies and procedures for the Division for Diversity and Inclusion on marketing and web-related issues and processes and ensures compliance with University marketing and web policies.

5. Assures the accessibility of all Division for Diversity and Inclusion websites to all interested persons regardless of disability and assures compliance with state and federal laws regarding accessibility.

6. Ensures the optimal look, feel, and usability of the sites as well as the consistency and timely availability of pages released to the site by planning and reviewing the navigational user interface design and information site architecture, working collaboratively with programming areas to understand the target audiences and their information needs.

7. Creates marketing pieces and strategies to create and maintain the name recognition of the Division for Diversity and Inclusion by coordinating the design, layout, printing, and distribution of marketing pieces, assuring that all publications are handled in accord with University and Division guidelines and procedures.

8. Provides data required to meet the needs of the Division for Diversity and Inclusion by using query management tools and researching data requests and working with department heads to develop queries and reports to meet the needs of division units for data reporting and analysis.

9. Develops procedures to promote the uniformity of, access to, and analysis of data collection.

10. Supports the completion of research-oriented tasks by planning preparing, and producing a variety of regular and ad hoc reports.

11. Supports the dissemination of data by compiling and analyzing information.

12. Maintains research-related databases as required.

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

14. 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.

15. Supports the overall success of the Division for Diversity and Inclusion by performing all other duties as assigned.


The Marketing and Data Communications Specialist is supervised by the Vice President for Diversity and Inclusion.




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 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.

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.