1197 Assistant Director, Multicultural Programs

POSITION IDENTIFICATION

TITLE Assistant Director, Multicultural Programs

CLASSIFICATION NUMBER 1197

GRADE 42

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Executive Director, Multicultural Programs

MAJOR ADMINISTRATOR Assistant Vice President for Student Affairs

GENERAL FUNCTION

The Assistant Director, Multicultural Programs supports the Executive Director, Multicultural Programs in creating a more diverse campus and developing retention strategies for underrepresented students. The Assistant Director, Multicultural Programs assesses student needs and develops programs and services regarding students from underrepresented populations.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education/Experience: A Bachelor’s degree with significant coursework in ethnic studies, cultural studies, student affairs, educational leadership, or a related field is required or a Bachelor’s degree and two years of professional experience in which the requisite knowledge, skills, and abilities in ethnic studies, cultural studies, student affairs, or educational leadership were gained, is required. Experience in program development and implementation is required. Experience working with or mentoring historically underrepresented students and their communities is required. Experience with student development and supervision is required. Experience with fiscal management and human resources practices is preferred.

Skills: An understanding of multicultural diversity and inclusion issues is required. Demonstrated effectiveness working with students and colleagues as an educator, advisor, leader, and role model is required. A demonstrated commitment to promote and enhance diversity is required. Strong interpersonal, organizational, verbal, and written communication skills are required. Public presentation skills and the ability to build collaborative partnerships with diverse stakeholders are required. The ability to conceptualize, plan, implement, and evaluate educational programs appropriate for a diverse community is required. The ability to maintain timely and effective communication through email and telephone in a professional manner is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Other: Some travel and evening and weekend work is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Supports the Executive Director in creating a more diverse campus and developing retention strategies for underrepresented students.

2. Plans and organizes the heritage and history month programs, including cultural entertainment and educational programs open to campus and community members.

3. Collects and compiles data on activities of the Office of Multicultural Programs to ensure consistency in practices, inclusiveness in planning, and equity in services.

4. Develops and coordinates all Office of Multicultural Programs publications and publicity.

5. Coordinates and collaborates with the Office of Student Engagement and other campus departments to provide educational programs for students.

6. Serves as an advisor for student organizations.

7. Assesses student needs and develops programs and services regarding multicultural issues.

8. Makes recommendations on policies and procedures to increase inclusion on campus.

9. Serves as an advocate on behalf of students.

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

11. 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.

12. Supports the overall success of the Office of Multicultural Programs by performing all other duties as assigned.

SUPERVISION

The Assistant Director, Multicultural Programs is supervised by the Executive Director, Multicultural Programs and supervises graduate students and student employees.

OFFICE OF HUMAN RESOURCES

REVISED JUNE 2016

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.