TITLE Assistant Vice President, International Programs - Director, International Recruiting
CLASSIFICATION NUMBER 1022
IMMEDIATE SUPERVISOR Associate Vice President, International Programs
MAJOR ADMINISTRATOR Vice President for Research and Economic Development and International Programs
The Assistant Vice President, International Programs-Director International Recruiting is responsible for University partnerships in Southern Asia and Eastern Europe and assists the Associate Vice President, International Programs with the China program. The Assistant Vice President, International Programs-Director International Recruiting coordinates with the Assistant Vice President, International Programs and Director, International Leadership and Training Center for the development of customized programs in relevant focus areas and assists the Associate Vice President, International Programs with administrative operations of the International Programs office.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree is required; an earned doctorate is preferred.
Experience: A demonstrated record of increasingly responsible leadership experience in upper management positions is required. Two years of administrative or managerial experience in international educational programs is required.
Skills: Exceptional leadership skills, outstanding interpersonal skills, and superior verbal and written communication skills are required. Familiarity with Department of Homeland Security (DHS) policies and procedures is required. Knowledge of recruitment and admission procedures and policies regarding international students is required. Management skills in the selection and supervision of employees and budgeting are required. Computer literacy is required, including a working knowledge of Microsoft Office and the internet. Strong writing and editing skills are required; a basic knowledge of marketing is required. The ability to solve problems is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: The scope of the job occasionally requires evening and weekend work. Overseas travel is required. U.S. citizenship or legal permanent resident status is required in order to access the SEVIS database.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Supervises the activities of University partnerships in Southern Asia and Eastern Europe, develops and implements approved agreements, strategically develops future partnerships, and coordinates new agreements.
2. Works with the Associate Vice President, International Programs, the University’s General Counsel, and other entities to ensure that ethical practices are maintained in all areas of responsibility.
3. Promotes a positive image of the University through participation in community and professional organizations, represents the University at professional meetings and while serving on community committees, and establishes and maintains credible relations with the campus and local communities.
4. Serves on designated University committees and task forces as requested.
5. Assists the Associate Vice President, International Programs as needed in the oversight of International Programs’ operations.
6. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures and backgrounds.
7. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development conferences, and attending training and/or courses as directed by the Associate Vice President, International Programs.
8. Contributes to the overall success of the University and its activities by performing other duties as assigned.
The Assistant Vice President, International Programs-Director International Recruiting is supervised by the Associate Vice President, International Programs.
OFFICE OF HUMAN RESOURCES
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 6 - 4500 Points: Knowledge of a wide range of concepts, principles, and methods of an administrative, academic, managerial, or professional field. Knowledge permits the employee to develop new or substantially modified approaches that diverge from standard methods to improve administrative and/or line operations. Knowledge also permits the employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge requirements may include evidence of the ability to manage programs and/or lead and direct other professionals. Knowledge requirements for jobs at this level typically include a level of education beyond the Bachelor's degree with comprehensive related work experience, frequently including substantial administrative or supervisory experience, and knowledge of higher education processes, policies, and procedures. Alternatively, this level may require a professional or clinical specialty beyond the Bachelor's with moderate related work experience. The knowledge requirement at this level may also include a terminal academic degree with an appropriate level of leadership and/or administrative experience.
Factor 2: Supervisory Responsibility
Level 4 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 5 - 850 Points: Interactions are highly unstructured and incumbents are often required to resolve difficult and unstructured problems. Interactions are commonly with administrators, cost-center heads, high level committees, or external constituents in order to defend, negotiate, or resolve controversial and/or long-range issues and problems. Interactions occur in situations subject to divergent views, skepticism, resistance, uncooperative attitudes, and conflicting objectives. Interactions often require high levels of interpersonal skill and require the ability to influence, interrogate, or control others through debate, persuasion, or authoritative recognition and require strong analytical and decision-making skills.
Factor 4: Job Controls and Guidelines
Level 4 - 850 Points: The employee operates under administrative supervision and makes decisions based on broadly-stated University objectives and available resources. Administrative guidelines are expressed in terms of project or program outcomes and deadlines with few comprehensive guidelines. Decisions are based on inadequate guidelines that require considerable interpretation and force the employee to plan all phases of the assignment. Assignments may be unrelated in function and the work requires many different processes and methods and a great deal of analysis to identify the nature and extent of problems. The work may require the employee to develop new methods and to deal with many variables, including some that are unclear or conflicting. Characteristic jobs at this level may involve directing large and/or complex programs, projects, or departments in which the work cuts across functional lines or requires dealing with unprecedented issues.
Factor 5: Managerial Responsibility
Level 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.