TITLE English Language Institute Instruction Specialist
CLASSIFICATION NUMBER 2577
IMMEDIATE SUPERVISOR Executive Director, English Language Institute
MAJOR ADMINISTRATOR Associate Vice President for International Programs
The English Language Institute (ELI) Instruction Specialist teaches English as a Second Language (ESL) courses, writes, administers, and evaluates tests, maintains student records, assists in curriculum and assessment design, and advises ELI students.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education/Experience: A Master’s degree in Teaching English as a Second Language (TESL) or in a related field with a minimum of 18 hours of TESL coursework and one year of experience teaching ESL in an Intensive English Program in the U.S. is required. In addition to the required experience, overseas teaching experience at the university level is preferred. Demonstrated professional involvement in the field by having presented at a conference and/or publishing in TESOL-related journals is preferred.
Skills: Must have demonstrated skills using Microsoft Office applications and conducting research using the internet. Effective verbal and written communication skills are required. Effective interpersonal skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Fluency in at least one other language in addition to English is preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Provides instruction to students learning English by teaching ESL courses (with the specific number of hours taught weekly to be specified in the individual’s employment agreement and/or on the Personnel Action form).
2. Supports ELI administratively by administering and evaluating placement tests, implementing prescribed academic curriculum and assessments to meet performance goals for students, maintaining student records, assisting in curriculum selection and development by serving on committees as appointed, serving as a leader for one or more levels of a skill, and assisting in student advisement.
3. Contributes to a learning environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
4. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses and conferences, and attending training and/or courses required by the Executive Director, ELI or the ELI Academic Director.
5. Helps to ensure the success of the English Language Institute by performing all other duties as assigned.
The English Language Institute Instruction Specialist is supervised by the Executive Director, ELI and may supervise graduate students and practicum students.
OFFICE OF HUMAN RESOURCES
REVISED DECEMBER 2015
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in 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 to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount of 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.