TITLE Director, Career Center
CLASSIFICATION NUMBER 1886
IMMEDIATE SUPERVISOR Associate Vice President for Enrollment Management and Services
MAJOR ADMINISTRATOR Vice President for Student Affairs
The Director, Career Center provides leadership and direction for the Career Center, which provides services and programs that aid individuals in their career development and job search. The Director, Career Center monitors all aspects of the daily operations, assesses the effectiveness of programs, policies, and procedures, supervises professional, support and student personnel, administers the departmental budget, and collects, analyzes, and disseminates data on graduate outcomes.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master's degree is required.
Experience: Five or more years of experience working in higher education is required. Experience in career services, cooperative education, or corporate recruiting is preferred. Supervisory experience in career services in higher education is preferred.
Skills: Demonstrated ability to supervise, motivate, and direct staff (full-time, student, and graduate assistants) is required. The ability to clearly communicate ideas, facts, and abstract concepts to people who represent all constituencies of the University is required. The ability to research and remain current on issues and trends in career services is required. The ability to organize, plan, coordinate, and direct activities designed to promote the career success of students is required. The ability to collect, analyze, and interpret data (e.g., student outcomes data) is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Ensures the success of the Career Center by coordinating, in collaboration with staff, the development of goals and objectives and monitoring progress toward achieving those goals and objectives.
2. Facilitates effective and efficient operation by developing appropriate policies and procedures, while promoting a strong service-oriented image to students, employers, administration, faculty, and staff.
3. Builds a staff of professional, clerical, graduate assistant, and student employees by selecting, training, assigning, supervising, and evaluating qualified individuals.
4. Manages funds by developing, planning and controlling annual departmental budgets.
5. Facilitates successful outcomes for graduates by developing and coordinating effective employer relationships, developing and maintaining a career services management system, and planning and administering programs such as on campus interviews, career fairs, resume workshops, and similar events.
6. Coordinates the collection, analysis, and dissemination of first-destination data on graduates to meet state reporting requirements and to support University objectives.
7. Oversees implementation and effective utilization of career services software to support office operations, student services, and the collection and analysis of student outcomes data through collaboration with Enrollment Services and Computer Services staff.
8. Plans and delivers classroom presentations, job search/career related workshops, and related programs designed to prepare students for the career development process and to connect them to other Career Center services.
9. Ensures coordination and cooperation with colleges, departments, and academic advisors in the delivery of career development services.
10. Informs students, alumni, and employers of the Career Center and career/labor trends by developing appropriate communication and public relations activities.
11. Assists students and alumni in their personal career development by providing career counseling, career information, and job search strategies.
12. Promotes the University and the Career Center through participation in professional organizations.
13. Facilitates a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
17. 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 Associate Vice President for Enrollment Management and Services.
18. Contributes to the overall success of the Career Center by performing all other duties and responsibilities as assigned by the Associate Vice President for Enrollment Management and Services.
The Director supervises all employees within Career Center and is supervised by the Associate Vice President for Enrollment Management and Services.
OFFICE OF HUMAN RESOURCES
REVISED FEBRUARY 2018
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 5 - 3300 Points: Knowledge of the principles and methods of an administrative, managerial, or professional field such as accounting or auditing, financial management, information technology, business administration, human resources, engineering, law, social sciences, communications, education, or medicine. Knowledge permits employee to supervise projects and/or departments using standard methods to improve administrative and/or line operations. Knowledge also permits 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 at this level requires a Bachelor's or Master's degree with substantial related work experience, including up to two years of administrative or supervisory experience. Alternatively, this level may require a professional or clinical degree beyond the Bachelor's degree with moderate related work experience; knowledge requirements include significant levels of related work experience.
Factor 2: Supervisory Responsibility
Level 5 - 730 Points: Supervision of (a) several work teams or work team leaders, (b) a rather large group of operative, administrative support, or paraprofessional employees, (c) a work group involving direction of skilled technical employees, (d) professionals in technical and skilled areas, and/or (e) subordinate supervisory personnel. The incumbent performs a full range of supervisory responsibilities including the authority to hire, train, transfer, promote, reward, or discipline others. Supervision will likely be general rather than close supervision of others. At this level, supervisory responsibilities consume significant amounts of work time and include substantial responsibility for work planning activities, staffing, and performance management as well as budgeting and planning functions.
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 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 5 - 2350 Points: Work involves primary accountability for a larger 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, influences internal or external operations, or impacts students, faculty, and/or staff. Work activities have a direct and significant impact on the department. Work activities also have a significant effect on the efficiency and reputation of the cost center and represent a relatively major function within the cost center. At this level would be jobs in which the incumbent may have responsibility for developing budgets, distributing budgeted funds, and exercising primary control over a moderately-sized budget.