1884 Associate Director, Career Center - Operations and Assessment

POSITION IDENTIFICATION

TITLE Associate Director, Career Center - Operations and Assessment

CLASSIFICATION NUMBER 1884

GRADE 43

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director, Career Center

MAJOR ADMINISTRATOR Associate Vice President for Enrollment Management and Services

GENERAL FUNCTION

The Associate Director, Career Center – Operations and Assessment assists in the formulation and implementation of policies and procedures regarding the operations of the department, oversees the development and establishment of assessment to analyze the impact of career services, and manages the collection and reporting of University-wide first-destination data.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Master’s degree is required.

Experience: Two years of experience with research and/or assessment is required. Experience overseeing data collection and management is required; experience with collecting and reporting first-destination data is preferred. Public speaking experience is required. Supervisory experience is required. Full time work experience in career services, career counseling, cooperative education, or closely related college/university student services is preferred.

Skills: Familiarity with survey use and assessment tools is required. Familiarity with legal practices, policies, and trends in recruitment and employment processes is required. The ability to organize, plan, coordinate, and direct activities related to career services operations and assessment is required. Strong verbal and written communication skills are required in order to communicate facts, ideas, and abstract concepts to people who represent all constituencies of the University. The ability to work with little direct supervision and to meet deadlines is required. The ability to research, collect, organize, and maintain accurate records and data and to use information derived from databases is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Effort: Significant keyboarding work is required. Occasional reaching, bending, and stretching to retrieve files is required.

ESSENTIAL DUTIES AND RESPONSIBILITILITIES

1. Ensures the effective operation of the Career Center by assisting the Director in formulating and implementing administrative procedures and policies, goals, and objectives.

2. Oversees the efficient operations of the Center by supervising central office support staff and graduate assistants and student staff as needed.

3. Manages the collection and reporting of University-wide first-destination data in collaboration with academic units, departments, and campus offices.

4. Leads strategy and develops and enhances processes for all metrics and assessment related for the Career Center, including, but not limited to, student learning outcomes, employer feedback, appointment feedback, programming, and check-in data.

5. Assists Career Center staff, as well as academic colleges and other campus partners, to use data more effectively to share success stories of MSU students and alumni.

6. Promotes the Career Center as a resource by conducting research, compiling data, and preparing reports on topics related to career services.

7. Facilitates the career development process with graduates by assisting in the coordination of major career events and programs.

8. Promotes the University and the Career Center through participation in professional organizations.

9. Teaches one or more sections of IDS 120 (Career Development) or IDS 310 (Job Search) when necessary and participates in developing and reviewing IDS 120 and IDS 320 curriculum.

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 development courses required by the Director, Career Center.

12. Contributes to the overall success of the Career Center by acting as the Director in the Director’s absence and by performing all other duties as assigned.

SUPERVISION

The Associate Director, Career Center is supervised by the Director, Career Center.

OFFICE OF HUMAN RESOURCES

NOVEMBER 2015

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 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 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.