TITLE Assistant Vice President for Diversity and Inclusion
CLASSIFICATION NUMBER 1038
IMMEDIATE SUPERVISOR Assistant to the President/Chief Diversity Officer
MAJOR ADMINISTRATOR President
The primary duty of the Assistant Vice President for Diversity and Inclusion is to provide leadership and support for the establishment and administration of diversity and inclusion professional development initiatives for staff and administrators on campus and in the regional community.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree is required; a terminal degree is preferred.
Experience: Five years of experience in diversity and inclusion program development targeted to diverse student populations that demonstrates a record of accomplishment and increasing responsibilities is required.
Skills: Management skills in the selection and supervision of professional, clerical, and student employees and in the development of diversity and inclusion goals and objectives are required. Strong verbal and written communication skills are required. Interpersonal skills are required as well as awareness and sensitivity to the issues related to the development of diversity and inclusion programming and planning. 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. Provides supervision and oversight of diversity and inclusion professional development planning and programming.
2. Initiates, plans, and coordinates special events sponsored by the Assistant to the President/Chief Diversity Officer and Diversity and Inclusion, such as the Collaborative Diversity Conference, diversity training, employee resource groups, diversity fellows, and diversity outreach recruitment and retention efforts in collaboration with other University administrators.
3. Provides leadership and direction within Diversity and Inclusion by serving on the Assistant to the President/Chief Diversity Officer’s staff and on committees as assigned.
4. Facilitates the Inclusive Excellence Scorecard and strategic plan as developed by Diversity and Inclusion in collaboration with University and community stakeholders.
8. Facilitates a work and learning environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
9. 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 Assistant to the President/Chief Diversity Officer.
10. Supports the overall success of Diversity and Inclusion by performing all other duties assigned.
The Assistant Vice President for Diversity and Inclusion is supervised by the Assistant to the President/Chief Diversity Officer and supervises full time, part time, and student employees.
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 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 4 - 500 Points: Interactions with others are somewhat unstructured. The purpose may be to influence or motivate others, to obtain information, or to control situations and resolve problems. Interactions may be with individuals or groups of co-workers, students, or the general public, may be moderately unstructured, and may involve persons who hold differing goals and objectives. Individuals at this level often act as a liaison between groups with a focus on solving particular unstructured problems. Interactions at this level require considerable interpersonal skill and the ability to resolve conflict.
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 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.