1931 Assistant Director, Student Engagement - Transfer Student Programs

POSITION IDENTIFICATION

TITLE Assistant Director, Student Engagement - Transfer Student Programs

CLASSIFICATION NUMBER 1931

GRADE 42

CLASSIFICATION Nonexempt

IMMEDIATE SUPERVISOR Associate Director of the Plaster Student Union/Director of Student Engagement

MAJOR ADMINISTRATOR Director of Plaster Student Union

GENERAL FUNCTION

The Assistant Director, Student Engagement – Transfer Student Programs provides the ongoing support and leadership required to develop, implement, supervise, and evaluate a comprehensive transfer student life program by supporting students’ educational, intellectual, social, cultural, and recreational activities. The Assistant Director, Student Engagement – Transfer Student Programs creates, develops, and organizes programs for adult and transfer students, advises adult and transfer student organizations, and regularly assesses program success.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor's degree is required. A Master's degree in Educational Administration, College Student Personnel, or other related field is preferred.

Experience: One year of professional work in higher education is required. Demonstrated experience with co-curricular learning experiences, student leadership programming, organizational development, initiating, planning, executing, and assessing student programs and services, and measuring student-learning outcomes is preferred. Experience incorporating multi-cultural and multi-perspective experiences for students that are needed to succeed in a global, broadly diverse society is preferred.

Skills: Excellent organizational, written and verbal communication, presentation, and interpersonal skills are required. Computer literacy 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 position frequently requires attendance at evening and/or weekend activities, meetings, seminars, and workshops.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Creates, develops, and implements a series of programs and services that enhance all aspects of student life for transfer populations, specifically developing students in the areas of academics, identity, leadership, involvement, career, and wellness.

2. Coordinates new and returning transfer student activities on campus with quarterly Lunch ‘n Learn programming and other events.

3. Assists transfer students in making the transition to college and to understand the expectations of the University.

4. Develops and leads mentorship initiatives for transfer students.

5. Represents transfer student populations and assists the University community in understanding those populations’ needs, challenges, and opportunities.

6. Serves as primary advisor to Tau Sigma National Honor Society for Transfer Students and/or additional population-specific student support organizations.

7. Creates a print, web, and social media communication plan for non-traditional and transfer community connections and information sharing.

8. Creates and supports frequent and ongoing assessment efforts of transfer student populations.

9. Collaborates with various University departments including the Transfer Student Living Learning Community, the Office of Admissions, and New Student and Family Programs.

10. Supports the recruitment and enrollment of transfer students by participating in University recruiting events.

11. Manages financial resources, within budget limits, in accordance with University guidelines under the guidance and supervision of the Associate Director of the Plaster Student Union/Director of Student Engagement and assistance of the Accounting Specialist by planning, developing, and monitoring assigned budgets.

12. Serves as a dedicated staff member in the Office of Student Engagement (OSE) by attending regular OSE staff meetings and Plaster Student Union (PSU)administrative staff meetings.

13. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.

14. 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 Director of the Plaster Student Union/Director of Student Engagement.

15. Supports the overall operation of the Plaster Student Union and contributes to the department's success by performing other duties as assigned.

SUPERVISION

The Assistant Director, Student Engagement – Transfer Student Programs is supervised by the Associate Director, Plaster Student Union/Director of Student Engagement.

OFFICE OF HUMAN RESOURCES

OCTOBER 2016

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 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.

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.