2425 Assessment Specialist


TITLE Assessment Specialist





MAJOR ADMINISTRATOR Associate Provost for Student Development and Public Affairs


The Assessment Specialist assists the Director, Assessment in planning and implementing assessment services that meet the needs and interests of on-campus and off-campus constituencies. The Assessment Specialist works with the Director, Assessment to help colleges, academic and co-curricular departments, and faculty determine assessment needs and measure how students are meeting learning outcomes. The Assessment Specialist assists with the administration of a variety of assessments including external assessments such as the National Survey of Student Engagement (NSSE). The Assessment Specialist works with the Director, Assessment to inventory assessment information and assessment instruments used at the University for purposes of external accreditation, such as the Higher Learning Commission (HLC). The Assessment Specialist assists with coordination of a comprehensive website for use by faculty, students, accrediting organizations, and community, assists with the design and editing of assessment annual reports, coordinates the University Exit Exam, and assists as needed with colleges on major field testing. The Assessment Specialist provides information to support program review and accreditation needs in colleges and academic and co-curricular departments.


Education: A Bachelor’s degree is required.

Experience: At least one year of experience in assessment or education is required.

Skills: Effective verbal and written communication skills are required. Attention to detail, strong organizational skills, and the ability to communicate technical information to individuals of varying backgrounds are required. The ability to reason analytically and the ability to successfully manage multiple projects are required. The ability to work independently and on a team is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Other: Occasional out-of-town travel may be required to engage in professional development. The scope of the job may require some evening and weekend work to complete projects, participate in workshops, seminars, training, and professional development.


1. Assists the Director, Assessment with outreach to colleges, academic and co-curricular departments, and programs to provide support for assessment, program review, accreditation, etc. by assessing their needs.

2. Assists the Director, Assessment to administer surveys and develop reports.

3. Organizes assessment projects and results into a comprehensive website, to provide useful information to students, faculty, accrediting agencies, the community, etc.

3. Recommends consolidation of assessment efforts where appropriate and organizes assessment projects and results into a comprehensive website to provide useful information to students, faculty, accrediting agencies, the community, etc.

4. Communicates assessment findings to the appropriate groups who would benefit from understanding the results, including communicating to particular audiences, both internal and external, the results of external assessments, such as NSSE and accreditation.

5. Assists with the coordination and implementation of events such as the Showcase on Assessment and similar events.

6. Under the direction of the Director, Assessment, works with contracts, services, organizations, and individuals as assigned.

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

8. 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 Director, Assessment.

9. Supports the overall success of the Office of Assessment by performing all other duties as assigned.


The Assessment Specialist is supervised by the Director Assessment and may supervise Graduate Assistants and student employees.




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 2 - 100 Points: Interactions are generally routine and structured involving employees inside the University, students, or the general public. The purpose may include obtaining or clarifying facts, coordinating work, solving recurring problems, or providing factual information to others. Contacts may be with coworkers or structured exchanges with students, faculty, or the general public, and are generally for the purpose of exchanging information.

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 1 - 150 Points: Work involves services including collecting, processing, and disseminating information for others to use. Work activities may be complex and may affect the accuracy, reliability, or acceptability of further processes or services, but typically involve providing information for others to use rather than requiring managerial decision-making on the part of the incumbent. Job activities typically have limited consequences for the department and relatively minor impact on the cost center. Jobs at this level typically involve no budgetary control except for the normal responsibilities associated with monitoring and reporting every day expenses.