TITLE Program Manager, Student Development and Public Affairs
CLASSIFICATION NUMBER 2447
IMMEDIATE SUPERVISOR Director, Assessment
MAJOR ADMINISTRATOR Associate Provost for Student Development and Public Affairs
The Program Manager, Student Development and Public Affairs coordinates academic integrity programming and processing of cases and coordinates aspects of assessment and accreditation, the Center for Writing in College, Career and Community, and the Center for Civic Engagement.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree is required.
Experience: At least one year of experience organizing, implementing, and managing projects in higher education is required. Experience with statistical analysis software is preferred.
Skills: Strong verbal and written communication skills are required. Excellent interpersonal and organizational skills required. Computer skills, including word processing, spreadsheets, and database management are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Familiarity with Banner is preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Coordinates the work of the Academic Integrity Council by receiving reports of academic dishonesty, gathering the facts of the case, explaining the process, student rights, and possible sanctions to involved students, sets up hearings, provides case information to Council members, and facilitates adjudication of cases by assuring policy and procedure are followed.
2. Plans and facilitates workshops about academic integrity for faculty and students and programming for Academic Integrity week.
3. Oversees communication with area public schools and the Center for Writing for College, Career and Community, seeks sponsorships for programming and workshops, and plans and executes conferences for participating teachers and high school students.
4. Plans and executes Assessment conferences and workshops.
5. Administers the HLC computer application and manages the evidence file of actions taken to respond to recommendations made by the Higher Learning Commission (HLC).
6. Oversees the administration and dissemination of results of assessment surveys.
7. Communicates with Deans regarding the yearly assessment report and reviews, analyzes, and provides feedback to the Director, Assessment about the yearly assessment reports from the Deans.
8. Seeks external funding for programs of the Center for Civic Engagement.
9. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
10. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required by the Director and Associate Provost.
11. Helps to ensure the success of Student Development and Public Affairs by performing all other duties as assigned.
The Program Manager, Student Development and Public Affairs is supervised by the Director, Assessment and supervises graduate assistants and student employees.
OFFICE OF HUMAN RESOURCES
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 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 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.