TITLE Director, Academic and Student Services-Athletics
CLASSIFICATION NUMBER 5665
IMMEDIATE SUPERVISOR Associate Provost for Student Development and Public Affairs and Director of Athletics
MAJOR ADMINISTRATOR Provost
The Director Academic and Student Services - Athletics is responsible for the development and coordination of academic assistance programs designed to enable student-athletes to receive appropriate and timely academic assistance and to develop viable educational goals and academic strategies to achieve those goals. The Director Academic and Student Services - Athletics helps students experience a complete college career through exposure to the variety of academic disciplines and programs as well as career opportunities.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required; a Master’s degree in Counseling, Higher Education Administration, Sports Administration, or a related field preferred.
Experience: At least three years of experience is required in responsible positions in higher education where knowledge of academic advising and counseling has been obtained. Knowledge of NCAA rules and regulations is required. Experience with student retention programs, academic support services, and in counseling student-athletes is preferred.
Skills: Strong verbal and written communication skills as well as excellent interpersonal skills are required. Computer literacy, particularly in word processing and database management is required. Organizational, management, and supervisory skills are required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
Other: The position requires occasional evening and/or weekend work.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Enables student-athletes requiring academic assistance to develop appropriate academic strategies, direction, and personal discipline regarding academics, thus facilitating achievement of their stated educational goals.
2. Ensures that the Principles of Operation of the Achievement Center for Intercollegiate Athletics supports the established goals and objectives of the program by assuming full responsibility for their development, planning, coordination, administration and management, requesting the resources (budgetary, facility, equipment) necessary for program effectiveness, and evaluating the success/contribution of the program.
3. Assists faculty in resolving academic or related problems with student-athletes and enforces attendance policies established by academic departments by monitoring student-athletes’ academic progress during the semester, contacting and counseling students who have been reported by faculty for excessive absences, providing follow-up information regarding excessive absences to faculty, and informing appropriate coaches of student-athletes' performances.
4. Promotes a positive image of the University and contributes to the recruiting effort directed towards student-athletes by visiting with prospective student-athletes and their parents, providing information regarding the University, The Achievement Center for Intercollegiate Athletics, and associated programs, and answering questions posed by student-athletes or referring them to an appropriate authority or resource for the requested information.
5. Manages funds by assisting the Associate Provost and/or Director of Athletics with development of a departmental budget and exercising approval authority for expenditure of funds.
6. Develops a competent and effective staff of student mentors and tutors by recruiting and hiring qualified graduate assistants and students, providing orientation and training regarding programs, policies and procedures, making appropriate work assignments, and evaluating performance.
7. Coordinates career planning and community outreach, including, but not limited to, the Champs/Life Skills program and the Missouri Valley Conference Just Read Program and serves as an advisor to the Student Athlete Advisory Committee.
8. Abides by and complies with National Collegiate Athletic Association (NCAA) and Missouri Valley Conference rules, academic standards, requirements, and policies of the University, and all guidelines and policies of the Athletics department and reports any concerns of compromise or violation of rules, standards, guidelines or policies to the Director of Athletics or the Associate Director of Athletics for Compliance.
9. Facilitates 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 Associate Provost and Director of Athletics.
11. Contributes to the overall success of The Achievement Center for Intercollegiate Athletics by performing all other duties and responsibilities as assigned or directed.
The Director Academic and Student Services - Athletics is supervised by the Associate Provost for Student Development and Public Affairs and the Director of Athletics and supervises professional and clerical staff, graduate assistants, and student employees serving as tutors and mentors in the Achievement Center for Intercollegiate Athletics.
OFFICE OF HUMAN RESOURCES
REVISED DECEMBER 2013
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 4 - 470 Points: Supervision of (a) a moderate number of operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a small number of professional employees who exercise limited supervision of others, or (c) large numbers of student workers or graduate assistants, or some equivalent combination of the above. The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is responsible for training, planning, and directing the work of permanent employees, and generally controls 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.