POSITION IDENTIFICATION
TITLE Coordinator, Accreditation, Assessment and Enrollment Management, College of Business
CLASSIFICATION NUMBER 1051
GRADE 44
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Associate Dean, College of Business
MAJOR ADMINISTRATOR Dean, College of Business
GENERAL FUNCTION
The Coordinator, Accreditation, Assessment and Enrollment Management works with the
Associate Dean to manage accreditation and assessment processes and closely monitors
enrollment in the College. Duties include preparation of the Association to Advance
Collegiate Schools of Business (AACSB) documents and oversight of assessment of all
College of Business (COB) programs.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Master’s degree is required.
Experience: At least three years of experience in higher education is required. Experience
with accreditation processes, institutional research, assessment, and enrollment management
is preferred.
Skills: Strong verbal and written communication skills are required. The ability to
manage, track, and execute multiple projects simultaneously is required. The ability
to project a strong positive image of the University to many constituencies, both
on- and off-campus, is required. Proven analytical skills are preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Helps to ensure the achievement of AACSB standards by assisting the Associate Dean
and other academic administrators in the COB.
2. Supports systematic planning and change within the COB by administering a comprehensive,
continual, and multi-dimensional assessment program of student learning outcomes and
evaluation of academic programs, collaborating with departments to integrate assessment
and evaluation efforts, and integrating assessment activities and results with accreditation
processes.
3. Provides professional leadership of the assessment process by communicating the
purposes of student outcomes assessment, assisting departments in the development
and delineation of assessment plans, assisting in the selection of appropriate measures
and methods for assessing student learning outcomes, and analyzing and communication
the results of assessments conducted.
4. Assists with, supports, and coordinates the reporting of assessment activities
and the evaluation of majors and programs, supporting planning and budgeting decisions
for assessment purposes, and represents the College and its assessment and evaluation
processes to external agencies.
5. Serves as the campus liaison between the University Assessment Council and COB
to ensure that the College complies with University and AACSB assessment standards.
6. Provides information and data appropriate to the decision-making needs of the COB
for accreditation and enrollment management purposes and publicizes information through
a variety of documents.
7. Monitors program review schedules and assists in reviewing interim program reports.
8. Ensures that accreditation requirements, including compliance with accrediting
standards, are incorporated, among COB goals and objectives, into the planning and
evaluation process of the COB and academic departments.
9. Ensures that all accreditation reports are submitted in a timely fashion by establishing
and maintaining a report management system and maintains and supports Digital Measures.
10. Prepares weekly enrollment reports on weekly admissions and registrations.
11. 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 directed by the Associate Dean.
12. Contributes to the overall success of the COB by performing all other duties as
assigned.
SUPERVISION
The Coordinator, Accreditation, Assessment and Enrollment Management, COB is supervised
by the Associate Dean.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4.0 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable 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 along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.
Factor 2: Supervisory Responsibility
Level 1.0 - 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 4.0 - 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 3.0 - 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 3.0 - 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.
