1182 Academic Advisor II
POSITION IDENTIFICATION
TITLE Academic Advisor II
CLASSIFICATION NUMBER 1182
GRADE 42
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Director, of Advising Center or Designee.
GENERAL FUNCTION
The Academic Advisor II provides more in-depth academic advising for a diverse student
population. Beyond assisting students in defining academic and career goals, this
position works on academic plans aligned with student interests as well as developing
proactive student retention strategies. This position actively contributes to the
training and development of advising resources and participates in student success
initiatives. In addition to advanced data analysis and cross-functional collaboration,
this role will be involved in recruitment efforts to attract, enroll and retain new
students, offering insight for recruitment strategies and materials.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree is required, a master’s degree is preferred.
Experience: Minimun three years of academic advising experience is required, where knowledge
of federal, state, and higher education policies and procedures has been gained.
Skills: Excellent oral and written communication skills, interpersonal skills (particularly
in working with a diverse student population), organizational and management skills,
problem solving skills, organizational skills and attention to detail are required.
Computer literacy is required, experience with database applications is preferred.
Other: The scope of the position occasionally requires work in the evenings and on weekends.
The position may require travel, including overnight travel.
ESSENTIAL DUTIES AND RESPONSIBILITIE
1. Provides more in-depth academic advising to a diverse student population and assists
students in exploring and defining academic career goals.
2. Works with students on academic plans that align with their interests and aspirations.
3. Implements proactive retention strategies and collaborates with recruitment efforts
to attract and enroll new students.
4. Actively contributes to the development of advising resources and materials.
5. Participates in retention focused initiatives and analyzes data for continuous
improvement as well as insights for the development of recruitment materials and strategies.
6. Participates in student success initiatives and implements strategies to enhance
student engagement and retention.
7. Coordinates workshops and seminars on academic success and career readiness as
well as supports recruitment events and initiatives on campus.
8. Participates in student orientation and training programs to welcome and introduce
students to academic resources.
9. Utilizes data to identify trends in student performance as well as to inform advising
strategies and interventions.
10. Contributes to the analysis of retention metrics and recommends targeted interventions,
as well as collects and analyzes data for recruitment planning
11. Collaborates with other academic advisors and university stakeholders and participates
in cross-functional teams to address broader student success issues.
12. Serves as a liaison between students and faculty / administration and works collaboratively
with recruitment teams while sharing insights for improvement.
13. Contributes to the overall success of the Center by performing all other duties
and responsibilities as assigned.
SUPERVISION
The Academic Advisor II generally exercises no supervision of others.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3.0 - 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 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 2.0 - 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 2.0 - 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.
