1691 Director, Office for Institutional Compliance and Title IX Coordinator

POSITION IDENTIFICATION

TITLE Director, Office for Institutional Compliance and Title IX Coordinator

CLASSIFICATION NUMBER 1691

GRADE 48

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR General Counsel & Vice President for Legal Affairs & Compliance

​​​​​​​GENERAL FUNCTION

The Director, Office for Institutional Compliance and Title IX Coordinator serves as the University’s Equal Opportunity Officer and Title IX Coordinator, and works to ensure compliance with applicable laws and regulations (including, but not limited to, Title VI and Title VII of the Civil Rights Act of 1964, the Civil Rights Act of 1991, the Rehabilitation Act of 1973 and Americans with Disabilities Act of 1990, Vietnam Era Veterans Readjustment Assistant Act of 1974, Age Discrimination in Employment Act of 1967 as amended, Title IX of the Education Amendments of the 1972 Civil Rights Act (“Title IX”), the Violence Against Women Act Reauthorization of 2022 (“VAWA”), the Pregnancy Discrimination Act of 1978, Pregnant Workers Fairness Act (“PWFA”), and the Missouri Human Rights Act (collectively, “Applicable EO Laws”)) across the University system. The Director functions independently within the guidelines of the University's personnel policies and regulations, coordinates with all appropriate unit heads, and exercises considerable judgment and initiative in planning, organizing, and completing assignments.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Bachelor’s Degree is required. A J.D., PhD, EdD, or a Master’s degree in an applicable field is preferred (e.g., Human Resources Management, Industrial/Organizational Psychology, Social Work).

Experience: At least five(5) years of experience evaluating job searches for compliance with Applicable EO Laws and conducting investigations into allegations of discrimination on the basis of a protected class is required. Thorough knowledge of Applicable EO Laws and corresponding enforcement agencies, is required. Knowledge of discrimination experienced by specific protected classes, as identified by federal and state enforcement agencies, is required. Experience developing and presenting educational/training programs is required. Experience supervising, training, and leading exempt and non-exempt level professionals is required, preferably in the areas of EO/Title IX.  Experience with Applicable EO Laws (specifically including Title IX) in higher education is strongly preferred.

Skills: Ability to develop and implement educational programs and operational procedures in response to Applicable EO Laws. Strong, interpersonal, writing and speaking skills, and the ability to communicate effectively within a university environment are required. Ability to work with individuals from a variety of backgrounds, including victims of sexual assault, domestic violence, or other types of trauma, is required. Strong organizational skills are required. Ability to work independently in a time-sensitive environment is required. Ability to oversee caseloads, and supervise others who are managing caseloads, in a manner that ensures prompt, effective, and equitable conclusions, is required. Computer competency is required. Ability to use computer systems to: communicate, develop educational and operational materials, track complaints, create/submit institutional and federally required reports, and operate applicant and employee databases is required. Strong quantitative skills are required. Ability to collaborate across University departments is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Ensures University compliance with Applicable EO Laws and coordinates the University’s Title IX compliance efforts (including the development, implementation, and monitoring of appropriate policies, procedures, and practices designed to ensure compliance).

2. Ensures timely investigation and resolution of reports of discrimination and harassment based on a protected class, involving members of the University system, by processing complaints in accord with the Discrimination Complaint and Investigation Procedures (Op1.02-2) and the Title IX Sexual Harassment Grievance Procedure Policy (Op1.02-11). Advises complainants of available external reporting options.

3. Travels to the University’s West Plains and Mountain Grove campuses as needed.

4. Oversees the provision of training for University employees as it relates to Applicable EO Laws.

5. Maintains a comprehensive case management system that includes all reported complaints of discrimination based on a protected class.

6. Collaborates with the University’s Department of University Safety to ensure accuracy in reporting annual crime statistics, as required by the Jeanne Clery Act.

7. Oversees the monitoring of intercollegiate participant rosters and resources to ensure compliance with Title IX.

8. Oversees the maintenance of the Office for Institutional Compliance webpage.

9. Provides administrative oversight and supervision of the Office for Institutional Compliance.

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 General Counsel & Vice President for Legal Affairs & Compliance

11. Contributes to the overall success of the University by performing all other duties and responsibilities as assigned.

SUPERVISION

The Director, Office for Institutional Compliance and Title IX Coordinator reports to and receives administrative supervision from the General Counsel & Vice President for Legal Affairs & Compliance. The Director, Office for Institutional and Title IX Coordinator supervises professional staff, clerical staff, graduate assistants, and student workers.

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 4.0 - 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 5.0 - 850 Points: Interactions are highly unstructured and incumbents are often required to resolve difficult and unstructured problems. Interactions are commonly with administrators, cost-center heads, high level committees, or external constituents in order to defend, negotiate, or resolve controversial and/or long-range issues and problems. Interactions occur in situations subject to divergent views, skepticism, resistance, uncooperative attitudes, and conflicting objectives. Interactions often require high levels of interpersonal skill and require the ability to influence, interrogate, or control others through debate, persuasion, or authoritative recognition and require strong analytical and decision-making skills.

Factor 4: Job Controls and Guidelines

Level 4.0 - 850 Points: The employee operates under administrative supervision and makes decisions based on broadly-stated University objectives and available resources. Administrative guidelines are expressed in terms of project or program outcomes and deadlines with few comprehensive guidelines. Decisions are based on inadequate guidelines that require considerable interpretation and force the employee to plan all phases of the assignment. Assignments may be unrelated in function and the work requires many different processes and methods and a great deal of analysis to identify the nature and extent of problems. The work may require the employee to develop new methods and to deal with many variables, including some that are unclear or conflicting. Characteristic jobs at this level may involve directing large and/or complex programs, projects, or departments in which the work cuts across functional lines or requires dealing with unprecedented issues.

Factor 5: Managerial Responsibility

Level 5.0 - 2350 Points: Work involves primary accountability for a larger 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, influences internal or external operations, or impacts students, faculty, and/or staff. Work activities have a direct and significant impact on the department. Work activities also have a significant effect on the efficiency and reputation of the cost center and represent a relatively major function within the cost center. At this level would be jobs in which the incumbent may have responsibility for developing budgets, distributing budgeted funds, and exercising primary control over a moderately-sized budget.