1727 Director of Communications, Office of the Provost
POSITION IDENTIFICATION
TITLE Director of Communications, Office of the Provost
CLASSIFICATION NUMBER 1727
GRADE 46
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR: Provost
General Function: The Director of Communications, Office of the Provost, develops and manages an annual communication plan for the Office of the Provost that
includes the implementation of communications and public relations efforts in support
of the strategic communications plan for Academic Affairs. The person in this position also provides feedback, guidance and, as necessary, leadership
on communications and marketing efforts that highlight the university’s academic achievements
and offerings.
Minimum Acceptable Qualifications
Education: A master’s degree is required. An equivalent combination of years of experience and education may be considered for
substitution of educational requirements.
Experience: Ten years of professional experience in public relations, media relations,
journalism, brand management and/or organizational communications is required. Comprehensive
experience in writing, multimedia content production, communications (for both internal
and external audiences) and brand management is required. Experience in higher education,
particularly with an academic focus, is preferred. Magazine experience as well as digital communications experience is a plus.
Skills: Exceptional interpersonal, verbal and written communication skills are required,
along with the ability to assess and provide feedback regarding photography, videography
and design. Strong project management and time management skills are required, along
with the ability to manage multiple projects. Strong decision-making skills and the
ability to leverage and manage resources, both internal and external, are required
as well as strong relationship development/management skills are required. A working
knowledge of various computer software applications, especially Microsoft Word, Adobe Creative Cloud applications and WordPress, is required.
A history of writing according to style guides, including the AP Stylebook, is required.
Demonstrated knowledge of and respect for those of other cultures or backgrounds is
required.
Effort: Occasionally required to lift and carry materials and equipment weighing up to 25
pounds.
Other: The scope of the position requires evening and occasional weekend work. Occasional
overnight, out-of-town travel is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
1. Develop and manage an annual communication plan for the Office of the Provost.
2. Establish priorities, monitor and evaluate results of communication strategies
for academic programming through the Office of the Provost.
3. Manage the creation and use of internal and external branding for the Office of
the Provost, including print advertising, print marketing materials, video and digital
advertising.
4. Conduct quality control over all Provost branding and communication, manage production
workflow and ensure adherence with Marketing and Communications guidelines and brand
policies.
5. Serve as primary editor of Academic Expressions, the key messaging platform for
the Office of the Provost.
6. Work closely with the Division of Marketing and Communications on strategic efforts
to raise visibility of academic affairs and its accomplishments.
7. Interface with the Provost, Chief Academic Strategy Officer, Provost Fellows, Office
of the Provost staff and faculty and staff across Academic Affairs.
8. Serve as the primary point of contact for all media inquiries.
9. Assist with academic-based communication offerings (e.g., Mind's Eye, Logos, e-Journal
of Public Affairs)
10. At the direction of the Provost, collaborate with academic departments on projects
and events.
11. Proactively contribute to a work environment that encourages knowledge of respect
for and development of skills to engage with those of other cultures or backgrounds.
12. Remain 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 supervisor.
SUPERVISION: The position may supervise graduate assistants and/or student employees.
OFFICE OF HUMAN RESOURCES
MAY 2024
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 5.0 - 3300 Points: Knowledge of the principles and methods of an administrative, managerial, or professional field such as accounting or auditing, financial management, information technology, business administration, human resources, engineering, law, social sciences, communications, education, or medicine. Knowledge permits employee to supervise projects and/or departments using standard methods to improve administrative and/or line operations. Knowledge also permits employee to plan steps and carry out multi-phase projects requiring problem definition and modified techniques, to coordinate work with others, and to modify methods and procedures to solve a wide variety of problems. Knowledge at this level requires a Bachelor's or Master's degree with substantial related work experience, including up to two years of administrative or supervisory experience. Alternatively, this level may require a professional or clinical degree beyond the Bachelor's degree with moderate related work experience; knowledge requirements include significant levels of related work experience.
Factor 2: Supervisory Responsibility
Level 2.0 - 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 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 4.0 - 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.
