POSITION IDENTIFICATION
TITLE Director, Access and Success Programs
CLASSIFICATION NUMBER 1835
GRADE 46
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Assistant Vice President, Student Affairs – Multicultural Services
GENERAL FUNCTION
The Director, Access and Success Programs works to recruit and improve retention rates
of first generation, low-income students through a variety of programs and initiatives.
The Director, Access and Success Programs recruits, builds, and maintains relationships
with non-profit partners with an interest in supporting first generation, low-income
students and assures compliance with agreements with those non-profit partners.
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: At least three years of experience working with first generation, low-income
students in a higher education setting is preferred.
Skills: The ability to work successfully with historically underrepresented students
is required. Excellent written and interpersonal communication skills are required.
Organizational skills are required. A working knowledge of computer applications
is required. The ability to develop knowledge of, respect for, and skills to engage
with those of other cultures or backgrounds is required.
Other: Occasional overnight travel and attendance at evening and weekend events is
required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Supports first-generation, low-income students with programming and resources to
help them succeed academically and graduate.
2. Works with first generation, low-income high school students to introduce the higher
education experience by hosting recruitment events on campus and a summer orientation
experience.
3. Monitors the academic records, attendance at monthly one-on-one meetings and group
meetings, and the utilization of support services of historically underrepresented
students.
4. Oversees the Bears LEAD program that promotes success for low-income, first generation,
low ACT score, and/or from historically underrepresented backgrounds.
5. Meets monthly with each student associated with these programs and provides advising
related to academic, financial, and personal concerns and provides monthly group meetings
and programming for students associated with these programs.
6. Develops and maintains policies, procedures, plans, and programs for programs administered
through Access Programs.
7. Plans and administers the budgets for Access Programs.
8. Compiles information regarding academic performance, enrollment status, financial
aid, retention, persistence, proactive registration reports, student involvement reports,
etc. and provides and presents this information to various audiences, including the
Board of Governors.
9. Develops and nurtures relationships with non-profit partners with an interest in
supporting first generation, low-income students.
10. Assures compliance with the terms of partner agreements that require the provision
of services for historically underrepresented students, including academic support,
intrusive academic advising, counseling, referrals, career coaching, campus programming,
leadership opportunities, etc.
11. Facilitates a work environment that encourages knowledge of, respect for, and
development of skills to engage with those of other cultures or backgrounds.
12. 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 supervisor.
SUPERVISION
The Director, Access and Success Programs is supervised by the Assistant Vice President, Student Affairs –Multicultural Services and supervises full-time employees
and graduate assistants.
OFFICE OF HUMAN RESOURCES
REVISED SEPTEMBER 2023
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 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 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 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.
