1892 Associate Director, Career Center - Career Development and Education

POSITION IDENTIFICATION

TITLE Associate Director, Career Center - Career Development and Education

CLASSIFICATION NUMBER 1892

GRADE 44

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Director, Career Center

GENERAL FUNCTION

The Associate Director, Career Center - Career Development and Education develops and supervises career counseling services within the model of the career development process.  The Associate Director, Career Center - Career Development and Education plans and oversees career services delivery operations, reviews and evaluates career development tools and resources, and disseminates best practices and training to staff. The Associate Director, Career Center - Career Development and Education supervises and oversees curriculum development and review for IDS 120, provides guidance and support to IDS 120 instructors, and teaches courses as needed. The Associate Director, Career Center - Career Development and Education maintains current understanding of trends in career services delivery and coordinates professional development and training for Career Resources Specialists. The Associate Director, Career Center - Career Development and Education assesses and evaluates the effectiveness of operations and programming and assists in formulating and implementing policies and procedures regarding the operation of the department.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Master’s degree in counseling, psychology, student affairs, higher education administration, or a related field is required.  Experience in career counseling or advising is preferred.

Experience: At least three years of experience in career counseling, academic advising, or closely related college or university student services is required. Supervisory experience is required. Teaching experience is required.  Public speaking experience is preferred.  Experience with research and/or assessment is preferred.  Experience overseeing data collection and management is preferred.

Skills: An understanding of career development theories and the counseling process is required. A demonstrated ability to supervise motivate, and direct staff (full-time, student, and graduate assistants) is required. The ability to communicate clearly, verbally and in writing, to all constituencies of the University is required.  The ability to research and remain current on issues and trends in career services, career development, and career counseling is required.  The ability to collect, analyze, and interpret information and data is required.  The ability to organize, plan, coordinate, and direct activities designed to promote the career success of students is required.  The ability to work with little direct supervision to meet deadlines and accomplish objectives is required.  The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required. Familiarity with survey use and assessment tools is preferred. The ability to plan, coordinate, and direct activities related to career services operations and assessment is preferred.

Licensure: Licensed Professional Counselor (LPC) or provisional LPC credential is preferred.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Utilizing career development theory and research on best practices, in consultation with the Director, Career Center, coordinates and leads a strategic, comprehensive approach to career counseling and advising.

2. Researches and analyzes current career-related information, such as career development trends and best practices, and provides continuous training and updated information to all staff members.

3. Reviews and evaluates career development tools (assessments) and resources.

4. Assesses the impact of Career Center counseling services on student development and identifies strengths and opportunities for improvement.

5. Oversees curriculum development and review for IDS 120 (Exploring Majors and Careers) and teaches one or more IDS 120 courses as needed.

6. Provides career guidance and assistance to students and alumni in individual appointments.

7. Serves as a liaison to an assigned college, facilitating relationships with faculty and students.

8. Promotes the programs and services provided by the Career Center by making presentations to classes and student organizations.

9. Facilitates the career development process by assisting in the coordination of career events and programs.

10. Promotes the university and Career Center through participation in professional organizations and Master Advisor activities.

11. Contributes to a work environment that encourages knowledge of, respect for, and the 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 required by the Director, Career Center.

13. Contributes to the overall success of the Career Center by performing all other duties as assigned.

SUPERVISION

The Associate Director, Career Center - Career Development and Education is supervised by the Director, Career Center and supervises full- and part-time employees and graduate assistants.

OFFICE OF HUMAN RESOURCES

AUGUST 2021

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 5.0 - 730 Points: Supervision of (a) several work teams or work team leaders, (b) a rather large group of operative, administrative support, or paraprofessional employees, (c) a work group involving direction of skilled technical employees, (d) professionals in technical and skilled areas, and/or (e) subordinate supervisory personnel. The incumbent performs a full range of supervisory responsibilities including the authority to hire, train, transfer, promote, reward, or discipline others. Supervision will likely be general rather than close supervision of others. At this level, supervisory responsibilities consume significant amounts of work time and include substantial responsibility for work planning activities, staffing, and performance management as well as budgeting and planning functions.

Factor 3: Interactions with Others

Level 3.0 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.

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.