POSITION IDENTIFICATION
TITLE Assistant Director, Athletic and Entertainment Facilities
CLASSIFICATION NUMBER 1990
GRADE 43
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Associate Director, Athletic and Entertainment Facilities
GENERAL FUNCTION
The Assistant Director, Athletic and Entertainment Facilities assists in the daily
operations management of GSB Arena, Hammons Student Center, and Plaster Stadium, and
Betty and Bobby Allison Stadiums. Management responsibilities include supervision,
training, hiring, scheduling, and payroll of part-time and student employees serving
at the facilities in both daily and event positions, overseeing daily recreational
and club team usage of the venues, and assisting in event coordination for athletic
games and special events (i.e., concerts, conferences, etc) at the venues.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor’s degree is required. A Master's degree is preferred.
Experience: One year full-time of experience or two years of half-time experience
in public assembly facility management or operations is required. Customer service
experience is required. Supervisory experience at a university public assembly venue
is preferred.
Skills: Strong verbal and written communications skills and strong organizational
skills are required. Skill in using the Microsoft Office suite and reservation scheduling
systems is required. Problem solving and the ability to manage unexpected situations
is required. The ability to develop knowledge of, respect for, and skills to engage
with those of other cultures or backgrounds is required.
Other: The scope of the job requires frequent evening and weekend work.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists in ensuring that the athletic and entertainment facilities serve the University's
recreational, intramural, academic, athletics, and special events needs by managing
assigned events in a professional manner, interfacing with current and potential users
of the facilities, coordinating sound and lighting support, scoreboard operations,
HVAC, event staffing (i.e., ticket takers, ushers, custodians, uniform security, etc.)
before, during, and following an event.
2. Provides continuity of management in the operation of the athletic and entertainment
facilities by assuming the duties and responsibilities of the Associate Director in
his/her absence.
3. Remains competent and current through self-directed professional reading, developing
professional contacts with colleagues, attending professional development courses,
and attending training and/or courses required by the Senior Associate Athletics Director,
Athletic and Entertainment Facilities.
4. Abides by and complies with National Collegiate Athletic Association (NCAA) and
Missouri Valley Conference rules, academic standards, requirements, and policies of
the University, and all guidelines and policies of the Athletics department and reports
any concerns of compromise or violation of rules, standards, guidelines or policies
to the Director of Athletics or the Senior Associate Athletics Director, Athletic
and Entertainment Facilities.
5. Contributes to a work environment that encourages knowledge of, respect for, and
development of skills to engage with those of other cultures or backgrounds.
6. Contributes to the overall success of the athletic and entertainment facilities
operations by performing other duties as assigned.
SUPERVISION
The Assistant Director. Athletic and Entertainment Facilities is supervised by the
Associate Director, Athletic and Entertainment Facilities and supervises graduate
assistant, student, and part-time daily and event staff.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2024
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 2.0 - 900 Points: Entry-level professional knowledge of the principles, concepts, practices, and methods of non-technical administrative and managerial functions. Knowledge permits the employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in areas including communications, social sciences, art and design, education, and related functions while gaining in 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 to complete stages of a multi-phase project. 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 an unspecified field or a specific background in a non-technical area. Knowledge requirements may also include a limited amount 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 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.
