2352 Director, Center for Archaeological Research

POSITION IDENTIFICATION

TITLE Director, Center for Archaeological Research

CLASSIFICATION NUMBER 2352

GRADE 46

CLASSIFICATION Exempt

IMMEDIATE SUPERVISOR Dean, College of Humanities and Public Affairs

GENERAL FUNCTION

The Director, Center for Archaeological Research provides leadership and direction, fiscal management, and overall supervision of the activities of the Center for Archaeological Research. The Director obtains contracts and grants for the Center and directs staff in completing the work associated with those contracts and grants, including designing and director research, supervising analyses, producing and editing reports and other deliverables, arranging for permanent curation of any associated collections, and resolving financial accounts. The Director, Center for Archaeological Research plans and directs the public relations effort of the Center by serving as the primary point of contact for clients and providing information to clients, University personnel, students, and the public about research and the standards of the Center. The Director, Center for Archaeological Research advances the research and education missions of the Center for Archaeological Research in concert with the College of Humanities and Public Affairs and the Department of Sociology and Anthropology.

MINIMUM ACCEPTABLE QUALIFICATIONS

Education: A Master’s degree in Archaeology, Anthropology, or a related field is required. A Ph.D. in Archaeology, Anthropology, or a related field is preferred.

Experience: A minimum of three years of experience as a project director or principal investigator is required. A record of successfully identifying relevant Requests for Proposals (RFPs), developing proposals in response to those RFPs (including writing scopes of work, creating schedules, and preparing budgets), obtaining contracts, and completing the associated fieldwork and reporting is required. Must possess the professional qualifications as set forth in the Secretary of the Interior’s professional qualifications standards for a Supervising Archaeologist. Experience managing a cultural resource management (CRM) facility or office or a similar university-affiliated operation is preferred, as is experience and interest in archaeology of the Ozarks region.

Skills: A demonstrated knowledge of the laws related to CRM work (National Historic Preservation Act of 1966 (NHPA), Native American Graves Protection and Repatriation Act (NAGPRA), the Archaeological Resources Protection Act of 1979 (ARPA), etc.) is required. Strong communication skills are required, including oral communication with multiple audiences (public, professional, and academic) and written communication, including the ability to produce technical reports and edit others’ work. Excellent interpersonal skills are required. Supervisory and administrative experience is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.

Effort: Physical labor, including pedestrian survey and excavating archaeological sites, may be required.

Other: Scope of the position requires occasional evening and weekend work. Occasional overnight, out-of-town travel is required.

ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Assures the continued operation of the Center by aggressively pursuing CRM and related contract RFPs and grants, particularly in and near the Ozarks region and serves as the principal investigator (PI) or Co-PI on the resulting contracts and grants.

2. Effectively utilizes the staff and resources of the Center for Archaeological Research by planning and developing annual budgets, monitoring income and expenditures, and managing staffing levels.

3. Provides leadership and management for the Center for Archaeological Research by establishing goals and objectives for the Center, developing effective controls to monitor progress, supervising Center personnel, and providing analytical support and technical assistance to senior staff.

4. May consult with archaeologists in the Department of Sociology and Anthropology in the formulation of research designs for contracts.

5. Develops and maintains the Center’s policies, procedures, and standards in order to ensure that the Center for Archaeological Research maintains its position as a regional leader in producing archaeological research, studies, and analyses of the highest quality.

6. Leads Center staff in designing, conducting, and reviewing contract- and grant-funded scientific research, including administration, logistics, personnel deployment, and fiscal management of fieldwork, conducting multi-disciplinary laboratory analyses, and devising, modifying, and maintaining field and laboratory research systems and facilities.

7. Builds the credibility and reputation of the Center by providing authoritative information regarding laws, policies, procedures, and standards to clients, the public, and the University community, particularly concerning the work of the Center.

8. Oversees the dissemination of the results of archaeological research via publications, presentations to professional and general audiences, and exhibits and seeks opportunities for outreach and community-engaged research.

9. Assures staff remain competent and current by offering opportunities to attend professional development courses and training.

10. Works with students and faculty in the department of Sociology and Anthropology to support the University mission of training students for careers in Archaeology by providing internships, employment, and volunteer opportunities as appropriate and practical.

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 required by the Dean, College of Humanities and Public Affairs.

13. Contributes to the overall success of the Center for Archaeological Research by performing other duties as assigned.

SUPERVISION

The Director, Center for Archaeological Research is supervised by the Dean of the College of Humanities and Public Affairs and supervises the staff of the Center for Archaeological Research.

OFFICE OF HUMAN RESOURCES
OCTOBER 2019

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 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 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.