5406 Project Manager – Organizational Excellence
POSITION IDENTIFICATION
TITLE Project Manager – Organizational Excellence
CLASSIFICATION NUMBER 5406
GRADE 45
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Associate Provost for Institutional Effectiveness
GENERAL FUNCTION
The Project Manager in the Office of Institutional Effectiveness will be instrumental
in advancing the university's organizational excellence through robust project management
and process optimization. This role focuses on managing strategic projects that align
with institutional goals, including but not limited to new regulations and business
process changes. In addition, this individual will ensure the accuracy and efficiency
of the university’s data and processes. The Project and Organizational Excellence
Manager will collaborate across departments to drive improvements, streamline business
processes, and ensure data integrity within institutional systems.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: Bachelor's degree in Business Administration, Project Management, or a
related field. Master’s degree in Business Administration, Project Management, or
a related field preferred. An equivalent combination of years of experience and education
may be considered for substitution of educational requirements.
Experience: Proven experience in project management, ideally within higher education
or a similar institutional environment and expertise in formal project management
methodologies (e.g., Waterfall, Agile) preferred. Strong understanding of business
process improvement and data management; Experience with ERP implementation and budget
management required. PMP (Project Management Professional) certification or equivalent
preferred. Experience managing projects within a higher education context and familiarity
with data governance practices and institutional compliance requirements, preferred.
Skills: Excellent communication and interpersonal skills with demonstrated ability
to lead cross-functional teams and ability to manage complex projects from inception
to completion on time and within budget required.
Effort: Requires working at computer workstations for extended periods of time and
may require regular lifting and carrying objects weighing up to twenty-five pounds,
and occasionally up to fifty pounds.
Other: Occasional travel and extended work hours may be required to meet critical
project deadlines.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Leads the planning, execution, and completion of institutional projects, ensuring
alignment with regulatory changes and university priorities, while adhering to deadlines
and budgets.
2. Assists Associate Provost for Institutional Effectiveness with budgetary planning
and project fund reporting.
3. Partners with various departments to implement strategic initiatives, streamline
workflows, and foster a culture of continuous improvement.
4. Ensures the accuracy and reliability of data within institutional systems, collaborating
with stakeholders to optimize business processes.
5. Represents the University with on-campus and off-campus groups and organizations
related to Organizational Excellence issues.
6. Coordinates development of implementation strategies for new tools and methodologies.
Leads the evaluation and testing of such tools, methodologies, and technologies, and
provides the Associate Provost for Institutional Effectiveness with the results of
those evaluations and tests.
7. Continuously monitors project milestones and deliverables, providing timely progress
updates and addressing potential challenges to ensure successful project outcomes.
8. Facilitates the successful completion of all Organizational Excellence projects
by compiling appropriate and necessary documentation regarding the projects.
9. Evaluates proposed changes to project plans, facilitating discussions with key
stakeholders to assess impact, approve modifications, and implement improvements.
10. Oversees project resources and coordinating with internal teams to secure necessary
materials.
11. Anticipates future institutional needs by staying informed of industry trends
and engaging with relevant stakeholders to drive forward-looking projects.
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 required by the supervisor.
13. Contributes to the overall success of Organizational Excellence by performing
all other duties and responsibilities as assigned.
SUPERVISION
The Project Manager – Organizational Excellence may oversee tasks assigned to support
staff and student employees.
OFFICE OF HUMAN RESOURCES
JANUARY 2025
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 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 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.
