5671 Director, Student Athlete Development
POSITION IDENTIFICATION
TITLE Director, Student Athlete Development
CLASSIFICATION NUMBER 5671
GRADE 42
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR: Senior Associate Director of Athletics/Senior Women’s Administrator, and/or Assistant
Director, Dr. Mary Jo Wynn Academic Achievement Center
GENERAL FUNCTION
The Director of Student Athlete Development is responsible for developing programs
and services for student athletes to achieve success in their personal and professional
lives beyond their collegiate athletic experience. The Director is responsible for
creating, planning, and implementing effective leadership, service, professional/career
and personal development workshops, events and initiatives for all departmental athletic
programs.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree is required; a Master’s degree preferred. An equivalent
combination of years of experience and education may be considered for substitution
of educational requirements.
Experience: At least one year of experience in student athlete development, educational
leadership, teaching life skills, social work or related field is preferred.
Skills: Strong verbal and written communication skills as well as excellent interpersonal
skills are required. Computer literacy, particularly in word processing and database
management is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Oversees and manages all Student-Athlete Development programs including programming,
events, and works with the Career Center and other organizations on networking opportunities.
2. Coordinates various seminars, sessions or speaking engagements for student athletes
with emphasis on career development, service, inclusive engagement, time management
and communication skills, etc.
3. Oversees and coordinates student athlete community engagement and services. Develops,
implements, and monitors community outreach programs and service hours of student
athletes and teams.
4. Provides oversight and coordinates affinity groups (Bear Leadership, SAAC) within
the Department of Athletics.
5. Cultivates employer relationships across various career fields to facilitate partnerships,
internships, job shadowing, informational interviews, and career placements for student-athletes.
6. Meets one-on-one with student-athletes to provide guidance related to career development
and graduate school admissions. Organizes career development opportunities which coincide
with the academic and career paths of student-athletes with respect to their current
phase of education.
7. Leads coordination efforts with coaches, administration, academics for athletics,
and compliance areas to plan and facilitate the annual student-athlete calendar.
8. Fosters relationships with key university constituents including career counseling
center and outreach areas.
9. Assists with academic advising of student athletes.
10. Remains competent and current through self-directed professional reading, developing
professional contacts and colleagues, attending professional development seminars
or conferences, and attending training or courses as required by the supervisor.
11. Supports the overall success of the Athletics department by performing other duties
as assigned.
SUPERVISION
The Director of Student Athlete Development may occasionally supervise student employees.
OFFICE OF HUMAN RESOURCES
REVISED JANUARY 2025
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 1.0 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.
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.
