POSITION IDENTIFICATION
TITLE Compliance Coordinator - Athletics
CLASSIFICATION NUMBER 5674
GRADE 42
CLASSIFICATION Nonexempt
IMMEDIATE SUPERVISOR: Assistant Director of Athletics, Compliance
GENERAL FUNCTION
The Compliance Coordinator – Athletics assists the Assistant Director of Athletics,
Compliance in the day-to-day management of the Office of Athletics Compliance. The
Compliance Coordinator – Athletics assists with interpretation of NCAA rules, develops
procedures and policies to remain in compliance, plans and implements education and
training for staff, monitors eligibility and financial aid, advises and counsels athletes
on eligibility, and assists with the overall monitoring of rules compliance in accordance
with University, Conference, and NCAA rules and regulations.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor's degree is required. A degree in Sports Administration, related
business, or higher education field is preferred.
Experience: At least one year of experience with NCAA Division I compliance is required;
internships and graduate assistant experience will be considered to meet this requirement.
Working knowledge of ARMS or other compliance software, CAi, LSDBi, and Eligibility
Center is preferred.
Skills: Strong oral and written communication skills as well as excellent interpersonal
skills are required. Computer literacy, particularly in word processing and database
management is required. Organizational and management skills are required.
Scope: The position requires occasional evening and/or weekend work.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Assists in the interpretation of NCAA rules and in developing policies and procedures
to remain in compliance with those rules.
2. Assists in planning and implementing education and training of a comprehensive
rules education program for coaches, other athletic staff, and athletes to ensure
compliance with University, Conference and NCAA rules and regulations.
3. Assists with the monitoring of athletics personnel, student athlete amateurism,
recruiting process, student athlete awards, and playing and practice seasons to ensure
compliance with University, Conference, and NCAA rules and regulations.
4. Assists with the processing and monitoring of student athlete eligibility and financial
aid, and intervention and counseling for maintaining eligibility status and student
athlete financial aid, ensuring University and student athlete compliance with conference
and NCAA rules and regulations.
5. Assists with the processing, recording, and monitoring of recruiting forms, playing
and practice season records, and phone call logs.
6. 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 directed by the Associate Athletic Director
for Academics and Student Services.
7. Contributes to the overall success of the Department of Intercollegiate Athletics
by performing all other duties and responsibilities as assigned.
SUPERVISION
The Compliance Coordinator – Athletics is supervised by the Assistant Director of
Athletics, Compliance and the Director of Athletics.
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 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 2.0 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.
Factor 5: Managerial Responsibility
Level 2.0 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.
