5676 Academic Learning Specialist - Athletics
POSITION IDENTIFICATION
TITLE Academic Learning Specialist - Athletics
CLASSIFICATION NUMBER 5676
GRADE 42
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Assistant Director, Dr. Mary Jo Wynn Academic Achievement Center
GENERAL FUNCTION
The Academic Learning Specialist - Athletics is responsible for administering and
implementing programs and services designed to meet the needs of student-athletes
diagnosed with specific learning disabilities and/or considered to be at risk academically.
Develops and implements academic support services for student-athletes in assigned
sports including advising and counseling student-athletes on academic and athletic
eligibility. Works to enhance and nurture the relationship between the academic success
program and the student-athletes, coaches, and faculty.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: Bachelor’s degree is required. 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 collegiate academic advising, educational
leadership, 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. The ability to develop knowledge of, respect for, and skills
to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Develops individualized learning profiles for educational development. Plans, monitors
and tracks the academic progress of at-risk student athletes.
2. Works with individual groups of student athletes to teach and develop successful
academic skills in the areas of reading, writing, time management, organization, testing,
learning strategies and other general study skills.
3. Conducts one on one meetings with student athletes to provide support with learning
and problem solving.
4. Reviews student athlete work products and helps them to analyze their performance,
identify barriers, and develop strategies to help the student athlete be successful
academically.
5. Reviews current academic performance of preferred student athletes and determines
if specialized assistance is needed; conducts initial assessments and coordinates
educational testing for learning disabilities of student athletes with the Director
of Psychological Services.
6. Responsible for day-to-day oversight of the tutoring program and maintains appropriate
availability and knowledge of subject areas needed for student athletes.
7. Serves as a liaison with the Disability Services Center.
8. Coordinates student athlete progress toward degree plans. Regularly meets with
and updates coaches on the academic progress of team members.
9. Collaborates and builds rapport with university faculty and staff that facilitates
and deepens the development and use of the student support services available on campus.
10. Contributes to a work environment that encourages knowledge of, respect for, and
development of skills to engage with those of other cultures or backgrounds.
11. 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.
12. Supports the overall success of the Athletics department by performing other duties
as assigned.
SUPERVISION
The Athletics- Academic Learning Specialist may occasionally supervise student employees.
OFFICE OF HUMAN RESOURCES
MAY 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 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 1.0 - 150 Points: Work involves services including collecting, processing, and disseminating information for others to use. Work activities may be complex and may affect the accuracy, reliability, or acceptability of further processes or services, but typically involve providing information for others to use rather than requiring managerial decision-making on the part of the incumbent. Job activities typically have limited consequences for the department and relatively minor impact on the cost center. Jobs at this level typically involve no budgetary control except for the normal responsibilities associated with monitoring and reporting every day expenses.
