POSITION IDENTIFICATION
TITLE Special Assistant to the Head Coach
CLASSIFICATION NUMBER 5694
GRADE 42
CLASSIFICATION Exempt
IMMEDIATE SUPERVISOR Head Athletics Coach
GENERAL FUNCTION
The Special Assistant to the Head Coach assists and advises the Head Athletics Coach
by conducting analysis of game films and players for purposes of program and player
development, recruitment, and development of game strategy and special teams. The
Special Assistant to the Head Coach will act as a liaison between the athletic program
and the university community and the public, fostering an environment to promote well-being
and personal growth for the players, and is committed to ensuring adherence to all
policies, procedures and regulations required of the program. The Assistant to the
Head Coach will supervise graduate assistants and student employees.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor’s degree is required; a master’s degree is preferred.
Experience: At least 4 years of experience as a former player, on field coach, or
support staff member at an elite level with demonstrated excellent interpersonal and
communication skills to enhance interaction with student-athletes, peers, alumni,
administrative personnel, and the community is required. An equivalent combination
of years of experience and education may be considered for substitution of educational
requirements.
Skills: Strong oral and written communication skills as well as excellent interpersonal
skills are required. Computer literacy, particularly in word processing and database
management are required. The ability to develop knowledge of, respect for, and skills
to engage with those of other cultures or backgrounds is required.
Effort: Occasionally required to lift and carry boxes of materials and equipment weighing
twenty-five to fifty pounds.
Other: The scope of the job frequently requires travel and evening and/or weekend
activities, meetings, events, seminars and workshops.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Serves as advisor to Head Athletics Coach.
2. Assists the Head Athletics Coach with special projects for the sport program.
3. Conducts analysis for purposes of program and player development.
4. Analyzes film of opponents to contribute to the development of game strategy in
coaches’ meetings.
5. Assists with the overall practice and game day preparation, statistical analysis,
and video analysis of opposing teams.
6. Serves as the sports program liaison to the equipment department, strength and
conditioning, and Dr. Mary Jo Wynn Academic Achievement Center.
7. Assists the head coach with team travel, off-site practices, hotel arrangements
and meals.
8. Assists the Head Coach with on campus official and unofficial visits and develops
recruiting material.
9. Assists with self-scouting of offensive, defensive, and special team's schemes.
10. Speaks to various campus and community groups on behalf of the program.
11. Attends daily practices and competitions.
12. Supervises graduate assistants and student employees.
13. Assists in fostering an environment that promotes the well-being and personal
development of student-athletes.
14. Establishes and maintains effective interactions with the university community,
alumni, donors, media, and the public.
15. Demonstrates commitment and ensures adherence to University, Missouri Valley Conference
and NCAA policies, procedures, and regulations.
16. Contributes to a work environment that encourages knowledge of, respect for, and
development of skills to engage with those of other cultures or backgrounds.
17. 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 supervisor.
18. Contributes to the overall success of the University's intercollegiate athletics
program by performing all other duties and responsibilities as assigned.
SUPERVISION
The Special Assistant to the Head Coach is supervised by the Head Athletics Coach
and supervises graduate assistants and student employees.
OFFICE OF HUMAN RESOURCES
REVISED JUNE 2022
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3.0 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining 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, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate 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. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work 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 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 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 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.
