General Information
| Job Description | ACAD HR SUPV 2 | Working Title | Assistant Director |
|---|---|---|---|
| Job Code | 007711 | Grade | 24 |
| Department Name | CNAS Personnel Service Center - D01339 | Department Head | Jennifer Farias |
| Supervisor | Joyleen Salas | Effective Date | 06/01/2022 |
Position(s) Directly Supervised
| Job Code | Title | FTE |
|---|---|---|
| 007714 | ACAD HR ANL 2 | 3.0 |
| 004722 | BLANK AST 3 | 3.0 |
Generic Scope
| Provides direct supervision typically to professionals or skilled technical employees. Functions as advisor to unit and administration. Analyzes and resolves problems, interprets policies (e.g., fiscal management, HR, contracts and grants, resource management in defined areas) and demonstrates solid subject matter knowledge. Exercises judgment within defined procedures and policies to determine appropriate action. Supervises staff to assure accountability and stewardship of department resources (operational, financial, and human) in compliance with departmental goals and objectives. |
Custom Scope
| Receives assignments in the form of objectives with goals and the process by which to meet goals. Provides direction to academic HR staff according to established policies and management guidance. Administers academic HR policies that directly affect subordinate staff. Recommends changes to department policies and practices. Identifies risks and responds accordingly. Provides priority setting and work flow analysis. Responsible for the activities of a section or department with responsibility for results. |
Department Custom Scope
| Under the general direction of the Director of the Academic Personnel Services Unit (APSU) in the Harvest Shared Services Center (HARVEST SCC) in the College of Natural and Agricultural Sciences, this position will serve as Assistant Director and provide support with the coordination of all academic senate and non-senate recruitments, appointments, reappointments, and help to facilitate the annual merit and promotion process. The incumbent will act as supervisor of the assigned staff supporting these processes, as well as all other academic personnel functions and serve as backup to the Director. |
Education & Experience Requirements
Education Requirements
| Degree | Requirement |
|---|---|
| Bachelor's degree in related area and/or equivalent experience/training. | Required |
Experience Requirements
| Experience | Requirement |
|---|---|
| 6 - 10 years of related experience. | Required |
| Demonstrated experience in the management and supervision of staff personnel, including recruiting and selecting staff, training, setting high standards of performance, performance management, goal setting and reorganizing job duties. | Preferred |
| Previous supervisory/managerial experience. | Preferred |
License Requirements
Certification Requirements
| Certification | Requirement |
|---|
Educational Condition Requirements
| Condition | Requirement |
|---|
Key Responsibilities
| Description | % Time |
|---|---|
| Supervises a section or unit responsible for some or all of the following areas for senior academic employees: recruitment and retention efforts, pay administration, employee benefits, health and safety, and affirmative action plans. | 15 |
| Participates in the development and monitoring of policies and procedures for department or department operations. | 15 |
| Provides interpretation of complex academic HR policies and procedures with risk management exposure for the organization, such as final appraisal and security of employment reviews. | 10 |
| Performs complex analytical, interpretive and evaluative tasks; addresses complex/unique problems and issues without precedent or structure. Formulates recommendations, and implements decisions in concert with the Director on behalf of college leadership on issues relating to academic personnel, including issues involving the union contracts (i.e., American Federation of Teachers (AFT) - relating Unit 18 Faculty appointments and the United Auto Workers (UAW) - relating to Postdoctoral Scholars, Academic Researchers Unit, and Academic Student Employees (ASE). | 10 |
| Responsible for overseeing the development and implementation of training programs and materials to orient new academic personnel staff across the college and ensure that existing staff are properly trained and informed with regard to current academic personnel practices, processes and procedures. Training of Dept AP staff consists of all related senate and non-senate academic matters at the departmental level, including the use of the following campus/college systems: APRecruit, International scholar Services (ISS), Snapshot Tool, etc. Training of AP Analysts consists of all senate and non-senate matters at the decanal level, including the use of the following campus/colleg systems: eFilePlus, Human Resources Data Warehouse (HRDW), ACAPERS, Start-Up Module, etc. | 10 |
| Assists the Director in overseeing all academic personnel actions for all ladder-rank faculty and non-senate academics (e.g., appointment, reappointment, recruitment, search waiver, leave of absence (including sabbatical), academic merit and promotion review, visa request, course buyout, recall, stop the clock request, active service modified duties, instructional workload request for Lectures, etc.) in the 13 departments and various centers in the College. Non-senate academics include Academic Administrators, Adjunct Professors, Postdoctoral Scholars, Professional Researchers, Project Scientists, Visiting and without salary titles. | 10 |
| Serves as expert resource for the unit on academic HR issues. | 5 |
| Oversees a support staff involved in the processing and maintenance of academic HR records. | 5 |
| Participates in developing and monitoring operational and budget processes, staff FTE, finance, human resources and space planning. | 5 |
| Recommends hiring of new employees, salary actions, terminations, and performance ratings. | 5 |
| Oversee web-based online applications within the College's Academic Personnel System (ACAPERS) database (i.e., start-up module for faculty hires, faculty recruitment data, merit and promotion tracking, etc. | 5 |
| Serves as backup for the Director as needed | 5 |
Knowledge, Skills & Abilities
| Knowledge/Skill/Ability | Requirement |
|---|---|
| Able to interpret complex academic HR policies and procedures with risk management exposure to the organization. | Required |
| Requires political acumen and risk management awareness to prevent potentially litigious personnel actions. | Required |
| Comprehensive understanding of the academic review process. | Required |
| Able to provide guidance and coaching of process and policies to individual academics, unit management, and various committee groups. | Required |
| Strong decision making, analytical, problem solving, critical thinking, and resource management skills. | Required |
| Requires strong knowledge of organization and system academic HR policies, guidelines, and procedures. | Required |
| Skill in prioritizing, planning, and organizing assignments; working efficiently under tight time schedules and completing tasks in a timely and accurate manner. | Preferred |
| Advanced expertise using computer software applications utilizing Microsoft Office Suite; proficient in use of a campus electronic academic file application system; proficient in use of electronic mail and internet applications. | Preferred |
Special Requirements & Conditions
| Special Condition | Requirement |
|---|
Other Special Requirements & Conditions
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Level of Supervision Received
| Direction |
Environment
Working Environment
| Campus |
Other Requirements
Items Used
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Physical Requirements
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Mental Requirements
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Environmental Requirements
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Critical Position
| Is Critical Position: Yes |