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Sauk Valley Community College Human Resources

Job Descriptions

JOB DESCRIPTION

Job Description Listing

TITLE:

Faculty Academic Assessment Leader

SUPERVISED BY:

Vice President of Academics and Student Services

DEPARTMENT:

Academic Services

GRADE:

The Faculty Assessment Leader may complete work as time allows; however, some events/reports have hard deadlines (see below). 

CATEGORY:

Faculty

STATUS:

Exempt 

FUNCTION OF THE JOB:

Coordinate faculty efforts in planning, executing, collecting, documenting, and acting upon assessment data. When dealing with academic assessment issues, provide the main point of contact between faculty and the Vice President of Academics and Student Services and the Vice President of Research, Planning, and Information Affairs.

DUTIES AND RESPONSIBILITIES

  1. Co-chair the assessment committee; work with the Vice President of Research, Planning, and Information Affairs to schedule monthly meetings during the academic year and lead discussions at those meetings. Ensure that all meetings are documented with detailed minutes which are populated on FAST.
  2. Lead the full faculty and the assessment committee in reviewing academic assessment data and proposing program and institutional changes based upon that data.
  3. Serve as a liaison between the Faculty Leaders and the assessment committee to facilitate implementation of the assessment plan.
  4. Recommend the agenda and the schedule for full faculty assessment meetings; lead faculty discussions during the full faculty meetings that are assessment focused.
  5. In May, make recommendations to administration for the assessment program budget. Monitor all expenses and stay within budget unless authorized by administration.
  6. Be the primary point of contact of the assessment system during HLC reviews; provide additional written reports which may be necessary during HLC reviews.
  7. Attend one regional assessment workshop/conference and the HLC national conference annually.
  8. Coordinate attendance of assessment committee members at selected assessment workshops/conferences (i.e., Illinois Annual Assessment Fair, assessment group meetings, HLC conferences).
  9. Facilitate discussions with the full faculty and with the assessment committee annually on the assessment plan. Propose revisions to the assessment plan at first meeting of the assessment committee in the fall semester; immediately institute any adopted revisions for the upcoming academic year.
  10. Ensure that the latest assessment plan is updated in FAST on the SVCC website and is easily retrievable by interested parties by September of each year.
  11. Write the annual assessment report, submitting the draft for discussion and approval at the last assessment committee meeting of the academic year (April or May). The final assessment report is published no later than June 30th of each year. Required report sections include (a) describe faculty participation (full-time, adjunct, and dual credit) and provide recommendations to improve participation in the future (b) document (date and time) all full faculty meetings, area meetings, and assessment committee meetings and provide recommendations (c) document how the assessment system data was published internally and externally (d) describe any survey instruments used for academic assessment, summarize data, and provide recommendations (e) describe any accomplishments or recommendations of improved student learning in area/program or institutional level that "closes the loop" on the assessment process (f) recommend any changes to the assessment system.
  12. Attend the Board of Trustees meeting where the assessment report is discussed. Answer any questions from Board members about the report or the assessment system.
  13. Work with the marketing and recruiting department representatives to advertise the assessment practices at the College. A marketing plan should be developed and initiated annually by the first day of fall classes.
  14. Work with faculty leaders to create a plan to encourage full-time, adjunct, and dual credit faculty to participate in assessment practices. Regular follow-up with faculty leaders is expected in order to attain high levels of faculty participation.
  15. Annually review the faculty assessment leader job description; make any recommendations for revisions to administration by June 1st of each year.
  16. Assume all other reasonable professional duties and responsibilities as assigned by the supervisor.

ESSENTIAL FUNCTIONS:

  1. Must understand and support the mission of the community college.
  2. Strong organizational skills.
  3. Strong written and oral communication skills.
  4. Ability to conduct duties and responsibilities in the midst of other teaching and/or advising requirements.
  5. Serve as a resource to faculty on academic assessment.

PERSONAL INTERACTION:

Frequent and personal contact is made with all levels of college personnel, faculty, students, and organizations in relation to specific departmental duties and services.

SUPERVISION EXERCISED:

No supervision required.

REQUIREMENTS:

Faculty Assessment Leader will be evaluated by the Vice President of Academics and Student Services based upon job performance. Much of this evaluation will be based on whether the Faculty Assessment Leader has met the mandates as described in this job description. Full-time and adjunct faculty input will also be part of this evaluation.

Revised:

9/1/15; 1/16/16

TORT LIABILITY STATEMENT:

Coordinates the College Risk Management Program in a capacity appropriate to this position. This includes, but is not limited to, monitoring conditions, events and circumstances present through daily College operations, and communicating observations to the appropriate supervisor or taking necessary actions to correct, prevent or limit safety problems. May serve as a member of a committee that supports the health, safety and/or legal rights of visitors, students and staff. Such committees may include the AA/EEO, Sexual Harassment, and Safety/Loss Control committees. (Risk Management Categories I, III, IV. See Tort file.)


This description is intended to indicate the kinds and levels of work difficulty that will be required of the position that will be given the title and shall not be construed as declaring what specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the right of the supervisor to assign, direct, and control the work of employees under supervision. The use of a particular expression or illustration describing duties shall not be held to exclude other duties not mentioned that are of a similar kind or level of difficulty.