Assistant Director of Institutional Assessment

Essential Functions and Responsibilities
1. Coordinate the collections and analysis of assessment data.
2. Assists departments with methods of ensuring assessment of their Strategic Plan.
3. Assist with assessment processes leading up to the completion of compliance reports.
4. Provide training in assessment strategies and/or assessment analysis.
5. Maintain all assessment reporting/storage in the University assessment management system.
6. Coordinate the assessment of the following major areas: program learning outcomes, program/major reviews on 5-year cycle, course syllabi review on 3-year cycle, licensure/accreditation for the discipline as applicable, general education competencies as applicable, co-curricular objectives.
7. Assist with Assessment Day activities.
8. Other tasks as assigned by the Vice Provost for Institutional Effectiveness and Research and the Director of Institutional Assessment.
9. Remain abreast of existing and emerging technologies, processes, products, services, and leading industry performance benchmarks.
10. Collaborate effectively as a team member, embracing and fostering LU’s mission.

Qualifications, Credentials, and Competencies
Four-year college degree (Master’s preferred), with a concentration in a quantitative discipline, 1+ years in higher education with a relevant combination of assessment, data analysis, and institutional research experience. Demonstrated competency can be considered equivalent where appropriate.

Effective communication both verbally and in writing. Ability to intuitively reason, analyze information and events, and apply judgment in order to solve problems of both a routine and complex nature. Excellent computer and organizational skills. Regularly lift 10 or fewer pounds. Proof of a valid Virginia driver’s license, an acceptable DMV record, and liability insurance is required.

Time Type
Full time

Location
Onsite

Pay Range
Compensation is determined based on factors such as qualifications, experience, education, skills, and certifications, along with University needs and external market conditions. Market benchmarks may be used, as appropriate, in combination with internal equity to ensure pay is fair and aligned with the broader compensation structure.

The position may also be eligible for comprehensive benefits , including health insurance, retirement plans, and tuition assistance.

$50,000.00 - $60,000.00

The University is an Equal Opportunity Employer. We believe it is our moral and legal obligation to meet the responsibility of ensuring that all management practices regarding employees are conducted in a nondiscriminatory manner. In compliance with Title VII of the 1964 Civil Rights Act, and other applicable federal and state statutes, all recruiting, hiring, training, and promoting for all job classifications will be administered without regard to race, color, ancestry, age, sex, national origin, pregnancy or childbirth, disability, military veteran status or other applicable status protected by law, including state of employment protected classes. It is, therefore, our policy and intention to evaluate all employees and prospective employees strictly according to the requirements of the job. All personnel related activities such as compensation, benefits, transfers, job classification, assignments, working conditions, educational assistance, terminations, layoffs, and return from layoffs, and all other terms, conditions and privileges of employment will be administered without regard to race, color, ancestry, age, sex, national origin, pregnancy or childbirth, disability, military veteran status or other applicable status protected by law, including all applicable state of employment protected classes. The University is a Christian religious-affiliated organization; and as such, is not subject to religious discrimination requirements. The University’s hiring practices and EEO discrimination practices are in full compliance with both federal and state law. Federal law creates an exception to the “religion” component of the employment discrimination laws for religious organizations (including educational institutions), and permits them to give employment practice preference to members of their own religious beliefs.