Executive Director For Academic Personnel

Type of Appointment:Full Time, At-WillJob Classification:Administrator IIAnticipated Hiring Range:$12,000 - $13,370 per month (Commensurate with qualifications and experience)Work Schedule:Monday - Friday 8:00 am - 5:00 pmTHE DEPARTMENT:The Office of Faculty Affairs (OFA) is part of the Academic Affairs Division, and it provides leadership to the university in the development, implementation, and administration of academic personnel policies and procedures. More specifically, the OFA provides leadership and administrative support, and training as appropriate, to faculty members, departments, colleges, and university committees in the in all matters relating to faculty development, recruitment, retention, and promotion of faculty, academic leadership training and support, sabbaticals, and faculty well-being. Additionally, the Office handles contract matters and grievances related to Unit 3 members: probationary and tenured faculty, temporary faculty (lecturers), librarians, counselor faculty, and coaches, as well as Academic Student Employees represented by Unit 11: Graduate Assistants (GA), Teaching Associates (TA), and Instructional Student Assistants (ISA). The Office has also oversight of the Center for the Advancement of Faculty Excellence (CAFE). Working as a close partner with Faculty Affairs, the Center for the Advancement of Faculty Excellence is dedicated to Cal Poly Pomona's mission of providing an outstanding education to all our students, with a special focus on providing resources to enhance faculty work and life. This unit supports all faculty in learner-centered teaching, research and creative activities, and service to the university and community, being also a resource for faculty to find and use the best technologies in pedagogically excellent ways to support student learning.DUTIES AND RESPONSIBILITIES:Administer, interpret and ensure compliance with the California Faculty Association (CFA, Unit 3) and Academic Student Employees (Unit 11) Collective Bargaining Agreements.Serve as lead management advocate in faculty statutory grievances {SB **** panels) and as primary resource on implementation of Unit 3 and Unit 11 Collective Bargaining Agreements. Provides counsel to administrators, supervisors, and employees related to formal and informal grievances, complaints and employee disputes.Conducts meetings, research allegations, and provide written responses to numerous legal/labor relations issues and assess potential liability for the campus and CSU.Investigate and prepare responses/reports involving complaints of faculty unprofessional conduct, Level 1 grievances for Unit 3 and Step 1 grievances for Unit 11.Participate in the development and review of academic personnel policy. Facilitate the process through shared governance and active participation on the Faculty Affairs Committee of the Academic Senate.Review and approve background checks for faculty and student instructors within the Division of Academic Affairs.Develop strategies with Provost and Deans for solving Academic Personnel matters.Implement academic discipline process, including drafting disciplinary documentation.Provide advice and assistance to Department Chairs, Associate Deans, and Deans on counseling process and documentation including formal reprimands, contractual obligations, and progressive discipline. Assist with preparing appropriate feedback for performance evaluations.Serves as lead management advocate in faculty statutory grievances (SB **** panels).Assess and recommend the ongoing and future training and leadership development needs in Academic Affairs and work closely with the Director of Employee and Organizational Development and Advancement to provide relevant and effective professional development opportunities to improve department climate, inclusiveness, diversity and other topics as appropriate.Assist CSU Labor Relations Directors and Legal Counsel in preparation for mediations, arbitration, and administrative/court hearings.Negotiate campus settlement agreements.Respond to a variety of internal and third-party sources for documents for information, e.g., subpoenas, Public Records Act Requests, and Union Information Requests.Keep the AVPFA informed regarding significant problems that jeopardize achievement of objectives.Assist AVPFA with various issues related to faculty affairs including policy implementation and work related to faculty peer review committees.Provide training to various constituencies, including annual Unit 3 and Unit 11 workshops to college leadership, and multiple workshops throughout the year on a variety of topics, including CBA changes and new CSU driven policy and initiatives (e.g., additional employment).Serve as campus Subject Matter Expert for Temporary Faculty Module for CSU CHRS system-wide initiative.Serve as a faculty management representative on the campus Threat Management Team.Serve as a faculty management representative on the IT Working Security Group and IT Security Management groups.Serve as the liaison between FA and the Office of Equity and Inclusion, /Title IX Coordinator/ ADA Coordinator/Employee Labor Relations on a case- by-case basis.Participate in Other Conduct of Concern and Cozen Implementation Task Forces for evaluating campus policies/procedures to identify and close gaps in campus processes.Attend meetings with Behavioral Intervention Team to address problematic cases concerning interpersonal issues between student(s), staff, and faculty/academic personnel.QUALIFICATIONS:Master's Degree - From an accredited university in labor relations, human resources management, public administration, business administration, organizational planning/policy, law or an appropriate academic field.Driver License, Valid and in State Valid CA Driver's license with insurance.5 years of experience in leadership/management roles Experience working effectively in a culturally and ethnically diverse communityExperience in conflict resolution and/or mediationExtensive knowledge and implementation experience with CSU Unit 3 and Unit 11 Collective Bargaining Agreements.Ability to develop, interpret, implement and articulate complex personnel policies.Ability and knowledge to formulate innovative approaches in the development and administration of faculty and academic student personnel functions.Communicate effectively both orally and in writing.Ability to rapidly acquire a thorough knowledge of the organizational and functional structure of the university.Interface and coordinate with other university departments.Establish and maintain cooperative working relationships in a multicultural and diverse environment.Excellent interpersonal skills including commitment to modeling and promoting civility in the workplace.PREFERRED QUALIFICATIONS:Terminal Degree in Academic Discipline JD from an accredited law school.Successful experience in a collective bargaining environment, including adjudicating grievances. Knowledge of CSU Unit 3 (Faculty) and Unit 11 (Academic Student Employees) employee contracts.Experience representing employer before administrative boards and arbitration hearings.Familiarity with employee relations issues for Teaching Associates, Graduate Assistants, and Instructional Student Assistants.Out of State WorkThe California State University (CSU) system is a network of twenty-three public universities providing access to a quality education through the support of California taxpayers. Part of CSU's mission is to prepare educated, responsible individuals to contribute to California's schools, economy, culture, and future. As an agency of the State of California, the CSU's business operations almost exclusively reside within California. The CSU Out-of-State Employment Policy prohibits hiring employees to perform CSU-related work outside California. For more information, go to the California State University Out-of-State Employment Policy .Background CheckCal Poly Pomona will make a conditional offer of employment to final job candidates, pending the satisfactory completion of a background check (including a criminal records check). The conditional offer of employment may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. In determining the suitability of the candidate for the position, Cal Poly Pomona will give an individualized assessment to any information that the applicant submits for consideration regarding the criminal conviction history such as the nature, gravity and recency of the conviction, the candidate's conduct, performance or rehabilitation efforts since the conviction and the nature of the job applied for. For more information, go to the California State University Background Check Policy .Education Code ***** RequirementApplicants will be required to disclose whether they have received a final administrative decision or final judicial decision determining that they have committed sexual harassment within the last 7 years only after a determination is made that they meet the minimum qualifications for the position, and before an offer of employment is extended. Applicants who reach the final stages of the application process must also sign a release form that authorizes the release of information by the applicant's current and/or former employers to the CSU concerning any substantiated allegations of misconduct.CSU Classification Salary RangeThe CSU Classification Standards for this position are located on the CSU Classification Standards website. The CSU Salary Schedule is located on theCSU Salary Schedule website . The classification salary range for this position according to the respective skill level is: minimum $5,053 and maximum $16,221 per month. Please refer to the anticipated hiring range for the appropriate salary rate for this particular position.Employment Eligibility VerificationCal Poly Pomona hires only individuals lawfully authorized to work in the United States. In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification form upon hire. For more information, go the I-9 Acceptable Documents website .University Driving RequirementPositions that require driving for university business by using a personal or state vehicle must comply with the Authorized University Driver Policy. Driving records are monitored and evaluated by the Risk Management Department. The Risk Management Department evaluates a good driving report based on the following criteria. The driver must: 1. Have a valid California or other State Driver's license. 2. Have no more than 3 motor vehicle violations or been the cause of 3 accidents in a 12-month period (or any combination of 3 thereof) 3. Not have more than 3 DMV Points, if their license is Class C or, 4. Not have more than 5 DMV Points, if their license is Class A, B, or C with endorsements. For more information, go to the Authorized University Driver Policy .Conflict of InterestThis position is a "designated position" in the California State University's Conflict of Interest Code. The successful candidate accepting this position is required to file financial interest disclosure forms subject to state regulations. For more information, go to the Conflict of Interest policy .Outside Employment DisclosureExecutive and Management Plan Personnel employees must disclose all current outside employment at the time of hire as a precondition of hire and at the following times after hire: annually in July, within 30 days of accepting outside employment, and upon their manager's request. For more information, go to the Outside Employment Disclosure policy .Child Abuse/Neglect Reporting Act (CANRA)The person holding this position is considered a "mandated reporter" under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order **** as a condition of employment. Read more at the California Child Abuse and Neglect Reporting Act policy .Security & Fire SafetyIn compliance with state and federal crime awareness and campus security legislation, including the Jeanne Clery Campus Safety Act, California Education Code section *****, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona's Annual Security Report and Annual Fire Safety Report are available for viewing at Cal Poly Pomona's Annual Security ReportandCal Poly Pomona's Annual Fire Safety Report. Pay Transparency NondiscriminationAs a federal contractor, Cal Poly Pomona will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. For more information, see thePay Transparency Nondiscrimination Provision posterReasonable AccommodationWe provide reasonable accommodations to applicants and employees with disabilities. Applicants with questions about access or requiring a reasonable accommodation for any part of the application or hiring process should contact the ADA Coordinator by email at ******. For more information, go toEmployment Notices .Equal Employment OpportunityConsistent with California law and federal civil rights laws, Cal Poly Pomona provides equal opportunity in employment without unlawful discrimination or preferential treatment based on race, sex, color, ethnicity, or national origin. Our commitment to equal opportunity means ensuring that every employee has access to the resources and support they need to thrive and succeed in a university environment and in their communities. Cal Poly Pomona complies with Title VI of the Civil Rights Act of ****, Title IX of the Education Amendments of ****, the Americans with Disabilities Act (ADA), Section 504 of the Rehabilitation Act, the California Equity in Higher Education Act, California's Proposition 209 (Art. I, Section 31 of the California Constitution), other applicable state and federal anti-discrimination laws, and CSU's Nondiscrimination Policy. We prohibit discriminatory preferential treatment, segregation based on race or any other protected status, and all forms of discrimination, harassment, and retaliation in all university programs, policies, and practices.As a federal contractor, Cal Poly Pomona complies with the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) and requests priority referral of protected veterans for our job openings.Other NoticesFor other important employment notices, we invite you to visit Cal Poly Pomona's Employment Notices web page.