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Archive for the ‘job description’ Category

What does a Graduate Director of Enrollment Management and Student Services do?  Here is a current job description:

Reporting to the Dean of the College,

  • Oversee and direct enrollment management in the College’s Graduate Programs including:
    • Admission management – coordinate effort to advance and track students from prospect to enrolled student including recruiting, interviewing, corporate outreach, etc.
    • Marketing and communications – coordinate effort to clarify image of academic programs, establish enrollment targets to meet goals, understand the school’s differentiating factors and drive student prospects
    • Enrollment analytics – coordinate effort to collect and analyze data on internal and external factors affecting enrollment, student success (including retention), and the College’s image.
    • Retention – coordinate effort to keep and re-enroll students from one year to the next.
    • IT Management – coordinate use of information technology, including CRM and College’s web site, to maximize enrollment management effectiveness.
  • Oversee and direct student services in the College’s Graduate Programs including:
    • Experiential Learning – co-curricular activities and events that happen outside of the classroom such as leadership initiatives, workshops, student clubs, international travel, career preparation
    • Student Advising – coordinate efforta with Associate Dean of Graduate Programs to ensure that students receive high-quality advising services
    • Weekend Residencies for graduate program
    • IT Management – coordinate use of information technology to maximize delivery of student services to graduate students.
  • Coordinate relationships with:
    • University Graduate Admissions
    • University Marketing
    • University Financial Aid Office
    • University Registrar’s Office
    • Center for Career Development

Please note the high level of accountability associated with the position – this is important.   I would encourage anyone interested in this posting to learn more about NAGAP, The Association for Graduate Enrollment Management.  NAGAP is the only professional organization devoted exclusively to the concerns of individuals working in the graduate enrollment management environment.

from the pen of Dr. Percy Trappe

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MBANerdThe following is the job description for the MBA Director at our university.   Enjoy!

The individual in this position provides academic leadership for all aspects of the Master of Business Administration program including strategic planning, admissions and daily operations. Specific responsibilities include, but are not limited to, the following:
Curriculum Management

  • Leads Graduate Curriculum Committee activities and navigates proposals through University C&I process
  • Leads and coordinates assurance of learning

Academic Program Oversight

  • Serves as primary point of contact for prospective students
  • Promotes MBA Programs at information sessions
  • Reviews applications for admission and makes admissions recommendations to The Graduate School
  • Works with Academic Unit Heads to schedule faculty for MBA class offerings
  • Provides written teaching performance feedback to faculty and respective AUH’s for development and use in faculty annual evaluation process
  • Estimates revenues and expenses, by concentration, for input into self-supporting budgets
  • Coordinates with provider for iMBA international travel; moves proposals through purchasing process
  • Updates annually the Business Administration section of the graduate catalog
  • Writes annual report for MBA Programs
  • Maintains and reports data for rankings to U.S. News & World Report, The Princeton Review and Bloomberg BusinessWeek
  • Collects data for AACSB BSQ
  • Ensures adjunct MBA instructors meet College of Business faculty qualification standards
  • Creates program objectives, sets goals and reports outcomes
  • Monitors student progression and audits graduation applications
  • Provides academic advising to students
  • Manages the student grade appeal process

Supervisory Responsibility

  • MBA Program Administrative Assistant
  • Coordinates with faculty Teaching in MBA Program
  • Leadership Development Consultants

Qualifications and Requirements

  • Academic preparation: Ph.D. degree, rank of Associate or Professor
  • Experience teaching in MBA program or previous work experience with an MBA program
  • Teaching load – 9 credits per academic year
  • 12-month position
  • Solid record of scholarship, teaching, and service
  • Excellent interpersonal, oral and written communication skills
  • Ability to work collaboratively with Department Heads, faculty, and staff, as well as with colleagues across the campus community

I would encourage anyone looking at hiring a MBA Director to look at and consider the position description for Graduate Director of Enrollment Management and Student Services.    Clarity of roles in the MBA office is extremely important when looking to maximize team effectiveness.

from the pen of Dr. Percy Trappe

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dean_cain_2b (1)What questions may a dean candidate be asked on a site visit?

  1. Why are you interested in the Dean’s position at our university?
  2. In 3-5 years if you are the Dean, what will our college be known for?
  3. What things can be done to revive the scholarship of the senior faculty?
  4. What is your day-to-day management style?
  5. How would you address the communication challenges that we face?  Internal?  External?
  6. What role would the development officer play in your deanship?
  7. How would you make the transition from your current school to our school?
  8. What are your thoughts about international education?  Students?  Faculty?
  9. What are your thoughts about class size?
  10. We are resource poor – what would you do about this?
  11. How would you manage our relationship with the rest of the university?

– from the pen of Dr. Percy Trappe

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aacsb-logoA colleague of mine served on a search committee for the Dean of their AACSB-accredited business school.   He told me that their university used eight screening criteria when reviewing CV’s.  I hope that this helps any dean seekers!

1) Academic credentials: Did the candidate have a decent list of pubs, with at least one good solid A pub? Basically, did the candidate have the gravitas needed to fight it out with the other deans and senior faculty? Ideally, the candidate should be qualified for the professor rank.

2) Management experience: Has the candidate worked in a dean’s office or perhaps served as chair of a large department? Was there some sort of strategic initiative on the record to talk about? Any experience with a non-trivial budget?

3) Knowledge of Academic Programs: Would the candidate understand the programs at our school? For example, would he/she get the difference between an MBA programs and an MSA program?

4) Cultural Fit: Can the candidate fit in to our culture/way of doing things? This one had a big impact because many candidates scored low. When somebody was a good fit, they really stood out!

5) Resource development: Has the person done hiring, firing, and retention? Founded a center, department, program?

6) External relationships: Fundraising experience? Board experience? etc.

7) AACSB: This one was big! Did the candidate ever take a leadership role in the AACSB accreditation process.

8) Commitment to faculty development: Is there a record of mentoring? Did the candidate work with junior faculty? (This one was almost impossible to judge from a CV, so most people got a default, middling score.)

– from the pen of Dr. Percy Trappe

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Today we met with the firm that will be leading our search for a new dean for our business school.    Our faculty described the qualities we are looking for in a dean.  Here are some of my notes:

  1.  strong development skills
  2. a more open decision-making process
  3. ability to reach a vision and communicate this to constituents
  4. have an established research record
  5. have the ability to obtain resources on campus
  6. strong interpersonal skills
  7. ability to inspire students
  8. ability to inspire faculty
  9. involve faculty in the planning process
  10. involve local business community

The executive from the search firm described how there is a lack of talent in higher education administration today.   He would like to see more candidates that genuinely enjoy working with external constituents.    What are your thoughts?

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In October 2011, the Korn/Ferry Institute issued a white paper entitled “The Business School Dean Redefined”.  The paper outlines several broad categories of leadership skills required by modern business school deans: 1) strategic skills, 2) enterprise management, 3) innovation, and 4) people and relationship effectiveness.  Typically the “meat” of the paper can be found interviews with current and past business deans.   The following two quotes really resonated with me:

Sally Blount, Dean of Northwestern University’s Kellogg School of Management, credits  the following advice to Boeing CEO Jim McNerney, Jr..

Your message internally and externally must be absolutely seamless, and you better take internal communications just as seriously as you take external branding and public relations.

Along these same lines, Phil Hanlon, provost at the University of Michigan, has the following say:

The key skills of the dean include innovating, dealing with situations that you have not dealt with before, and possessing the confidence and the experience to be entrepreneurial.

A full copy of the Korn/Ferry report can be found here.

In addition, I would highly recommend that you read my posting on “Screening Criteria for the Business School Dean”.  There are valuable insights to be found.

– from the pen of Dr. Percy Trappe

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What characteristics do you look for when searching for a university president, an academic vice president, a dean or an associate dean?  I have served on all levels of university search committees seeking top individuals to lead our academic institutions and colleges.    If you look at a typical job description for an academic leader it will almost certainly list attributes such as:  (1) a distinguished record of accomplishment in higher education, (2) demonstrated leadership skills,  (3) strong administrative and management skills, and (4) an effective and proven track record in fundraising.

What guidance can I give to academic search committees?  According to George Bradt, managing director of the  executive onboarding  firm PrimeGenesis, “There Are Only Three True Job Interview Questions.   These are:

1.  Can the candidate do the job?  (candidate’s strengths)
2.  Will the candidate love the job? (candidate’s motivation)
3.  Can we tolerate working with candidate? (candidate’s fit)

According to Bradt, all interview questions derive from these three basic categories.  Bradt goes on to say:

If you’re the one being interviewed, prepare by thinking through examples that illustrate your strengths, what motivates you about the organization and role you’re interviewing for, and the fit between your own preferences and the organization’s Behaviors, Relationships, Attitudes, Values, and Environment (BRAVE).  But remember that interviews are exercises in solution selling.  They are not about you.

Think of the interview process as a chance for you to show your ability to solve the organization and interviewer’s problem. That’s why you need to highlight strengths in the areas most important to the interviewers, talk about how you would be motivated by the role’s challenges, and discuss why you would be a BRAVE fit with the organization’s culture.

It sure seems like good advice for academics!

– from the pen of Dr. Percy Trappe

For more on this topic, see my post “Academic Dean – Job Interview Questions (Part II)”.  It turns out the the source for this material can be found in the book entitled ‘The New Leader’s 100-Day Action Plan’.

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