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Art Center College of Design

Associate Director of Student Conduct

Art Center College of Design, Pasadena, California, United States, 91122


ArtCenter College of Design is searching for an experienced Associate Director of Student Conduct to join our team.

The salary range for this position: $60,000.00 - 70,000.00

Final salary is based on education, experience, skills relevant to the role, and internal equity.

About ArtCenterFounded in 1930 and located in Pasadena, California, ArtCenter College of Design is a global leader in art and design education and has had an international reputation for its rigorous, transdisciplinary curriculum, faculty of professionals, strong ties to industry, and commitment to socially responsible design. ArtCenter is a private nonprofit fully accredited by the WASC Senior College and University Commission (WSCUC).

Every position at ArtCenter plays an important part in carrying out the values, goals, strategic vision, and mission of the College. This includes diversity, equity, inclusion, access, belonging (DEIAB) and culture.

Reporting to the College’s Associate Dean of Students, Director of the Center for the Student Experience, the Associate Director will serve as the leader within the student affairs department to coordinate student conduct processes. This position will be the primary point of contact for reports of potential violations of the student code of conduct as well as student behavior that is otherwise not conducive to a productive learning environment for students. The Associate Director will coordinate outreach, conduct intake and investigation, and implement appropriate follow-up to foster a learning environment that is welcoming, safe, and non-discriminatory.

This is a full-time position. Normal business hours are Monday through Friday, 8:30 a.m. to 4:30 p.m. or as defined by the department. The position is eligible for flexible scheduling and can be performed on-site, hybrid in-region or may be required as a condition of employment. The demands of this work may include weekends or evenings.

Essential Functions

Intakes, Investigations, and Findings — 65%

Manage the daily responsibilities associated with student misconduct intakes

Interview relevant parties; act as a neutral party through all aspects of investigation and ensure a fair and neutral process for all parties; identify appropriate College policy and process to resolve complaints in a prompt and equitable manner; provide resource referrals to students who could benefit from additional support; maintain a high level of confidentiality in all proceedings

Maintain accurate and thorough records

With guidance from the Associate Dean of Students where necessary, determine appropriate sanctions or supportive measures with the overall goal to create an educational and equitable student conduct process

Assist students in mediating conflicts with other students and provide support and resources to help students feel safe and welcomed in their learning environment

Collaboration and Communication—20%

Provide guidance and support to academic staff and faculty on academic misconduct violations. Ensure appropriate documentation of academic misconduct violations. Assist in administering appropriate sanctions for these violations.

Serve on the Academic Misconduct Committee and the Academic and Creative Integrity Committee

Provide guidance to staff and faculty on student conduct policies and procedures

Perform disciplinary checks for Exchange and Study away programs and other college stakeholders

Communicate and coordinate with campus security on student conduct related issues

Collaborate with the Title IX office on cases where appropriate

Communicate with International Student Services, Enrollment Services, and academic departments as appropriate to ensure the appropriate follow-up for student sanctions

Collaborate with faculty, administrators, students, staff, families, community groups, and others in order to support programs, services and the mission and goals of the CSE and the College

Manage Student Trainings — 10%

Assign, manage, and communicate about required student trainings

Marginal Job Functions — 5%

Must be responsive to work-related phone calls and emails during non-business hours on occasion, especially for relevant crisis intervention and emergency response

Recordkeeping, electronically or manually, of investigations, intakes, reports, evidence, etc.

Perform other duties as assigned by the Associate Dean of Students and/or the Vice President for Student Affairs

Required Qualifications:

Bachelor’s degree in Higher Education Administration, Counseling Education, Student Affairs, Social Work, or a related field, from an accredited college or institution

Knowledge of Title IX, VAWA, Clery Act, and other relevant anti-discrimination laws, regulations, policies, and guidance for harassment-free workplaces and educational environments

Understanding of FERPA and student rights and responsibilities in a higher education context

3 – 5 years of full time equivalent and progressive experience working directly with student conduct/rights/responsibilities in a higher education or related setting, including intake, documentation, investigation, risk assessment, intervention, education, and referral

Strong interpersonal and communication skills for interaction with internal and external partners and customers

Excellent investigative, interviewing, evidence, and assessment skills

Expertise in problem-solving and conflict-resolution

Sophisticated project management, organizational, and analytical skills

Demonstrated success in and a commitment to diversity and inclusion, providing equitable and respectful treatment to all individuals, and fostering positive relationships with diverse constituencies

Preferred Qualifications

Master’s degree in Higher Education Administration, Counseling Education, Student Affairs, Social Work, or a related field from an accredited college or institution

Demonstrated experience creating and sustaining solution-oriented policies, programs, and procedures for a college or university

Experience working with Maxient, or similar case-management technology

Physical Demands and Working Environment

The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Environment: Work is performed primarily in a standard office setting with frequent interruptions and distractions; walk-in activity, extended periods of time viewing computer monitor; frequent interactions with other individuals. Due to the nature of the work environment, there is regular exposure to fumes, dust and noise.

Physical: The position is generally performed in an office setting. Primary functions require sufficient physical ability and mobility to work in an office setting or attend/work events; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight (up to 20 pounds); to operate modern office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; and to verbally communicate to exchange information. Regular and consistent attendance are required for most positions. Ability to travel between campuses.

Vision: Must be able to have the visual capacity to perform activities such as preparing and reading reports, viewing a computer terminal and other normal office work with or without correction.

Hearing: Must be able to communicate effectively in the course of normal office communication or exchange ideas with or without correction.

The above statements are intended to describe the general nature and level of work performed by the employee assigned to this job; they do not purport to describe all functions. Employees may be assigned other duties, and the essential functions may be changed from time to time as necessary.

Diversity StatementArtCenter is fully committed to fostering a culture that values diversity, equity, inclusion, access and belonging not only in vision but in practice. Our path forward is predicated on our belief that multiple points of view, life experiences, ethnicities, cultures and belief systems are essential to academic and creative excellence. We strive to learn more about difference while respecting the rich diversity in our world, attending to important questions about racial injustice and decolonizing our curriculum. Our campus environment must be vigilant in supporting the full participation of students, faculty, and staff of every race, color, ethnicity, sex, gender, gender identity or expression, marital status, religion, sexual orientation, age, disability, veteran status, socioeconomic status and political viewpoint.

Equal Opportunity EmployerArtCenter is committed to a policy of equal employment opportunity and does not discriminate against its employees or applicants on the basis of race (including hair texture and protective hairstyle), color, religion (includes religious dress and grooming practices), sex/gender (includes pregnancy, childbirth, breastfeeding, and/or related medical conditions), gender identity, gender expression, sexual orientation, marital status, medical condition (genetic characteristics, cancer, or a record or history of cancer), military or veteran status, national origin, ancestry, disability (mental and physical, including HIV/AIDS, cancer, and genetic characteristics), genetic information, request for family care or medical leave, age (over 40), criminal background (Fair Chance Act), reproductive health decision-making, off-duty and off-premises cannabis use, or any other actual or perceived characteristic protected by applicable state or federal law. Equal employment opportunity is extended to all persons in all aspects of the employer-employee relationship, including without limitation, recruitment, hiring, upgrading, learning and professional development, promotion, compensation, benefits, leave of absence, transfer, discipline, layoff, recall and termination. This commitment applies to all persons involved in the operations of ArtCenter and prohibits unlawful discrimination by any employee of ArtCenter. Applicants who wish to request an accommodation for a disability may contact the Office of Employee Experience and Engagement at (626) 396-2470.

Applicant Rights (Prior Cannabis Use)ArtCenter will not request information from an applicant relating to the applicant’s prior use of cannabis. ArtCenter will not use information obtained from a criminal history about an applicant or employee’s prior cannabis use, unless ArtCenter is permitted to consider that information under applicable law.

Employment At-WillAll employment with ArtCenter is for an unspecified term and is “at-will.” Employees are free to resign at any time, with or without reason, and with or without prior notice. Similarly, ArtCenter has the right to terminate the employment relationship at any time, with or without cause, and with or without prior notice. This “at-will” employment, which includes the College’s right to transfer, discipline, demote, or change the conditions of employment with or without cause and with or without prior notice, cannot be modified, amended or waived by any oral or implied agreement, and may be modified or altered only by an express individualized written employment agreement signed by both the employee and the College president.

ArtCenter Employees have a Mandatory Duty to ReportAll employees who know or have reason to know of allegations or acts that violate ArtCenter’s Title IX Policy prohibiting discrimination, harassment, retaliation, sexual harassment, sexual misconduct, sexual violence, dating violence, and stalking shall promptly inform the Director, Title IX Compliance and Programs or designee, or the Associate Dean of Students or designee. Faculty, who have a mandatory duty to report, are required to disclose all information including the names of the parties, even where the person has requested their name remain confidential.

Pursuant to the California Child Abuse and Neglect Reporting Act (CANRA), all employees who know of or have reason to suspect child abuse or neglect involving alleged victims under age 18 shall promptly inform local law enforcement or the county welfare department.

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