SUMMARY
The Assessment Manager reports directly to the Chicago College of Osteopathic Medicine (CCOM) Associate Dean of Academic Affairs. This position supports the effective operation of the MWU/CCOM Office of the Dean in addressing needs related to student assessment and progression through all four years of the curriculum. This position includes coordinating a program of student advising and guidance with regards to academic progression and professional development. The second major responsibility is management and reporting of academic assessment data and curriculum mapping in support of program review, accreditation reporting and medical education research.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Career Development and Advising
Academic Assessment Management
In cooperation with the Associate Deans, prepare annual Academic Assessment plans and summaries and other assessment reporting as required
Collect, analyze, maintain and report internal and external testing performance data, and coordinate with the Associate Dean to interpret and distribute the data to administration, faculty, and staff
Accreditation support
Research projects
Additional expectations include:
This position has no supervisory responsibilities.
QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. This individual must have the ability to work in a constant state of alertness and safe manner and must have regular, predictable, in-person attendance. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
COMPUTER SKILLSComputer proficiency in MS Office (Word, Excel, Outlook, Power Point).
EDUCATION AND/OR EXPERIENCEA master's degree is required, preferably in science, education, or a related field. 3-5 years of related work experience is required. Experience in a medical school or academic setting is required, and assessment experience is preferred. A high level of problem solving and interpersonal skills are also required, as are excellent oral and written communication skills. Proficiency in Microsoft Office (specifically Word, Excel, PowerPoint and Outlook) is required.
The ideal candidate will be detail-oriented and have the ability to work independently on assigned projects. Must be able to complete work within established deadlines while balancing multiple priorities. Must be a team player, be able to adapt rapidly to fluid situations, and have a constructive and cooperative approach to faculty and institutional affairs.
COMPUTER SKILLS
Computer proficiency in MS Office (Word, Excel, Outlook, PowerPoint) required.
LANGUAGE SKILLSIntermediate Skills: Ability to read, analyze, interpret, write, and edit complex data and documents. Ability to write routine reports and correspondence. Ability to speak effectively before groups of customers or employees of organization.
REASONING ABILITY
Intermediate skills: Ability to apply common sense understanding to carry out instructions furnished in written, oral or diagram form. Ability to deal with problems involving several concrete variables in standardized situations.
MATHEMATICAL ABILITY
Intermediate skills: Ability to calculate figures and amounts such as discounts, interests, commissions and proportions, percentages, area, circumference and volume. Ability to apply concepts of basic algebra and geometry.
PHYSICAL DEMANDSThe physical demands described here 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 functions.
While performing the duties of this job, the employee is regularly required to stand, walk, sit, use hands to handle or feel, as well as talk and hear. The employee is occasionally required to reach with hands and arms; climb or balance; and stoop, kneel, crouch or crawl. The employee must occasionally push/pull up to 25 lbs. and lift up to 20 lbs. Specific vision abilities required by this job include close vision, distance vision, and ability to adjust focus.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.
Midwestern University is an Equal Opportunity/Affirmative Action employer that does not discriminate against an employee or applicant based upon race; color; religion; creed; national origin or ancestry; ethnicity; sex (including pregnancy); gender (including gender expressions, gender identity; and sexual orientation); marital status; age; disability; citizenship; past, current, or prospective service in the uniformed services; genetic information; or any other protected class, in accord with all federal, state and local laws, including 41 C.F.R. 60-1.4(a), 250.5(a), 300.5(a) and 741.5(a). Midwestern University complies with the Smoke-Free Arizona Act (A.R.S. 36-601.01) and the Smoke Free Illinois Act (410 ILCS 82/). Midwestern University complies with the Illinois Equal Pay Act of 2003 and Arizona Equal Pay Acts
Qualifications Skills Behaviors:
Motivations:
EducationRequired
Masters or better in Education or related field.
ExperienceRequired
3-5 years of related work experience is required.
Licenses & CertificationsEqual Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor 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. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)