Type of Appointment: Full-Time, Management Personnel Plan (MPP I)

Anticipated Hiring Amount: $99,225 - $110,250 Annually (Commensurate with experience)

Work Hours: Monday – Friday 8:00 am-5:00 pm, unless otherwise notified

Benefits Include: (15) Paid Holidays, (24) Vacation Days, Comprehensive Benefits Package 

Recruitment Closing Date: Open Until Filled

Priority Consideration Date: January 6, 2025*

*Due to the upcoming holidays and campus closures, we will begin reviewing applications and scheduling interviews in January 2025. We appreciate your patience and look forward to considering your application in the new year.

 

THE DEPARTMENT:

The office of Equity and Belonging at Cal Poly Pomona is a unit under the Division of Student Affairs that holistically supports student success through intentional programs, initiatives, and collaborative partnerships (engagement), fosters an anti-racist and student-ready culture (equity and access) and creates innovative and integrative co-curricular pathways rooted in career readiness and civic engagement (lifelong learning and advocacy). Additionally, utilizing a social justice framework the office of the Senior Associate Vice President of Equity and Belonging supports the University’s mission and values, promotes self-authorship, and facilitates a safe, vibrant, healthy, inclusive and resilient community.

 

DUTIES AND RESPONSIBILITIES: 

PERSONNEL LEADERSHIP & BUDGET MANAGEMENT

• Oversees, supervises, and manages performance of the Senior Coordinators, graduate student staff, and student leaders. Makes recommendations for operational changes, enhancements, and other improvements. Seeks and utilizes ongoing feedback from campus constituents for the continual enhancements of programs and services.
• Works with the Director to formulate and establish processes and procedures for position classifications, conflict resolution, staff development, recognition and reward systems, and disciplinary action. Establishes channels for regular communication and review of internal personnel policies to ensure that all procedures are applied equitably throughout the office and are in compliance with Division, University, and Bargaining Agreement guidelines. Conducts regular performance evaluations for direct reports and works with the Director to provide professional development of staff members.
• Works with the Director and the MSI Professional Staff to assist in the compiling of data and writing of grants.
• Fosters a strong service culture within the unit through understanding and sharing information about university policies and procedures as they relate to marginalized students, keeping abreast of trends in the field and current research to develop and conduct meetings/workshops/trainings; and develops and implements programs/services that meet the changing needs of students.
• Works with the Director to manage the department budget and plan proactively for infrastructure capacity and technology changes. In consultation with the Director, develops, manages, and monitors the complex annual operating budgets of MSI. This fiscal responsibility includes decision-making consistent with office and divisional priorities, analysis of program needs, and the development of strategies for the review and allocation of resources.
• In consultation with the Director, leads staff in the formulation of the department’s mission, vision, strategic plan, goals, objectives, and learning outcomes ensuring conceptual compatibility with the broader missions and strategic plans of the Division and the University.

 

PROGRAMMATIC AND SERVICE DELIVERY OVERSIGHT

• Assists in the development and implementation of policies and procedures for the department of MSI. Plans, develops, implements, and evaluates administrative protocols to ensure consistency in practice. Assists in the documentation and dissemination of such policies and procedures.
• Ensures alignment with programmatic goals outlined by Student Affairs operations team regulations; including managing and updating existing forms, policies and procedures, systems and implementation of any policies or procedures to ensure they are in line with campus-wide requirements.
• In conjunction with the Director, develops and implements training and programming for University departments to address campus-wide culturally retention initiatives; including collaboration with campus departments to discuss identity-based related issues including coaching, faculty partnerships, intentional cross-campus programming.
• Serves as a resource for administrators, deans, associate deans, staff, and faculty in relation to men of color and sensitive student situations that entail highly complex problems.
• In collaboration with the Director, forges partnerships with campus administrators, faculty, and staff to elevate culturally relevant pedagogies across CPP to ensure we are all meeting the graduation and retention goals.
• In collaboration with the Director serves as a liaison between the MSI staff and academic administrators, department chairs, and faculty to identify collaborations, strengths, and areas for improvement. Addresses concerns and establishes open and appropriate lines of communication for the delivery of effective processes, practices, and services. Supportive consultations with faculty include the impact of equity, diversity, inclusion, and access on academic policies and procedures.
• Maintains knowledge of current trends, industry standards, and best practices for providing culturally relevant men of color education across CPP.

ASSESSMENT AND CONTINUOUS IMPROVEMENTS

• In conjunction with the Director, develops and implements assessment measures that align with department core services and strategic plan designed to measure learning outcomes and quality of services.
• Conducts ongoing comprehensive evaluations and assessments of the quality and effectiveness of programs to determine the extent to which the stated goals and objectives of MSI are being met. Addresses changing student needs and institutional priorities. Identifies individual, organizational, or institutional barriers that hinder the achievement of MSI goals and devise and implement plans to address these obstacles.
• Tracks statistics and assesses programs and activities for student advocacy and guidance. Develops, implements, and assesses programs designed to increase retention, graduation, high academic achievement, and career transition of students with disabilities

 

 

QUALIFICATIONS:

• Master’s Degree, preferably in student affairs, higher education administration, college student personnel, social work, counseling, or a related field.
• Driver License, Valid and in State
• Three (3) years of professional leadership experience.
• Experience working in student services program in a higher education environment leading and managing a comprehensive academic support related department. 
• Two (2) years of professionally related experience working with male students of color.
• Experience collaborating on university-wide policy formulation.
• Ability to work with African American and Latino/a/Hispanic with experience working with male students of color
• Knowledge of academic, social, and emotional problems confronting students, especially young men, from diverse backgrounds;
• Interpersonal communication skills to clearly and effectively interact with individuals of varying ages and cultural backgrounds and effectively resolve disagreements and conflicts.

 

PREFERRED EXPERIENCE: 

• The ideal candidate will be experienced, creative, compassionate, and a proven leader who has solid operational knowledge of and demonstrated, documented success in leading and managing the major elements of this portfolio through an anti-racist, student ready, and culturally relevant retention framework.
• Highly desirable qualities include knowledge of and dedication towards best practices, as well as demonstrated leadership ability in working with a range of professional staff, faculty, parents and supporters, senior administrative colleagues, other campus constituents and external organizations.

 

 

 

Equity, Diversity, and Inclusion

At Cal Poly Pomona, we are committed to the urgent and ongoing work of creating and sustaining an inclusive campus where all students, faculty, and staff are welcomed, respected and can flourish to achieve their dreams of success.  

We believe diversity strengthens community. Cal Poly Pomona proudly holds designations as both a Hispanic-Serving Institution (HSI) and an Asian American and Native American Pacific Islander-Serving Institution (AANAPISI). In 2022, the campus launched the Black Thriving Initiative recognizing that Cal Poly Pomona’s future as a university must be linked to the success of its Black community.

More information about our campus initiatives can be found on the Office of Inclusive Excellence’s website. 

 

Out of State Work

The 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 https://calstate.policystat.com/policy/10899725/latest/.

 

Background Check

Cal 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 https://calstate.policystat.com/policy/13813878/latest/.

 

Employment Eligibility Verification

Cal 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 to https://www.uscis.gov/i-9-central/form-i-9-acceptable-documents.

 

Conflict of Interest

This 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 https://www.cpp.edu/eoda-hr/departments/hrpar/coi.shtml.   

 

Outside Employment Disclosure 

Executive 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 https://www.cpp.edu/eoda-hr/departments/hrpar/outside-employment-disclosure.shtml.   

 

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 1083 as a condition of employment. See policy at https://calstate.policystat.com/v2/policy/10927154/latest/.

 

Security & Fire Safety 

In compliance with state and federal crime awareness and campus security legislation, including The Jeanne Clery Disclosure of Campus Security Policy and Crime Statistics Act, California Education Code section 67380, and the Higher Education Opportunity Act (HEOA), Cal Poly Pomona’s Annual Security Report and Annual Fire Safety Report are available for viewing at: https://www.cpp.edu/pdfs/annual_security_report.pdf and https://www.cpp.edu/housing/documents/fire_safety_report.pdf.

 

Pay Transparency Nondiscrimination

As 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 the Pay Transparency Nondiscrimination Provision poster.

 

Reasonable Accommodation

We 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 ADACoordinator@cpp.edu. For more information, go to Employment Notices.

 

Equal Employment Opportunity

Cal Poly Pomona is an Equal Opportunity Employer, committed to promoting an inclusive and diverse workforce. The university subscribes to all state and federal regulations that prohibit discrimination based on race, color, religion, national origin, sex, gender identity/gender expression, sexual orientation, marital status, pregnancy, age, disability, genetic information, medical condition, and veteran or military status.  We engage the talents of all qualified workers, regardless of their background. More information is available at Equal Employment Opportunity statement.

 

Other Notices

For other important employment notices, we invite you to visit Cal Poly Pomona’s Employment Notices web page.