DESCRIPTION

BENEFITS

QUESTIONS

Primary Function

Wor-Wic Community College is accepting applications for a Veterans Upward Bound (VUB) coordinator to assist with the implementation and supervision of the federal VUB program to achieve program goals and objectives. This position may be required to periodically work evenings and weekends, including registration and the annual commencement. The starting salary will likely range from $60,200 to $73,850, based on qualifications and experience.

Essential Duties

The following list is not intended as, nor should it be construed as, exhaustive of all responsibilities, skills or working conditions associated with this position.

• Assists the director of veterans services in the implementation of VUB grant requirements and provides leadership and supervision of all grant activities in the absence of the director; evaluates and supervises VUB staff including the VUB advisor and instructors
• Coordinates program services to meet the needs of VUB participants, including presentation of workshops, academic instruction, industry presentations for career exploration and recognition events
• Manages database of VUB service usage and student assessments for program evaluation and prepares monthly and annual VUB reports in accordance with VUB guidelines
• Provides direct services for students, including intake and advising for current and prospective participants
• Coordinates with veteran-serving agencies for the recruitment of potential VUB participants and referral of VUB participants for external resources; assists with recruitment and screening of potential VUB participants
• Assists VUB participants with applications for VA education benefits, FAFSA, college admission and military transcripts
• Performs other duties as assigned

Minimum Requirements

• Bachelor's degree
• Three years of relevant work experience
• Computer, Microsoft Office, organizational, mathematical and human relations skills
• Valid driver's license
• Preference will be given to candidates who possess:
  • A master's degree in education, guidance and counseling or relevant field
  • Prior experience overcoming barriers similar to those experienced by project participants

Supplemental Information

This full-time administrative position is grant-funded and non-standard. A benefits package is available for this position. The starting salary will likely range from $60,200 to $73,850, and is based on the successful candidate's qualifications and experience.

The right candidate will represent our commitment to excellence, diversity, equity and inclusion; collaborate and cooperate with others to accomplish the goals of the college; and support new and creative ideas to enhance institutional effectiveness.

It is important that your application show all the relevant education and experience you possess. Please do not use "See Resume" or similar language in the job application. Applications may be rejected if incomplete.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. The college reserves the right to change or reassign job duties, or combine and/or eliminate positions at any time.

Applications received by Dec. 8 will be given first consideration; the position will remain open until filled.

Full-time employees can elect to purchase subsidized medical coverage for themselves and their dependents effective the first of the month following the employee's date of hire. Full-time employees can elect to purchase subsidized dental insurance for themselves and their dependents effective the first of the month following the employee's date of hire. Full-time employees can elect to purchase voluntary vision insurance at their own expense for themselves and their dependents effective the first day of the month following the employee's date of hire. Full-time employees receive life insurance equal to one-and-a-half times the employee's annual salary, with a maximum benefit of $250,000, at no cost to the employee. Full-time employees can purchase additional life insurance at their own expense for themselves and their dependents at any time during their employment, pending approval from the provider. All employees can purchase one or more of the supplemental insurance products offered by the college at their own expense for themselves and their dependents. Supplemental insurance provides an additional level of financial protection in the event of a serious accident or illness. Full-time employees can obtain a medical reimbursement account and/or a dependent care assistance account effective the first of the month following the employee's date of hire. Employees do not need to enroll in the college's medical or dental plan to be eligible for flexible spending accounts.

Worker's Compensation
All employees are covered by worker's compensation insurance when they are involved in a work-related accident. Worker's compensation insurance covers medical care, rehabilitation and lost wages for employees or, in the case of a work-related death, death benefits for the employee's dependents, according to the specific terms of the insurance policy.

Short-term Disability Insurance
Full-time employees who have been employed by the college for at least one year are eligible for short-term disability coverage for non-occupational injuries or illnesses. Coverage begins after a 15-work day elimination period and all leave is exhausted, and ends 90 calendar days from the date of the injury or illness. Short-term disability benefits equal 60 percent of the employee's monthly salary, with a maximum benefit of $10,000 per month.

Long-term Disability Insurance
Full-time employees receive long-term disability coverage for non-occupational injuries or illnesses, with coverage beginning after an employee has used all accumulated sick leave or has been disabled for 90 calendar days, whichever occurs later. Long-term disability benefits equal two-thirds of the employee's monthly salary, with a maximum benefit of $10,000 per month.

Retirement
Full-time support staff members are enrolled in the State Retirement and Pension System (SRPS) of Maryland. Seven percent of the employee's salary is deducted as a retirement contribution from each paycheck of all employees enrolled in the SRPS.

Full-time administrators and faculty can enroll in the State Retirement and Pension System (SRPS) of Maryland or the Maryland Optional Retirement Program (MORP) subject to approval by the Maryland Higher Education Commission. Seven percent of the employee's salary is deducted as a retirement contribution from each paycheck of all employees enrolled in the SRPS.

Supplemental Retirement Accounts
All employees who normally work 20 hours or more per week can make tax-deferred supplemental retirement contributions to any of the supplemental retirement funds offered by the college.

Credit Union
Full-time employees and their immediate family members can participate in the State Employees Credit Union (SECU). The SECU's definition of immediate family member, which includes the employee's parents, spouse, natural, step, adopted and foster children, grandparents, grandchildren, brothers, sisters, brothers-in-law, sisters-in-law, parents of spouse, sons-in-law, daughters-in-law, aunts and uncles, and nieces and nephews, is used in the implementation of this policy.

Annual Leave
Annual leave is earned on a prorated basis each pay period.

Full-time administrators earn annual leave at a rate of 20 days per year. Part-time administrators earn annual leave at a rate of 7.7 percent of the total hours worked per pay period.

Full-time faculty members who sign 12-month employment agreements earn annual leave at a rate of 20 days per year, but this leave cannot be taken when they are scheduled to teach classes. Full-time faculty members who sign 10-month employment agreements do not receive annual leave.

Full-time support staff members earn annual leave at a rate of 10 days per year during their first through fourth years of employment, 15 days per year during the fifth through ninth years and 20 days per year in the 10th and subsequent years. Part-time support staff members earn annual leave at a rate of 3.8 percent of the total hours worked per pay period during their first through fourth years of employment, 5.75 percent of total hours worked per pay period during the fifth through ninth years, and 7.7 percent of the total hours worked per pay period in 10th and subsequent years.

Sick Leave
Sick leave is earned on a prorated basis each pay period.

Full-time administrators and support staff members earn sick leave at a rate of 15 days per year.
Faculty members who sign 10-month employment agreements earn sick leave at a rate of 12.5 days per year. Full-time faculty members who sign 12-month employment agreements earn sick leave at a rate of 15 days per year. Part-time administrators and support staff members earn sick leave at a rate of 5.7 percent of the total hours worked per pay period.

Newly-hired employees who have been members of the Maryland State Retirement System at their last place of employment can transfer their accumulated sick leave to Wor-Wic if the time lapse between their previous employment and the college is less than four months and if a letter certifying the number of accumulated sick leave days is forwarded from the personnel office of the previous employer to the college within 60 days after the employee's starting date of employment. Sick leave transferred from other agencies has no cash value at the termination of employment at Wor-Wic.
Full-time employees earn personal leave at a rate of four days, or 30 hours, per year, prorated according to the employee's first day of employment. Part-time administrators and support staff members receive a proration of four personal days, prorated according to the employee's first day of employment, based on the employee's budgeted weekly hours.

Bereavement
Full-time employees are entitled to four work days of bereavement leave to attend the funeral and/or attend to the affairs of the deceased in the event of the death of an immediate family member. In the implementation of this policy, an immediate family member is defined as a spouse, child, parent, parent-in-law, son- or daughter-in-law, brother, sister, grandparent, grandchild or any other relative living in the employee's household. One day of bereavement leave is granted to attend the funeral and/or attend to the affairs of the deceased in the event of the death of a relative not defined as an immediate family member.

Holidays
Full-time employees receive paid holidays. The college's 16 official college holidays include Martin Luther King Jr. Day, Good Friday, Memorial Day, Independence Day, Labor Day, the Wednesday before Thanksgiving Day, Thanksgiving Day, the day after Thanksgiving and eight working days as a winter recess, which begins on or before Dec. 24 and includes Jan. 2 when Jan. 1 falls on a Sunday. Employees should consult the official calendar listing of holidays in the college catalog.

Military
Full-time employees and part-time administrators and support staff members who are in the uniformed services can take accrued annual or personal leave, or leave without pay, to serve in the uniformed services.

Court Duty
A full-time employee who is called to serve on a jury or is subpoenaed as a court witness to testify in a proceeding to which the employee or a related party is not personally involved is granted special leave with pay for the period that he or she is required to be in court, plus any necessary time for travel.

Employee Assistance Program
All employees and their household members can access free, confidential assistance to help with family, personal or professional problems. Services are available 24 hours per day, seven days per week, by calling (800) 327-2251.