POSITION CODE: 7441
DEPARTMENT/ADMINISTRATION: Athletics
POSITION: Administrative, Full-time
SALARY: $68,640 Annually, Pro-rated
INTRODUCTORY PERIOD: One (1) Year
BENEFITS OVERVIEW: BROCHURE
AVAILABLE: Immediately
POSITION CODE: 7441
DEPARTMENT/ADMINISTRATION: Athletics
Apply NowPOSITION: Administrative, Full-time
SALARY: $68,640 Annually, Pro-rated
INTRODUCTORY PERIOD: One (1) Year
BENEFITS OVERVIEW: BROCHURE
AVAILABLE: Immediately
POSTING DATE: December 4, 2024
APPLICATION DEADLINE: Open Until Filled, Apply Immediately.
Definition of Classification:
The Assistant Football Coach/Offensive Coordinator serves the football program and coaches as assigned, and assists the Head Coach in the planning, administering, and evaluating of various aspects of the operations of the Football program responsible for adhering to all department, NCAA and SCIAC policies and procedures. Assistant football coaches are expected to enthusiastically support the mission of the University and that of the Department of Athletics. Further, all coaches are expected to contribute to the overall atmosphere of the Department of Athletics by establishing and maintaining positive, team-oriented working relationships with all members of the athletic department and university.
Reporting to the Head Football Coach, the incumbent will be responsible for recruiting, developing and retaining student athletes at the NCAA Division III level. This position will oversee and coordinate a successful offensive unit, managing the evaluation, recruitment and retention of many student athletes and possess the knowledge and experience to coach an offensive position group.
Duties and Responsibilities:
The duties and responsibilities include, but are not limited to, the following:
Offensive Coordinator
Position Coach
Secondary Responsibilities:
Qualification Guidelines
Any combination equivalent to, but not limited to, the following:
Experience/Training/Education:
Required
Preferred
Knowledge and Skills:
Physical Requirements/Working Conditions:
Working Conditions:
The noise level in the work environment is usually moderate. Work involves moderate exposure to unusual elements, extreme temps and/or loud noises. The work environment involves some exposure to hazards or physical risks, which require following basic safety precautions. May be required to travel for extended periods of time for athletic contests and recruiting activities. Flexibility to work nights and weekends as required by the teams' schedules.
Physical Demands:
Incumbents regularly stand, walk and sit; speak clearly and distinctly to answer telephones and to provide information; see to read fine print and operate computer; hear and understand voices over telephone and in person; use hands and fingers to operate an electronic keyboard or other office machines; walk on a regular basis and stand for prolonged periods; travel to various locations; distinguish colors and have depth perception; climb stairs; reach with hands and arms; pushing, pulling and lifting; stoop or kneel or crouch; lift, carry and/or move objects typically weighing up to 10-25 pounds.
TO APPLY: A resume/CV and cover letter are required. In compliance with The Americans with Disabilities Act, if selected for the interview process and accommodations are needed, please call (909) 748-8040. If you are unable to complete an application due to a disability, contact us at (909) 748-8040 to ask for accommodation or an alternative application process.
HIRING RANGE: Anticipated hiring range is near or at the minimum of the classification, commensurate with candidate's education, experience, skills, and training. The University of Redlands is required to provide a reasonable estimate of the compensation range for this role. This range considers the wide range of factors that are considered in making compensation decisions including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience. The full salary range for this position is defined as the Full Pay Range. The budgeted salary or hourly range that the University reasonably expects to pay for this position is defined as the Hiring Range. Placement within the Hiring Range is determined by internal equity, and relevant qualifications.
BACKGROUND CHECK: Satisfactory completion of a background check (including a criminal records check) is required for employment. The University will make a conditional offer of employment, which may be rescinded if the background check reveals disqualifying information, and/or it is discovered that the candidate knowingly withheld or falsified information. Failure to satisfactorily complete the background check may affect the continued employment of a current employee who was conditionally offered the position.
DRIVER'S LICENSE CHECK: Possession of a valid Driver's License is required for certain positions. Employees in positions that require a valid Driver’s License will be enrolled in the Department of Motor Vehicles (DMV) Government Employer Pull Notice Program which confirms possession of a valid driver's license and reflects driving record.
PHYSICAL AND PSYCHOLOGICAL EXAMS: For certain positions typically in Public Safety, Facilities, Athletics and Information Technology Services departments, employment is contingent upon a candidate passing a pre-employment physical exam with the ability to lift in excess of 50 lbs. Public Safety Officers, in addition to a pre-employment physical exam, will also be required to pass a psychological evaluation.
FOR MORE INFORMATION VISIT
Human Resources (redlands.edu)
SUBMISSION OF A RESUME OR APPLICATION INDICATES AGREEMENT THAT THE UNIVERSITY MAY VERIFY ANY AND ALL INFORMATION CONTAINED THEREIN.
MEMBERS OF UNDERREPRESENTED GROUPS ARE ENCOURAGED TO APPLY.
AN EQUAL OPPORTUNITY EMPLOYER
:
:
Equal 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)
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