Assistant Men's Soccer Coach

EXPIRED

Number of Vacancies:

1

Area of Consideration:

Open To The Public

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Number of Vacancies:

1

Area of Consideration:

Open To The Public

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Position Status:

Full-Time, Regular

Pay Plan, Series & Grade:

DS0058/9

Salary Range:

$47,091

Closing Date:

Open Until Filled

Location:

4200 Connecticut Ave NW, Washington, DC 20008

Brief Description of Duties

Incumbent functions as Assistant Men’s Soccer Coach. This position works under the general supervision of the Head Men’s Soccer Coach who outlines broad program goals and objectives.

Essential Duties and Responsibilities

Works with the head coach to develop implement and manage the budget for the program. Prepares and finalizes travel arrangements for the program according to departmental policies and guidelines.

Assists in making assignments and providing supervision and direction to the team manager and volunteer assistant coaches.

Assists in organizing and conducting practice sessions.

Assists in the recruitment of student-athletes.

Assists in preparing the budget for the sport’s activity.

As needed finalizes travel arrangements and details with the Athletic Director.

Assists in preparing equipment requests as needed.

Assists in scheduling of scrimmages and contests (conference and non-conference).

Recommends student-athletes for awards to head coach.

Furnishes a team roster to the administrative assistant, compliance coordinator, and sports communications director for eligibility, administrative, and promotions clarification when directed.

Minimum Job Requirements

Undergraduate degree.

Coaching and playing experience.

Information to Applicant

Collective Bargaining Unit (Union):

This position is not part of the collective bargaining unit.

Employment Benefits:

Selectee will be eligible for health and life insurance, annual (vacation) and sick leave and will be covered under the University of the District of Columbia' s retirement plan (TIAA).

Equal Opportunity Employer:

The District of Columbia Government is an Equal Opportunity Employer. All qualified candidates will receive consideration without regard to race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, family responsibilities, matriculation, physical handicap, or political affiliation.

Notice of Non-Discrimination:

In accordance with the D.C. Human Rights Act of 1977, as amended, D.C. Official Code, Section 2-1401.01 et. seq., (Act) the University of the District of Columbia does not discriminate on the basis of actual or perceived actual race, color, religion, national origin, sex, age, disability, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, marital status, personal appearance, genetic information, familial status, source of income, status as a victim of an intrafamily offense, place of residence or business, or status as a covered veteran, as provided for and to the extent required by District and Federal statutes and regulations. Sexual harassment is a form of sex discrimination which is also prohibited by the Act. In addition, harassment based on any of the above protected categories is prohibited by the Act. Discrimination in violation of the Act will not be tolerated. Violators will be subject to disciplinary action.

Veterans Preference:

Applicants claiming veterans preference must submit official proof at the time of application.

Visa Sponsorship:

At this time, the University of the District of Columbia does not provide sponsorship for visas (e.g. H-1B). This position is also ineligible for Optional Practical Training (OPT).

Residency Preference: A person applying for a position who is a bona fide District resident at the time of application for the position, may be awarded a 10-point residency preference over non-District applicants, unless the person declines the preference points. If selected, the person shall be required to present no less than 8 proofs of bona fide District residency on or before the effective date of the appointment and maintain such residency for 7 consecutive years from the effective date of the appointment. Failure to maintain bona fide District residency for the 7-year period will result in forfeiture of employment.

Drug-Free Workplace:

Pursuant to the requirements of the Drug-Free Workplace Act of 1988, the individual selected to fill this position will, as a condition of employment, be required to notify his/her immediate supervisor, in writing, not later than five (5) days after conviction of any criminal drug statute occurring in the workplace.

Background Investigation:

Employment with the University of the District of Columbia is contingent upon a satisfactory background investigation. The determination of a "satisfactory backgroundinvestigation" is made at the sole discretion of the University of the District of Columbia. The University may refuse to hire a finalist, rescind an offer of employment to a finalist or review and may terminate the employment of a current employee based on the results of a background investigation.

Disposition of Resume:

Resumes received outside the area of consideration and/or after the closing date will not be given consideration. You must resubmit your resume to receive consideration for any subsequent advertised position vacancies. For the purpose of employment, resumes are not considered job applications. Therefore, if selected for employment a UDC application will be required.

Job Offers:

Official Job Offers are made by the University of the District of Columbia, Office of Talent Management only.

Contact Information:

All inquiriesrelated to employment and job applications should be directed to UDC Office of Talent Management at(202) 274-5380.

The University of the District of Columbia is an Equal Opportunity/Affirmative Action institution. Minorities, women, veterans and persons with disabilities are encouraged to apply. For a full version of the University’s EO Policy Statement, please visit: https://www.udc.edu/human-resources/equal-opportunity/ .

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