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Director, Center for Leadership and Professional Development (CLPD)

Job Summary

Under the direction of the Assistant Vice President, University College, the Director manages the Center for Leadership and Professional Development. Responsible for directing initiatives and creating environments leading to success of both faculty and professional (administrative) staff, and the retention of faculty. Provides leadership, coordination, and support to faculty and professional staff at all points in their careers, ensuring that maximum institutional synergy is obtained from individual efforts, and that activities are both consistent with the overall mission and strategic objectives of the University and are aligned with the strengths of the individual faculty or staff member. Coordinates efforts for development in all aspects of faculty life, be it teaching, scholarship (in all its forms), and service. Actively collaborates in the design of faculty mentoring and the implementation of tenure and promotion procedures. Participates in and monitors the creation of functional shared governance processes, and coordinates faculty involvement in policymaking for those policies directly affecting faculty activities. Provides professional development opportunities in leadership topics for department chairs, administrators, and others of the campus community such as the Faculty Senate and President’s Leadership Academy.

Duties and Responsibilities


  • Conduct or arrange for ongoing technical training and professional development of faculty and professional staff members.
  • Plan, develop, and provide training for development programs, using knowledge of the effectiveness of methods such as classroom training, demonstrations, meetings, conferences, and workshops.
  • Develop and organize training manuals, multimedia visual aids, and other educational materials.
  • Conduct orientation sessions and initiate mentoring activities for new faculty hires.
  • Coordinate tenure & promotion process through centralized definitions & expectations and tracking, and provide information/advice to faculty about expectations and processes associated with tenure & promotion.
  • Monitor policies and procedures pertaining to faculty activities and coordinate any necessary modifications, based on analysis of operations, demographics, and other research information.
  • Conduct training/orientation for ongoing/new department Chairs and other administrative positions.
  • Coordinate leadership training for new department Chairs, Faculty Senate leaders (Executive Council), and general Faculty & Staff (President’s Leadership Academy). 
  • Practice professional competency by attending faculty development programs, state & national conferences and meetings, and participating in ongoing professional development opportunities.
  • Analyze training needs to develop new training programs or modify and improve existing programs.
  • Confer with the administration and conduct surveys to identify training needs based on assessment outcomes, processes, changes, and other factors.
  • Monitor and assess the Center for Professional Development to make improvements or take corrective action.

Organizational Relationships

The Director reports to the Assistant Vice President, University College. The Director works closely with individual faculty members, department chairs, and the office of Assessment to ensure that all faculty have the information and professional resources to progress in their careers in a timely, productive, and satisfying manner.

Minimum Requirements

Earned Master’s degree in an academic discipline, and experience as a faculty member in higher education. Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects. Superior oral and interpersonal communication skills as well as excellent presentation skills. Ability to take on responsibilities & challenges and provide leadership through the sharing of opinions and direction. Evidence of progressively responsible roles in higher education. Evidence of being open to change (positive or negative) and to considerable variety in the workplace. Strong computer skills are essential.

Additional Desirable Qualifications

Earned terminal degree in an academic discipline. Tenure preferred. Training or teaching experience. Evidence of the ability to develop or design new ideas, relationships, systems, or products. Experience with faculty governance, policies that affect faculty, and faculty workload issues. Knowledge of human behavior and performance as influenced by individual differences in ability, personality, and interests, and its effects on learning and motivation. Evidence of an ability to work from an institutional perspective.

Working Conditions and Atmosphere

Work is normally performed in a typical interior/office work environment.  No or very limited physical effort required.  No or very limited exposure to physical risk.  He/she will work as part of a team in a results-oriented, collaborative office environment.  Occasional travel to conferences/workshops to attain additional skills/information.  Occasional program activities are conducted outside the regular workday and/or regular office.

Date Approved/Revised:  7/1/2009; March 23, 2010; 8/1/2010
Grade:  Market