Job Purpose

This is a full-time position is responsible for assisting the Director of Digital Content and Communications and the general athletic administration with the day-to-day operations of the Athletic Department's Communications Team. The Assistant Director of Communications will be responsible for providing communications related services for assigned teams and promote the Athletics Department, student-athletes and coaches.

Duties and Responsibilities

• Responsible for all communications related activities for assigned sports, including but not limited to: stories, statistics, box scores, game notes, press conferences, media availabilities and other duties as assigned.
• Responsible for working individually and as a part of a team to ensure the high-quality management and direction of the @UAlbanySports social media channels, as well as general oversight and collaboration with each of our individual team/department social media channels and the Influencer media database.
• Ensure daily accurate and up-to-date information for assigned programs on UAlbanySports.com, departmental and team social media accounts, the UAlbany Athletics mobile app and various other communications outlets.
• Work independently and as a part of the Communications Team to facilitate and increase media attention to the athletic department locally, regionally and nationally.
• Collaborate with external staff to pitch and execute unique story ideas and create engaging content in support of our coaches student-athletes and staff.
• Provide media training, including interview strategies and other educational opportunities for coaches, student-athletes and staff.
• Provide direct supervision to part-time communications staff, gameday stat workers and student interns.
• Attend the mandatory sexual violence prevention program as required by federal, state, SUNY and University policies and procedures prior to or at the beginning of the academic year.
• Other duties as assigned by the Director of Digital Content and Communications.

Employee May Be Disciplined for Violations of NCAA Rules and Regulations.

If the Employee is found to be in violation of NCAA rules and regulations while employed by the University, the Employee shall be subject to disciplinary or corrective action as set forth in the provisions of Article 19 of the Operating By-Laws of the NCAA. Furthermore, the University considers major or intentional NCAA violations to be misconduct, and any resulting disciplinary action, up to and including suspension without pay or termination, will be conducted under the provisions of Article 19 of the then current Agreement between the State of New York and United University Professions as provided in section 6.01 hereof.

Termination

Termination by University

There are certain limited circumstances that may make it appropriate for the University to terminate this Agreement prior to the completion of its entire term. This action, if deemed necessary, will be governed by Article 19 of the then current Agreement between the State of New York and United University Professions and Article XI of the Board Policies.

1. Automatic Termination upon Death or Disability of Employee. This Employment Agreement shall terminate automatically if the Employee dies, or if the Employee is discontinued from service in accordance with the provisions of the State University Group Disability Insurance Program. If this Agreement is terminated pursuant to this section because of the Employee's death, the Employee's basic annual salary and all other benefits shall terminate in accordance with the rules of the New York State Department of Audit and Control.

1. Termination through Formal Discipline. The University shall have the right to seek termination of the Employee's employment prior to its normal expiration date for misconduct as set forth herein. Such formal disciplinary action shall be in accordance with Article 19 of the then current Agreement between the State of New York and United University Professions. The following are examples of misconduct. This list is included for illustrative purposes and does not limit the University's right under the collective bargaining agreement to institute discipline and impose penalties including termination for other acts constituting misconduct:

(i) Deliberate and serious violations of the duties outlined in section 3.02 of this Agreement or refusal or unwillingness to perform such duties in good faith and to the best of the Employee's abilities;

(ii) Violations by the Employee of any of the other terms and conditions of this Agreement;

(iii) Any conduct of the Employee constituting a crime under State or Federal law;

(iv) any act or omission, including, but not limited to, failing to provide an atmosphere of compliance among the coaches, staff and student-athletes of the or to monitor their activities for compliance with NCAA rules and which may give rise to a finding of a major or intentional violation of any law, rule, regulation, constitutional provision, bylaw or interpretation of the University, the Conference or the NCAA, which violation may, in the sole judgment of the University, reflect adversely upon the University or its athletic program, including any major or intentional violation which may result in the University being placed on probation by the Conference or the NCAA and including any violation which may have occurred during prior employment of the Employee at another NCAA member institution;

(v) a major or intentional violation of any law, rule, regulation, constitutional provision, bylaw or interpretation of the University, the Conference or the NCAA by a member of the coaching staff or any other person under the Employee's supervision and direction, including student-athletes, which violation may, in the sole judgment of the University, reflect adversely upon the University or its athletic program, including any major or intentional violation which may result in the University being placed on probation by the Conference or the NCAA;

(vi) Conduct of the Employee seriously prejudicial to the best interests of the University or its athletic program or which violates the University's mission;

(vii) Prolonged absence from duty without the consent of the Employee's reporting superior; or

(viii) Any cause adequate to sustain the termination of any other University employee of the Employee's classification.

1. University's Obligations upon Termination for Cause . In the event the Employment Agreement is terminated for disciplinary reasons, all obligations of the University to make payments for supplemental compensation and basic annual compensation shall cease immediately. In no case shall the University be liable to the Employee for his loss of any collateral business opportunities or any other benefits, perquisites or income resulting from activities such as, but not limited to, camps, clinics, media appearances, and apparel or shoe contracts, consulting relationships or from any other sources.

1. Pursuant to NCAA Bylaw 19.2.3, you have an affirmative obligation to cooperate fully with and assist the NCAA enforcement staff, the Committee on Infractions and the Infractions Appeals Committee to further the objectives of the Association and its infractions program. Full cooperation includes, but is not limited to: (i) Affirmatively reporting instances of noncompliance to the Association in a timely manner and assisting in developing full information to determine whether a possible violation has occurred and the details thereof; (ii) Timely participation in interviews and providing complete and truthful responses; (iii) Making a full and complete disclosure of relevant information, including timely production of materials or information requested, and in the format requested; (iv) Disclosing and providing access to all electronic devices used in any way for business purposes; (vi) Providing access to all social media, messaging and other applications that are or may be relevant to the investigation; and (vii) Preserving the integrity of an investigation and abiding by all applicable confidentiality rules and instructions. Per NCAA Bylaw 19.2.3.2.1, if an institution or individual fails or refuses to produce materials requested by the enforcement staff during an investigation, the hearing panel may infer that the requested materials would support an alleged violation for which the party may be subject to penalty pursuant to NCAA Bylaw 19.9 (see NCAA Bylaw 19.7.8.3.1). Pursuant to NCAA Bylaw 11.2.1, should you be found in violation of NCAA regulations, you shall be subject to disciplinary or corrective action as set forth in the provisions of the NCAA infractions process, including suspension without pay or termination of employment.

1. It is your responsibility to promptly report to the University's Title IX coordinator or law enforcement in the case of an emergency situation, any information related to alleged or suspected illegal gender discrimination, sexual harassment, sexual assault, sexual exploitation, intimate partner violence, stalking and/or retaliation. Failure to do so may result in immediate termination of this employment agreement if you are found in violation of failing to report.

1. Terminations before End Date . Pursuant to Article XI of the Board Policies, the University may elect to terminate this Employment Agreement prior to its normal expiration.

1. Compensation upon Termination before End Date by University.

Except in cases of discipline or retrenchment, if the University terminates this agreement prior to its expiration in accordance with the provisions of Article XI of the Board Policies, the University shall compensate Employee in an amount not to base salary for the term of the contract at the time of such termination. The Employee's acceptance of this payment will constitute full settlement of any claim that the Employee might otherwise assert against University arising out of this Agreement.

Termination by Employee.

1. Permission to Contact. If the Employee is seeking employment at another institution of higher education or a professional organization it is agreed that such institution or organization shall first request permission from the supervisor to speak with the Employee. This permission will not be unreasonably withheld, conditioned or delayed.

1. End of Compensation. In the event the Employee terminates this Employment Agreement, or it is terminated for disciplinary reasons, all obligations of the University to make payments for Supplemental Compensation and Basic Annual Salary shall cease immediately, with the exception of those already due and owing. In no case shall the University be liable to the Employee for his loss of any collateral business opportunities or any other benefits, perquisites or income resulting from activities such as, but not limited to, camps, clinics, media appearances, and apparel or shoe contracts, consulting relationships or from any other sources.

Minimum Qualifications

• Bachelor's degree in journalism, communications, marketing, or other related discipline and 1-2 years of experience working in college athletics, professional sports or other related position.
• Demonstrated experience in the Microsoft Office Suite (Word, Excel, PowerPoint, Outlook), the Adobe Creative Suite (Photoshop, InDesign), statistical software (StatCrew, Genius Sports & NCAA Live Stats), website content management systems (preferably SIDEARM) and an extensive knowledge of various social media platforms (X, Instagram, Facebook).
• General knowledge of NCAA, CAA, America East & MAAC rules and regulations.
• Must possess a good understanding of collegiate athletics and be able to work in a fast-paced, stressful environment.
• Capacity to work with people in a multi-ethnic environment and develop knowledge of, respect for and skills to engage with those of other cultures or backgrounds.
• Ability to work an extensive night and weekend work schedule.