Reporting to the Vice President of Student Services, the Dean of Student Success is responsible for leadership and direction of programs and departments within the Student Services division. The Dean provides direct oversight of Advising & Counseling services. Additional areas of oversight include Outreach & Entry Services, Veteran s Services, Running Start, and International Student services. The Dean serves as the Student Conduct Officer. The position is responsible for leadership in the recruitment, retention, and completion of students. The position also contributes and provides leadership towards the college operational and strategic plans. The Dean works collaboratively with instructional and student services leadership, promoting strategies and programming that support student success. The Dean of Student Success contributes to advancing equity and inclusiveness through service delivery within Student Services and across the College. This position is scheduled to begin upon selection. Applications received by Friday, 05/01/2020 will receive priority consideration. This position will be open until filled.
While we anticipate that the first round of interviews will begin the middle of May, we may need to adjust our schedule if the current COVID-19 protective measures remain in place. Initial interviews may take place via Zoom video-conference and Renton Technical College is committed to working with candidates who have technological barriers to participation.
Renton Technical College, located southeast of Seattle, has provided quality education in a variety of occupations for over 75 years. Our professional-technical certificate and degree programs offer entry and mid-level training in the areas of allied health, trades and industry, culinary, business, technology and automotive. Our outstanding college & career pathways program with classes in adult basic education, English as a second language, and GED preparation is available to those who need additional preparation prior to entering a training program and for those who simply wish to improve their math and English skills. Career Education and apprenticeships degree s round out our offerings. As an Achieving the Dream and an Aspen Institute top 10 finalist for the Aspen Prize for Community College Excellence, RTC is also proud to be a Military Friendly School, serving those who chose to serve.
Renton Technical College is committed to increasing its cultural diversity with an emphasis on equity and inclusion among its professional staff. The students that we serve come from a variety of backgrounds and are over 60% of color. We strongly encourage members of historically minoritized groups, veterans, and bi- or multi-lingual individuals to apply for this position to help meet the needs of our diverse students and service district.
Key Responsibilities Include
Demonstrate multicultural competence (including an awareness and understanding of historically minoritized populations) and maintain an educational and work environment that affirms commitment to equity, diversity, and inclusion.
Provide leadership and administrative oversight for delivery of services ensuring consistency with current, changing and future needs of students and community.
Support the achievement of diversity and equity objectives of the institution, specifically as they relate to service delivery, policies, and procedures.
Utilize strategic enrollment management principles in planning, program, and goal development for Student Services that support the college s mission and operational/strategic plan.
Provide leadership and collaboration with administration and instructional leaders to promote student persistence and degree/certificate completion and participate in creating innovative and strategic initiatives to support these goals.
Provide leadership in implementation of Guided Pathways, ensuring participation of staff and faculty within areas of oversight.
Serve as a co-lead with Instructional staff for oversight of the college success course including curriculum development and instructional delivery.
Coordinate the development and monitoring of departmental budgets for all areas reporting to the Dean of Student Success.
Set performance expectations and ensure accountability for customer service standards for each office within areas of responsibility.
Provide leadership in supporting Diversity, Equity and Inclusion at the college, fostering an equitable and inclusive environment for students, faculty and staff.
Direct the comprehensive entry and advising/career counseling services for career training, basic studies, and transfer students.
Direct the programming of behavioral/mental health services for students.
Oversee and refine a comprehensive outreach and recruitment plan, including community and P-12 initiatives.
Supervise faculty counselors who provide day-to-day delivery of advising and workforce education programs including Worker Retraining, BFET and Work First; routinely collaborate with the Workforce Education department.
Administer the Student Conduct Code and serve as the Student Conduct Officer for the college; ensure compliance with associated rules.
Oversee the administration of Running Start.
Serve as the Primary Designated School Official for international students and assure compliance.
Required Knowledge, Skills and Abilities
Demonstrated leadership in institutional programs with persons from diverse backgrounds such as sexual orientation, racial, ethnic, religious, linguistic, gender, age, socio-economic, physical and learning abilities, and a commitment to an inclusive and equitable working / learning environment.
Master s degree from an accredited institution and five years progressive administration and supervisory experience in Student Affairs.
Exceptional ability to provide strong leadership with ethics and integrity.
Demonstrated professional academic advising experience and oversight, with knowledge of advising models, transfer and articulation, and student development theory.
Higher Education leadership and supervisory experience in developing and directing the work of a team of professional classified and exempt staff; preferably including supervision of faculty.
Experience interpreting and enforcing faculty and classified bargaining contracts.
Demonstrated experience in budget and personnel management.
Knowledge of academic and student support activities and best practices that promote student learning, retention and persistence.
Comprehensive knowledge of academic marketing and recruitment approaches.
Understanding of/familiarity with workforce funding.
Sound judgment, conflict resolution and excellent writing and communications skills.
Commitment to, and understanding of, the community and technical college mission.
Demonstrated ability to work as part of a team supporting the college s mission, vision, and shared governance processes.
Demonstrated knowledge of and experience with Guided Pathways is preferred.
Ability to promote universal design and accessibility. Proficiency in (or ability to learn within 6 months of hire) the production of accessible content, whether print or electronic.
Proficiency using Microsoft Office, specifically experience in creating & editing documents, spreadsheets and presentations. Previous success learning new computer software programs/platforms required.
Ability to represent the college in a positive and professional manner, while using tact, discretion and courtesy.
Renton Technical College serves a community where the top five languages other than English are spoken. Candidates with proficiency in speaking Spanish, Vietnamese, Russian, Somali, and Chinese are highly desired.
Terms of Employment
The person hired is required to provide authorization for employment in the United States.
All offers of employment are subject to background checks. Post offer, pre hire background checks (including criminal record) may be conducted. Information from the background check will not necessarily preclude employment, but will be considered in determining the applicant s suitability and competence to perform in the position.
2019 Employee Benefits Summary Coverage begins the first day of the month following the date of hire. If the date of hire is the first working day of the month, coverage begins immediately. Spouse or same-sex domestic partner, and dependent children are eligible for coverage. Eligible employees at Renton Technical College (RTC) receive a generous benefits package in addition to their paycheck, including:
Medical Plan Monthly Costs Employees pay a portion of their medical care cost through payroll deduction. The employee premium is based on the choice of plan and coverage for lawful spouses, same-sex domestic partners, and dependent children.
Employee Monthly Contribution by Family Tier
Kaiser Permanente WA Classic 2019 Employee Only: $165 2019 Employee and Spouse: $340 2019 Employee and Child/Children: $289 2019 Employee, Spouse and Child/Children: $464
Kaiser Permanente WA Consumer-Directed Health Plan (with a health savings account) 2019 Employee Only: $25 2019 Employee and Spouse: $60 2019 Employee and Child/Children: $44 2019 Employee, Spouse and Child/Children: $79
Kaiser Permanente WA Sound Choice 2019 Employee Only: $35 2019 Employee and Spouse: $80 2019 Employee and Child/Children: $61 2019 Employee, Spouse and Child/Children: $106
Kaiser Permanente WA Value 2019 Employee Only: $88 2019 Employee and Spouse: $186 2019 Employee and Child/Children: $154 2019 Employee, Spouse and Child/Children: $252
Uniform Medical Plan Classic (UMP Classic) 2019 Employee Only: $107 2019 Employee and Spouse: $224 2019 Employee and Child/Children: $187 2019 Employee, Spouse and Child/Children: $304
Uniform Medical Plan Consumer Directed Health Plan (with a Health Savings Account) 2019 Employee Only: $25 2019 Employee and Spouse: $60 2019 Employee and Child/Children: $44 2019 Employee, Spouse and Child/Children: $79 UMP Plus-Puget Sound High Value Network 2019 Employee Only: $50 2019 Employee and Spouse: $110 2019 Employee and Child/Children: $88 2019 Employee, Spouse and Child/Children: $148
UMP Plus-UW Medicine Accountable Care Network 2019 Employee Only: $50 2019 Employee and Spouse: $110 2019 Employee and Child/Children: $88 2019 Employee, Spouse and Child/Children: $148 Spouse rates are applicable to qualified/Washington State-registered domestic partner
All premium rates listed are as of January 1, 2019.
Consumer Directed Health Plans (CDHP s) are paired with a Health Savings Account (HSA). CDHP s are a type of insurance plan that has lower premiums, a higher annual deductible, and higher out-of-pocket maximum than traditional health plans. An HSA is a tax-exempt account that you
or your employer, can deposit funds into on your behalf.
For more information about CDHP, HSA, and traditional health plans, please visit www.hca.wa.gov/pebb
Dental Coverage & Cost* Renton Technical College provides dental coverage at no monthly premium cost to the employee. Benefit eligible employees have a choice of dental plans. Options include:
Uniform Dental Plan Preferred Provider Organization (PPO) Administered by Washington Dental Service (WDS)
DeltaCare Managed Care Plan Administered by Washington Dental Service (WDS)
Willamette Dental Managed Care Plan Administered by Willamette Dental
Cost for dental services provided and coverage options vary based on plan selection.
Vision Employees do not pay separate premium for vision coverage; it is covered under the medical plan. Optical service frequency and hardware (glasses, contact lenses, etc.) vary depending on type of plan selected.
Waiving Medical Coverage If you have other medical insurance you can choose to waive medical coverage for yourself or any family member. If you have existing coverage through your spouse or domestic partner, please contact the plan directly to see how they will coordinate benefits.
If waiving medical coverage, the employee will still be covered under the dental insurance plan at no monthly premium cost.
Medical Flex Spending Accounts (FSA) & Dependent Care Assistance Program (DCAP)
The FSA and DCAP plans are offered by the College and The State of Washington. They are calendar year, pre-tax, spending programs you can use to set aside money for eligible expenses. Both plans are offered as payroll deductions.
The Flexible Spending Account (FSA) is a PEBB sponsored benefit program that allows you to use pre-tax money to pay for certain out-of-pocket medical expenses. An FSA can save you 25 - 40% on your eligible expenses.
Annual contributions in 2019 can be between a minimum of $240 to maximum of $2650. As a use it or lose it IRC governed plan, medical expense reimbursements can be requested for employee, spouse, or their IRS eligible dependents.
The Dependent Care Assistance Program (DCAP) allows you to save on child or elder care expenses (e.g. babysitting, daycare, in-home care for an older dependent incapable of self-care).
Eligibility Permanent employees, lawful spouse, qualified same-sex domestic partner and dependent children under 26 years of age.
Effective date of coverage First of the month following the date of employment for basic coverage; for optional coverage, amounts become effective the first of the month following approval date.
Basic Coverage: $35,000 Basic Term Life & $5,000 Accidental Death & Dismemberment (AD&D) *Part A is employer provided at no cost to the employee.
Supplemental Life Coverage(s): Supplemental term insurance coverage for employee, lawful spouse, qualified same-sex domestic partner and family is available in $10,000 increments from $10,000 up to $100,000, at additional cost to the employee.
Supplemental AD&D Coverage: Voluntary Accidental Death and Dismemberment for employee, lawful spouse, qualified same-sex domestic partner and family is available at additional cost to employee.
Life Insurance Evidence of Insurability may be required for certain supplemental coverage amounts.
LONG TERM DISABILITY
The basic plan is employer provided and at no cost to the employee. It Provides 60% of the first $400 pre-disability monthly earnings, reduced by any deductible income.
The maximum benefit $240 per month; the minimum benefit $50 per month. Benefits begin after 90 days of disability or the period of accumulated sick leave, whichever is longer.
Optional Plan There is an optional plan that pays 60% of pre-disability monthly earnings, reduced by any deductible income, and is available at additional cost to employee. Maximum benefit $6000 per month; minimum benefit is $240 per month. Cost for the optional plan is determined by employee type and waiting period selected.
Tax Deferred Retirement Plans
PERS Plan 2: defined benefit plan for classified staff Employee Contribution: 7.41% of gross salary Employer Contribution: 12.83% of gross salary
PERS Plan 3: defined benefit & employee defined contribution for classified staff, Administrators, and Exempt employees Employee Contribution: Varies from 5% to 15% Employer Contribution: 12.83% of gross salary
TIAA-CREF: defined contribution plan for Faculty, Administrators, and Exempt employees Employee Contribution: Under 35: 5% of gross salary; 35-49: 7.5% of gross salary; 50 & over: 10% of gross salary Employer Contribution: Under 35: 5% of gross salary; 35-49: 7.5% of gross salary; 50 & over: 10% of gross salary
TRS Plan 3: defined benefit & employee defined contribution for Faculty Employee Contribution: Varies from 5% to 15% of gross salary Employer Contribution: 15.41% of gross salary
Employee and Employer contributions to applicable retirement plans are mandatory for benefit eligible employees. The amount of the deduction and contribution are dependent upon the retirement plan chosen and may vary by current contribution rates in effect.
Supplemental Retirement & Deferred Compensation Plan
Supplemental Retirement Plan: In addition to regular matched retirement, employee can voluntarily participate in a 403(b) plan and set aside a portion of their income in Pre-Tax Elective Deferral or an After-Tax (Roth) Elective Deferral. Agreements and amounts can be changed at any time.
Deferred Compensation Plan: The State of Washington 457 plan permits employee to set aside additional pre-tax earnings for retirement savings.
Certain tax regulations allow employees to participate in one or both supplemental 403(b) plans and State of Washington s 457 deferred compensation plan.
Contributions to a 403(b) or 457 plan are funded solely by the employee.
Employees can take most credit and non-credit classes at a reduced cost when space is available and certain conditions are met.
Credit classes Faculty employed at 50% or more and permanent classified, exempt, or administrative staff may take almost any credit class on a space-available basis if requirements and prerequisites have been met. To get the reduced tuition rate, the employee may not register until the date listed in the enrollment calendar (usually the third day of the quarter). Hourly and probationary employees are not eligible for this reduced tuition.
Auto and Home Insurance – Liberty Mutual PEBB members may receive a discount of up to 12 percent off Liberty Mutual s auto insurance rates and up to 5 percent off Liberty Mutual s home insurance rates. In addition to the discount, Liberty Mutual also offers:
Discounts based on your driving record, age, auto safety features, and more.
A 12-month rate guarantee on their competitive rates.
Convenient payment options including automatic payroll deduction, electronic funds transfer, or direct billing at home.
Prompt claims service with access to local representatives.
Credit Unions Eligible employees may join one of two credit unions. Both offer member services that include payroll direct deposit, automatic bill pay, savings and checking accounts, overdraft protection, personal lines of credit and low interest loans.
School Employees Credit Union of Washington
Washington State Employees Credit Union
Home Street Homeownership Benefits for RTC Employees As a RTC employee you are eligible for exclusive homeownership benefits with the Hometown Home Loan Program offered through Home Street Bank. With this benefits package, you have access to vital homeownership resources.
Paid Holidays Eligible employees will be paid for up to eleven (11) of the following holidays:
Veteran s Day
The day after Thanksgiving Day
New Year s Day
The legally designated day for Martin Luther King Jr s birthday
Personal Holiday (1 day)
Leave Employees accrue vacation (16.67 hour per month for exempt employees), sick (8 hours per month), and personal leave based on their classification (8 hours per year for exempt employees). To determine the accrual rate, refer to the appropriate contract or collective bargaining agreement. Resources:
Health Benefits / Plan Comparisons / Plan Contact Information Please visit the Public Employees Benefits Board (PEBB) online to view plan comparisons, benefit summaries, and for direct links to plan pages and contact information, at www.hca.wa.gov/pebb
Retirement Programs Employee and Employer contributions to applicable retirement plans are mandatory for benefit eligible employees. The amount of the deduction and contribution are dependent upon the retirement plan chosen and may vary by current contribution rates in effect. The following agencies/institutions administer our retirement programs: § State Board Benefits Connection – Retirement: http://www.sbctc.edu/colleges-staff/my-employment/retirement.aspx § State Board Retirement Plan (SBRP) / TIAA-CREF: http://enroll.tiaa-cref.org/sbctc/ § Washington State Department of Retirement Systems: http://www.drs.wa.gov