Executive Director

The Office of Student Retention is committed to promoting the academic success, persistence, and timely graduation of all students, with particular attention to low-income, first-generation, and historically under-represented minority populations, as well as students who are struggling academically or facing other challenges. Through a comprehensive and data-informed approach, we cultivate dynamic partnerships with academic deans, department chairs, faculty, and administrative offices across the university, ensuring that student outcomes, retention, and graduation rates are continuously monitored, analyzed, and addressed through evidence-based interventions.

Our services encompass a wide range of functions, including the ongoing review of student data across various student populations; support for academic advisors through data, guidance, and resources that strengthen early intervention and student support strategies; and assessment of learning outcomes. Through these initiatives, we strive to identify barriers to student success, close equity gaps, and foster an institutional culture that supports every student in reaching their academic and personal goals.

Rutgers University - Newark, an urban public research anchor institution, located in Newark, New Jersey, a city of promise, is seeking an Executive Director.

Rutgers University - Newark ( RUN) often is recognized for providing an affordable high quality education that serves first-generation and low-income college students especially well (e.g., RU-N was ranked 9th among National Universities in the Washington Monthly "Bang for the Buck" listing, which recognizes RUN's relatively high numbers of Pell-eligible students in its incoming first-year class, relatively high 6-year graduation rate, and relatively low student loan default rate).
As documented in a September 2014 report by The Education Trust (http://edtrust.org/resource/leading-the-way-in-diversity-and-degrees-rutgers-university-newark/), the achievement of such high graduation rates for this population of students is a relatively recent phenomenon at RUN and attributable in substantial measure to cultural shifts on campus that occurred in the wake of RU-N's repeated recognition as the top national university for campus ethnic diversity and the embracing of this ranking by RU-N leadership.

At the same time, while RU-N's graduation rate is high relative to what might be predicted from national norms from its student demographics, its 6-year graduation rate is nowhere near the top of national universities is absolute terms (118th) and its 4-year graduation rate is well less than half of that of any of those ranked in the top 25 for public universities. In order to continue to improve its graduation rates, especially at the 4-year mark, RU-N needs to adopt a much more strategic approach to student retention and degree attainment that cuts across all of its undergraduate serving schools and ideally encompassing many of its graduate programs as well. To this end, RU-N recently has contracted with the EAB Collaborative to provide in-depth analytics and consultancy services about student performance and retention as well as technology to assist students, faculty, and academic advisors in applying the results of such analyses to concrete daily student academic decisions. It also has added multiple dual enrollment and special cohort-based programs, especially in recent years, to improve student preparation and engagement and to help defined pathways for students through to graduation.

These efforts require high level coordination to bring the efforts of external consultants and the academic deans and departments chairs into alignment and, in collaboration with senior leadership of the university, to set a strategic direction for RU-N as a whole in the area of student success, retention, and degree attainment programming.

This position is responsible for and not limited to the following:

The final salary offer may be determined by several factors, including, but not limited to, the candidate's qualifications, experience, and expertise, and availability of department or grant funds to support the position. We also take into consideration market benchmarks, if and when appropriate, and internal equity to ensure fair compensation relative to the university's broader compensation structure. We are committed to offering competitive and flexible compensation packages to attract and retain top talent.

Rutgers provides a comprehensive benefits package to eligible employees. The specific benefits vary based on the position and may include:

Consistent with the current application of Rutgers Policy 60.3.22, this position may be eligible for a hybrid work arrangement. The flexible work arrangements outlined in Rutgers Policy 60.3.22 are part of a pilot program that is effective September 1, 2022 through August 31, 2024. Therefore, there is no guarantee that this flexible work arrangement will continue beyond that date. Flexible work arrangements are not permanent, are subject to change or cancellation and contingent on the employee receiving approval in the FlexWork@RU Application System. Additional information may be found at https://futureofwork.rutgers.edu.

Rutgers Future of Work | uhr.rutgers.edu