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FLSA STATUS: Exempt
SUMMARY:
Funded by the National Security Education Program (NSEP), the Regional Flagship Language Initiatives provide intensive, immersion-based language instruction to graduate and undergraduate students who have been awarded Boren fellowships and wish to study Hindi, Indonesian, Thai, Turkish, or Vietnamese. Each program begins with an intensive, eight-week summer session conducted at the University of Wisconsin, Madison followed by a fifteen-week overseas semester, administered by American Councils in collaboration its overseas partners and UWM. The overseas locations and partners are:
Hindi: The American Institute of Indian Studies; Jaipur, India
Indonesian: Malang University; Malang, Indonesia
Thai: Chiang Mai University; Chaing Mai, Thailand
Turkish: Azerbaijan University of Languages; Baku, Azerbaijan
Vietnamese: University of Languages and International Studies (ULIS), Vietnam National University; Ha Noi, Vietnam
Enrollments in each overseas program range from 6 to 15. Each program provides intensive language instruction, weekly cultural activities, service learning, and language tutoring. Students live with host families vetted by American Councils and its overseas partners. A full time U.S. Resident Director (RD) serves as American Councils' chief representative on site and provides ongoing support to students, including 24-emergency aid, for the duration of the program.
The RFLI Program Manager directs and guides the day-to-day operation of the RFLI programs. The Program Manager maintains relations with overseas partners, negotiates agreements, monitors finances, and ensures program quality. The Program Manager hires and trains both U.S and overseas staff, leads pre-departure orientation programs, and directs the preparation of student handbooks and acceptance materials. In direct, close (daily) communication with the onsite Resident Director, the Program Manager oversees student housing, cultural programming, and extra-curricular activities, including service learning. With the Managing Director and Resident Director, the Program Manager responds to student issues, program concerns, policy questions, and emergencies.
Together with the Managing Director, the Program Manager maintains ongoing communication with UWM staff to apprise them of program concerns and to consult with them on appropriate responses to emerging issues, including interventions to support students or to address student-life issues. The Program Manager is available 24-hours per day to respond to emergencies. He/she plays a key role in a key role in developing support for students facing adjustment issues and expanding student-centered programming.
The Program Manager develops the annual budget, monitors expenses, and directs the administration and completion of program evaluations. He/she compiles reports on program finances and activities for partners and funders. The Program Manager supervises the Resident Directors in the field and the RFLI Program Officer. The position reports to the Managing Director of Higher Education.
DUTIES AND RESPONSIBILITIES:
EQUAL EMPLOYMENT OPPORTUNITY
American Councils is committed to taking affirmative steps to enhance employment opportunities for minorities, women, veterans, and people with disabilities, and strives to ensure that meaningful employment and promotional opportunities are maintained for everyone. American Councils' commitment to equal employment opportunity is based not only on federal requirements, but also on a longstanding commitment to maintaining a diverse workforce reflective of the communities in which we operate.
PAY TRANSPARENCY NONDISCRIMINATION PROVISION
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information.