Some of the benefits of working at Antioch include:

Health Plan
A generous Health Plan, including a Preferred PPO Plan, HSA Plan, or a Supplemental plan as well as Dental, Vision, Long Term Disability, and Life Insurance coverage.

Flexible Spending Account
Employees may set aside pre-tax dollars for three purposes — to pay for (1) dependent care expenses; (2) healthcare expenses; or (3) individual medical plan premiums that are not covered under one of Antioch’s healthcare plan.

Long Term Disability
Antioch’s group plan is with Sun Life. The premium is shared 50-50 by employer and employee; employee presently pays .00185% of annual wages.

Long Term Care

Retirement
Vested Annuity Plan with TIAA/CREF. The retirement plan is vested from date of employment. Antioch contributions vary depending on classification level.

* Staff – Antioch contributes 6% of total compensation,
* Administrative Associate – Antioch contributes 10% of annual compensation,
* Administrators – Antioch contributes 13% of annual compensation.

Vacation
2, 3 or 4 weeks of paid vacation time depending on position classification and years of service for each fiscal year (days are prorated from date of employment).

* Two weeks for staff level employees
* Three weeks for Administrative Associate level employees
* Four weeks for Administrator level employees

Sick Leave
2 weeks each fiscal year (prorated first year); Works in conjunction with total disability coverage.

Holidays
Generous holiday time off, including the week between Christmas and New Years.

Tuition Remission
Eligible after one year of employment, 100% tuition remission for undergraduate courses for employee and dependents; 100% tuition remission for employee for graduate courses at employee’s home campus; 50% tuition remission for graduate courses at other Antioch campuses for employee and dependents. The value of graduate tuition remission is currently considered a taxable fringe benefit and is included in your taxable income. The availability of this benefit is limited based on budget and is granted based on a priority system.

Service Recognition
The Service Recognition Award Program is a 2% base compensation increase for those employees, in benefited classifications, that have an eligible employment anniversary, e.g., three years, six years, nine years of service, etc.

Direct Deposit
Antioch can direct deposit employee’s payroll check to a bank, savings and loan or credit union, to multiple accounts or to multiple banking institutions.

This listing is intended for informational purposes only and does not guarantee benefits. Benefits become effective upon receipt of the completed enrollment forms within the eligibility periods as defined by each benefit plan document. Benefits are subject to change without notice.

Downloadable Forms

The following are several of the forms most commonly used by the Antioch Santa Barbara Human Resources office.

Request for Leave or Approved Absence (PDF)

Anthem “Rx Direct” Prescription Order Form (PDF)

MedBen Vision Claim Form (PDF)

BlueCross Member Claim Form (PDF)

Worker’s Compensation Claim Form (DWC1) (PDF)

2010 Holidays

Friday, January 1 — New Year’s Day
Monday, January 18 — Martin Luther King Day (3rd Monday of January)
Monday, February 15 — President’s Day (3rd Monday in February)
Monday, May 31 — Memorial Day (5th Monday of May)
Monday, July 5 — Independence Day
Monday, September 6 — Labor Day (1st Monday of September)
Thursday and Friday, November 25 & 26 — Thanksgiving Holidays (4th Thursday of November)
December 24th Through December 31st — Holiday Break

Antioch University Santa Barbara has a strong commitment to the principles of diversity. In this spirit we welcome applicants from a broad spectrum of people including women, members of ethnic minorities and physically challenged individuals.

Antioch University provides equal opportunity for all qualified applicants and does not discriminate on the basis of race, color, sex, ancestry, religion, national origin, sexual orientation, or family status or disability.

To apply please email your resume with the job title in the subject line to: ausbhr[at]antiochsb.edu

OPEN POSITIONS:

PROVOST AND VICE PRESIDENT OF ACADEMIC AFFAIRS

Antioch University Santa Barbara (AUSB) invites applications and nominations for the position of Provost & Vice President of Academic Affairs. AUSB, a private, not-for-profit institution that is part of the national system of Antioch University, was founded on the principles of a rigorous liberal arts education, innovative experiential learning and socially engaged citizenship.

Antioch University Santa Barbara’s students are working adults who seek a new direction in their careers or the mobility provided by earning an undergraduate or graduate degree. The student body of over 300, whose average age is 35, shares a serious determination to change their lives. Using a variety of delivery models, AUSB offers a B.A. in Liberal Studies, M.A. degrees in Clinical Psychology and Education, and a Psy.D. in Clinical Psychology. AUSB is fully accredited by the Western Association of Schools and Colleges and the Higher Learning Commission of the North Central Association.

The Provost & Vice President of Academic Affairs is the leader of AUSB’s academic affairs, is responsible for the direction of the academic programs of the institution, and serves as the chief administrative officer in the absence of the President. Reporting directly to the President, the Provost & Vice President of Academic Affairs oversees the Registrar, Academic Services, Enrollment, Marketing, Admissions, Financial Aid and Library Services and works closely with the Chairs of the academic programs and other departments as necessary to successfully promote our values of equity, diversity, and inclusivity.

Qualifications for the next Provost & Vice President of Academic Affairs include: an earned doctorate from an accredited institution; a record of teaching excellence, expertise in assessment of institutional effectiveness, service, and scholarship commensurate with that of a tenured professor; 5 to 7 years of progressive management experience at a regionally accredited institution at the Dean’s level or above; strong organizational, leadership, and management skills; and experience with, and dedication to, the education of adult and non-traditional students; and a commitment to diversity.

Review of applications begins July 23, 2010. The Executive Search Profile may be viewed at: www.rhperry.net. Nominations, applications, and requests for more information may be directed in confidence to Dr. Allen E. Koenig Senior Partner, R. H. Perry & Associates (614) 798-0538 or AUSBProvost[at]rhperry.net.

It is the policy of the University not to discriminate against and to provide equal employment opportunity to all qualified persons without regard to race, color, national origin, religion, sex, sexual orientation, gender identity, age, disability, veteran status, or any other protected classification.

See additional position information below:

PROVOST AND VICE PRESIDENT OF ACADEMIC AFFAIRS

GENERAL SUMMARY: The Provost and VP of Academic Affairs is the leader and administrator of the University’s academic affairs and the senior administrative official responsible for the direction of the academic programs of the institution, playing a key role in fulfilling the University’s mission and vision. The position reports directly to the President and oversees the Registrar, Academic Services, Enrollment, Marketing, Admissions, Financial Aid and Library Services and works closely with the President and Chairs of academic programs, and other departments as necessary while bringing diverse cultural or ethnic perspectives and the ability to successfully promote our values of equity, diversity, and inclusivity. The Provost and Vice President for Academic Affairs is responsible for the academic curriculum of the institution, providing leadership to the faculty and managing the processes through which teaching is conducted and administered. The Provost/VPAA insures that the curriculum appropriately reflects the mission of the campus and that it is as current as possible in terms of disciplines and delivery.

ESSENTIAL FUNCTIONS:
• Serve as chief administrative officer in the absence of the President as instructed.
• Develop and implement policies and procedures that assure high academic standards and respect AUSB’s educational model.
• Supervise all matters relating to curriculum and instruction in the University.
• In collaboration with the President, review and assure FTE levels will produce the projected revenue levels.
• Oversee development and implementation of academic strategic planning.
• Establish priorities and plans for program development, faculty recruitment and development;
• Establish priorities and plans for program assessment and the collection of data related to effective educational outcomes;
• Coordinate periodic academic program and curriculum reviews, and work with Department Chairs in the review, study, and development of curriculum and in instructional improvement and relationship to AUSB mission, goals, and objectives.
• Take leadership role in accreditation self studies and reports. Ensure adherence to accreditation and licensure requirements, organize and manage site visits.
• Serve on the University Academic Leadership Council and participate in University academic strategic planning and direction;
• Work in close cooperation with the Faculty Senate, and other campus governance bodies;
• Convene governance committee of academic leaders and works with Department Chairs to plan and implement academic agendas
• Provide leadership in helping to design new programs, preparing substantive change reports for accreditation, and other academic strategic initiatives such as examining faculty roles, creating and supporting the creation of alternative delivery models, and establishing a doctoral culture.
• Actively participate in the hiring processes of all core faculty and directs the hiring process.
• Participate and hold leadership roles where possible in a wide range of professional higher education organizations on behalf of AUSB.
• Develop, manage, and evaluate academic elements of articulation agreements with other higher education institutions.
• Conduct the annual faculty evaluation process and make recommendations to the President regarding continuing and new faculty appointments.
• Handle grievances involving faculty and academic support personnel as necessary.
• Develop and implement staff development activities for academic support personnel.
• Maintain an active life of scholarship and teaching.
• Responsible for development and adherence of academic affairs budget and oversight responsibility for all academic and information management/library and research areas.
• Chair and serve on a variety of appropriate campus and system committees and groups as needed.
• Perform other duties as assigned by the President and appropriate to the position.

QUALIFICATIONS: Doctorate in related field required from an accredited institution and a record of teaching excellence, expertise in assessment of institutional effectiveness, service, and scholarship commensurate with that of a tenured professor. 5 – 7 years related work experience with increasing levels of responsibility at a regionally accredited institution of higher education at a non-profit, liberal arts institution preferred. Demonstrated academic leadership, excellent communication and interpersonal skills and good judgment. Must be a positive member of the Antioch community and get along well with others. Ability to formulate and articulate sound policies and demonstrated ability to identify, resolve, and consult on a wide range of administrative and personnel issues with a clear sense of institutional needs and priorities. Strong organizational and management skills. Computer skills required.

Significant experience at the level of Dean or above including experience in the development and administration of curriculum, budget, personnel, strategic planning, and the use of technology in higher education. A commitment to affirmative action principles. The position requires a record of successful initiatives and accomplishments in higher education administration, and a dedication to adult education and student learning, must be committed to the evaluation of academic programs to ensure continuous quality improvement; faculty mentoring of students; equity; cultural and global awareness of students, faculty, and staff; recruitment, retention and mentoring of quality faculty; shared governance; and collaboration with students, faculty, and academic staff.

LANGUAGE SKILLS: Ability to read, analyze ad interpret general business periodicals, professional journals, technical procedures or governmental regulations. Ability to write reports, business correspondence and procedure manuals. Ability to effectively present information and respond to questions.

REASONING ABILITY: Ability to define problems, collect data, establish facts and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.

HOURS OF EMPLOYMENT: This is a full-time exempt position. The work schedule will be established in consultation with the President. Occasional evenings and/or weekend hours may be required. Periodic travel to University administrative meetings is required.

COMPENSATION AND BENEFITS: Salary is DOE. Benefits include medical and dental insurance, paid holidays, sick and vacation leave, life insurance and pension plan.

PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of the job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

ANTIOCH RESERVES THE RIGHT TO CHANGE THE DUTIES OF THIS POSITION AT ANY TIME.
It is the policy of the University not to discriminate against and to provide equal employment opportunity to all qualified persons without regard to race, color, national origin, religion, sex, sexual orientation, gender identity, age, disability, veteran status, or any other protected classification.

Review of applications begins July 23, 2010. The Executive Search Profile may be viewed at: www.rhperry.net. Nominations, applications, and requests for more information may be directed in confidence to Dr. Allen E. Koenig Senior Partner, R. H. Perry & Associates (614) 798-0538 or AUSBProvos[at]rhperry.net.

Section 1.  Equal Employment Opportunity Policy Statement

Antioch University (“AU” or the “University”) is proud to foster an environment in which all individuals are treated with respect and dignity.  AU is fully committed to equal opportunity and affirmative action in all aspects of employment and student services.  All employment decisions at AU are made based on job-related criteria and merit without regard to the individual’s legally protected status.

It is the policy of the University not to discriminate against and to provide equal employment opportunity to all qualified persons without regard to race, color, national origin, religion, sex, sexual orientation, gender identity, age, disability, veteran status, or any other protected classification.  It is the policy of the University to analyze all areas of its employment process to further the principles of equal opportunity employment.

This policy applies to all employment practices, including, but not limited to, recruitment selection, promotion, transfer, compensation, training and development, demotion, and separation.  This policy is intended to be consistent with the provisions of applicable State and Federal laws and University policies.

Section 2.  Affirmative Action Policy Statement

AU believes that a diverse workforce and an environment committed to sharing ideas and values among ethnic, gender, and other protected groups builds upon a successful campus experience for both students and faculty.  AU will take affirmative action to assure equal access to employment opportunities to all persons based on individual merit, interest, and job related qualifications, including but not limited to, women, minorities, persons with disabilities to the full extent permitted by law.  AU will strive to hire the most qualified candidates from a diverse pool of applicants in order to further the goals of the institution.

Equal access to employment opportunities requires a periodic review of selection procedures to identify and remove artificial barriers to employment opportunities for qualified persons in legally protected classifications.  In addition, each employee or applicant shall receive individualized consideration when being considered for employment or retention.  Personnel matters, such as, retention, promotion, transfer, demotion, discipline, compensation, access to training and benefits, and etc. will also be made in accordance with these policies.

As part of its recruitment efforts, AU will increase its outreach to professional organizations and associations that focus on underrepresented individuals.  AU will also identify and target diversity driven job sites when posting announcements and job vacancies to broaden its applicant pool.

Section 3. Dissemination of Policy

A.  Internal Dissemination

Antioch University will continue to make its affirmative action and equal employment opportunity policy known internally by:

1.    Posting a policy statement on appropriate locations at each campus.  See Appendix 1.

2.    Including the policy in The Antioch University’s policy manual.

3.    Conducting meetings with executive, management, and supervisory personnel to explain the intent of the policy, the Board’s and Chancellor’s commitment, and individual responsibilities for effective implementation.

4.    Picturing both minority and non-minority men and women in any publications in which employees are featured.

5.    Making current employees aware of the existence of the Affirmative Action Program.

B.  External Dissemination

Antioch University will make its policy known externally by:

1.    Incorporating the Affirmative Action/Equal Employment Opportunity (AA/EEO) Policy in the University’s website(s).

2.    Informing all recruiting sources in writing of The Antioch University policy, stipulating that the sources actively recruit and refer women and minorities for all positions for which they refer applicants.

3.    Showing both minority and non-minority men and women if employees are pictured in help-wanted or other advertising.

4.    Including a legend in all solicitations and job advertising that Antioch University is “An Affirmative Action/Equal Opportunity Employer.  It is the policy of the University not to discriminate against and to provide equal employment opportunity to all qualified persons without regard to race, color, national origin, religion, sex, sexual orientation, gender identity, age, disability, and veteran status. ”

5.    Copies of this Affirmative Action/ Equal Employment Opportunity Plan shall be made available to any interested person upon request to the Affirmative Action/Equal Employment Opportunity Officer (“AA/EEO Officer”) at each facility.

Section 4.  Compliance with Anti-Discrimination Laws

AU recognizes its obligation to comply with the provisions of the Equal Opportunity Employment Act of 1972 (P.L. 92-261), amending Title VII of the Civil Rights Act of 1964 (42 U.S.C. § 2000e et seq.); Title IX of the Education Amendments of 1972 (20 U.S.C. § 1681 et. seq.); Title VI of the Civil Rights Act of 1964 (42 U.S.C. § 2000d et seq.); the Age Discrimination in Employment Act of 1967, as amended (29 U.S.C. § 623 et seq.); the Age Discrimination Act of 1975, as amended (42 U.S.C. § 6101 et seq.); Section 504 of the Rehabilitation Act of 1973, as amended (29 U.S.C. § 794 et seq.); the Americans with Disabilities Act of 1990, as amended (42 U.S.C. § 1201 et seq.); and all applicable state laws that prohibit discrimination and harassment in employment.

Section 5.  Affirmative Action and Outreach

Positions which will be filled internally by transfer or promotion are posted or announced only internally.  Other positions shall be posted internally and also posted externally through the local newspaper, and any other promising recruiting sources compatible with EEO.  As part of the University’s efforts to identify qualified minority and women applicants, it will take the following Affirmative Actions and outreach.

A.    The AA/EEO Officer must be consulted and give approval prior to the commencement of recruitment for any new position or for any replacement.  He/she is responsible for contacting the selecting department to carefully review the job specifications before posting, to ensure that they are congruent with the written position description on file and are otherwise job related.  He/she shall make sure that the opening is properly posted in accordance with AA/EEO policies.

B.    All position descriptions shall be reviewed periodically, with changes made where necessary, to accurately reflect current job duties.  Position descriptions establish job-related and non-discriminatory requirements.  The University does not have written position descriptions for some positions, there being no legal requirement to do so.  However, when recruiting for a vacancy, the position specifications for that job and that particular vacancy shall be thoroughly reviewed to ensure that they are accurate, job-related, and non-discriminatory.

C.    There shall be no job titles that could be perceived as evidencing a preference for one gender or another.

D.    Copies of all job postings shall be mailed to those local organizations identified as providing placement and job counseling services for minorities and women.   Such organizations shall be encouraged to refer qualified women and minority applicants. Copies of such notices shall be maintained with the job posting file.

E.    Advertise in help wanted sections of minority and women’s interest media.

F.    The University will include minority and female members of the work force in any recruiting brochures which pictorially present work situations.

Section 6.  Designation of Responsibility for Compliance

The Controller or CFO of each campus is the Affirmative Action/Equal Employment Opportunity Officer (“AA/EEO Officer”) for that campus.  The Vice Chancellor of Finance/CFO shall be the AA/EEO Officer for all other University offices and programs including, but not limited to, the central administration offices, the PhD in Leadership and Change, Antioch Education Abroad (AEA) and WYSO.   He/she is an executive level official of the University and, among other responsibilities, has been assigned responsibility for the implementation of equal employment opportunity and the affirmative action programs.  He/she has the authority and the resources to ensure effective implementation.  He/she reports to and has access to and the support of top management.  He is accountable for compliance with all equal employment opportunity laws and policies, and all University policies, procedures and practices with respect to affirmative recruitment, non-discriminatory selection, record-keeping, and reporting on compliance activities to the President or Chancellor.

In discharging these responsibilities, the AA/EEO Officer relies on the assistance as well as the resources of the University central office.  He/she ensures, for example:

1.    That there is posting of employment opportunities in accordance with University policy.
2.    That there is maintained on such campus or other offices an updated list of organizations serving minorities, women and veterans with whom outreach services will be coordinated.
3.    That there is recruitment, including affirmative outreach as appropriate, of potential applicants without regard to race, color, national origin, religion, sex, sexual orientation, gender identity, age, disability, veteran status, or any other protected classification.
4.    That managers and supervisors understand they are responsible for and will be held accountable for making all employment decisions in accordance with University policy and without regard to unlawful factors.
5.    That the University uses only job related criteria for selection for hire, promotion, transfer, training, compensation and all other employment opportunities.
6.    That there is identification of potential problem areas or investigation and response to potential problem areas identified by employees.
7.    That there is technical compliance; for example, the proper display of EEO posters and University EEO policy statements.
8.    That facilities that the University maintains for the use and benefit of its employees are, in fact, desegregated, both in policy and in use, and that facilities such as rest rooms are comparable for both sexes.
9.    That all employees, including minority and female employees, are encouraged to participate in all University-sponsored educational, training, recreational, and social activities.
10.    That the University prohibits and prevents harassment of employees on account of race, color, national origin, religion, sex, sexual orientation, gender identity, age, disability, veteran status, or any other protected classification.

Section 7.  Non-Harassment and Non-Retaliation

AU expects employees to maintain a work environment in which people are treated with dignity, decency, and respect.  As such, AU prohibits employees from engaging in any form of racial, religious, or sexual harassment, or any harassment based upon an individual’s membership or perceived membership, in a legally protected classification.  This policy supplements all other University policies that address non-discrimination, non-harassment, and other unprofessional conduct.

Employees and applicants can raise concerns and make reports under this policy without fear of reprisal or retaliation.

Section 8.  Discrimination Complaint Procedure

If you believe that you have been harassed or treated unfairly based on your membership in a legally protected classification in violation of this policy, you have the right to file a complaint with the AA/EEO Officer at your facility.  This process is an internal procedure that is separate from your rights to file complaints with any state or federal agency.

All allegations of discrimination and/or harassment will be investigated in as confidential a manner as is compatible with a through investigation.  The AA/EEO Officer will determine the appropriate course of action with respect to the complaint(s) received, including, in appropriate cases, a full investigation of the complaint.

Antioch University’s Affirmative Action and Equal Employment Opportunity Plan does not constitute an express or implied contract between Antioch University and its employees, job applicants, or other persons.

Appendix 1
AFFIRMATIVE ACTION & EQUAL EMPLOYMENT OPPORTUNITY POLICY

Section 1. Equal Employment Opportunity Policy Statement

Antioch University (“AU” or the “University”) is proud to foster an environment in which all individuals are treated with respect and dignity.  AU is fully committed to equal opportunity and affirmative action in all aspects of employment and student services.  All employment decisions at AU are made based on job-related criteria and merit without regard to the individual’s legally protected status.

It is the policy of the University not to discriminate against and to provide equal employment opportunity to all qualified persons without regard to race, color, national origin, religion, sex, sexual orientation, gender identity, age, disability, veteran status, or any other protected classification.  It is the policy of the University to analyze all areas of its employment process to further the principles of equal opportunity employment.

This policy applies to all employment practices, including, but not limited to, recruitment selection, promotion, transfer, compensation, training and development, demotion, and separation.  This policy is intended to be consistent with the provisions of applicable State and Federal laws and University policies.

Section 2.  Affirmative Action Policy Statement

AU believes that a diverse workforce and an environment committed to sharing ideas and values among ethnic, gender, and other protected groups builds upon a successful campus experience for both students and faculty.  AU will take affirmative action to assure equal access to employment opportunities to all persons based on individual merit, interest, and job related qualifications, including but not limited to, women, minorities, persons with disabilities to the full extent permitted by law.  AU will strive to hire the most qualified candidates from a diverse pool of applicants in order to further the goals of the institution.

Equal access to employment opportunities requires a periodic review of selection procedures to identify and remove artificial barriers to employment opportunities for qualified persons in legally protected classifications.  In addition, each employee or applicant shall receive individualized consideration when being considered for employment or retention.  Personnel matters, such as, retention, promotion, transfer, demotion, discipline, compensation, access to training and benefits, and etc. will also be made in accordance with these policies.

As part of its recruitment efforts, AU will increase its outreach to professional organizations and associations that focus on underrepresented individuals.  AU will also identify and target diversity driven job sites when posting announcements and job vacancies to broaden its applicant pool.