Director of Athletics and Recreational Services

Director of Athletics and Recreational Services

Salary

$73,400.00 - $89,950.00 Annually

Location

32000 Campus Drive, Salisbury, MD

Job Type

Full-Time Standard

Job Number

FY27-00535

Department

Student Affairs (SDV)

Opening Date

10/22/2026

• Description
• Benefits
• Questions

Primary Function

Wor-Wic Community College is accepting applications for a director of athletics and recreational services to establish, administer and grow the college's intercollegiate athletics and recreational programs. Duties include strategic planning, including the introduction and expansion of sports, fundraising and brand visibility; budgeting to ensure effective fiscal management and resource allocation; staff supervision; facilities management; compliance; student success and student-athlete well-being; and community engagement, including developing and nurturing strategic relationships with internal and external constituents, and representing the college at the NJCAA, Region 20 and Maryland Junior College Athletic Conference (MDJUCO). This position may be required to periodically work evenings and weekends, including registration, orientation, outreach events, retention initiatives and the annual commencement.

Essential Duties

The following list is not intended as, nor should it be construed as, exhaustive of all responsibilities, skills or working conditions associated with this position.

• Establishes, develops, and maintains strategic relationships with internal and external constituencies, including the colleges Foundation, media, community stakeholders, high schools, and other partners, to advance the visibility, growth, and success of the colleges athletics program; represents the college at the NJCAA, Region 20, and Maryland Junior College Athletic Conference (MDJUCO); provides leadership and oversight for the development, implementation, and operation of recreational fitness and intramural programs; develops, administers, and monitors departmental and team budgets to ensure effective fiscal management and resource allocation; cultivates partnerships and directs the planning and execution of athletic camps, clinics, mentoring opportunities, field trips, and promotional events; coordinates athletic facilities operations, scheduling, and utilization, including coordination with the Business Office regarding third-party use; and establishes performance measures, collects and analyzes program data, and prepares reports and recommendations to inform executive leadership and support strategic decision-making
• Develops, implements, and evaluates a data-informed, long-range strategic plan to advance the growth and success of the Colleges athletics program, including the introduction and expansion of sports, fundraising, game-day experience, student-athlete well-being, personnel development, and brand visibility; develops and implements student-athlete recruitment and retention strategies to support enrollment growth and student success; leads search committees for the selection of qualified coaches and athletics staff; provides leadership and direction to coaches in developing team schedules and identifying travel, equipment, and operational needs; oversees all sports information functions, including statistics and recordkeeping, game previews and summaries, live-streaming of competitions, and scoring table operations; and serves as the game-day site administrator for home athletic competitions
• Acts as lead athletics compliance official, ensuring adherence to all applicable governing body requirements, federal and state laws, and institutional policies and procedures, including but not limited to NJCAA and MDJUCO regulations, Title IX, Title VI, sexual harassment prevention, and anti-hazing requirements, and provides training and guidance to athletics staff and student-athletes; serves as head of student-athlete eligibility, including verification, documentation, and submission of required records; monitors student-athlete academic progress to support continued eligibility and academic success; prepares and administers letters of intent in accordance with applicable regulations; and collaborates with internal and external partners to secure safe and appropriate athletic facilities and fields
• Builds a program focused on the holistic success of student athletes that instills integrity, teamwork and sportsmanship; creates a culture that supports academic progress, retention and completion through collaboration, activities and guidance from student services; ensures the program reputation aligns with NJCAA and institutional values; and exhibits leadership and professionalism in all communications and interactions
• Completes and maintains appropriate college and relevant certifications, training and workshops; and remains abreast of cutting-edge equipment and playing techniques to ensure excellent coaching and strategizing
• Performs other duties as assigned

Minimum Requirements

• Bachelors degree
• Eight years of relevant athletic administrative experience with at least five years of supervisory and athletic facility management experience at the assistant director level or higher
• Demonstrated leadership experience
• Excellent Microsoft Office, social media, desktop publishing, organizational, customer service, attention to detail, interpersonal and verbal and written communication skills
• Proven ability to serve as an advocate for athletic and recreational programs
• Demonstrated knowledge of best practices in athletics and recreational programs with an emphasis on research, assessment and data-informed decision making
• Preference will be given to applicants with:
• A masters degree in athletic administration, sports management, higher education administration or other relevant field
• Successful implementation of intercollegiate athletics and student recreational programs for a community college student population
• Demonstrated understanding of NJCAA compliance, rules and regulations

Supplemental Information

This is a full-time administrative position that includes an excellent fringe benefits package. This position may be required to periodically work evenings and weekends, including registration, orientation, outreach events, retention initiatives, the annual commencement and required travel. The starting salary for this position will likely range from $73,400 - $89,950 per year depending on qualifications and experience.

The right candidate will represent our commitment to access, community, diversity, learning, integrity, innovation and heart; collaborate and cooperate with others to accomplish the goals of the college; and support new and creative ideas to enhance institutional effectiveness.

It is important that your application show all the relevant education and experience you possess. Please do not use "See Resume" or similar language in the job application. Applications may be rejected if incomplete.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position. The college reserves the right to change or reassign job duties, or combine and/or eliminate positions at any time.

Applications received by Nov. 8 will be given first consideration; the position will remain open until filled.

This document is available in alternative formats to individuals with disabilities by contacting disability services at disabilityservices@worwic.edu, 410-334-2899 or TTY 410-767-6960. Wor-Wic Community College is an equal opportunity educator and employer. Visit www.worwic.edu/Services-Support/Disability-Services to learn more.

Benefits for Standard Employees

This summary is solely intended to provide an overview of benefits offered by the college. In the case of a discrepancy, the information in the plan documents and the policy manual supersedes any description listed here.

Medical Insurance

Full-time employees can elect to purchase subsidized medical coverage for themselves and their dependents effective the first of the month following the employees date of hire.

Part-time administrators and support staff members can obtain medical coverage for themselves and their dependents at their own expense.

Dental Insurance

Full-time employees can elect to purchase subsidized dental insurance for themselves and their dependents effective the first of the month following the employees date of hire.

Part-time administrators and support staff members can obtain dental coverage for themselves and their dependents at their own expense.

Vision Insurance

Full-time employees and part-time administrators and support staff members can elect to purchase voluntary vision insurance at their own expense for themselves and their dependents effective the first day of the month following the employees date of hire.

Life Insurance

Full-time employees receive life insurance equal to one-and-a-half times the employees annual salary, with a maximum benefit of $250,000, at no cost to the employee. Full-time employees can purchase additional life insurance at their own expense for themselves and their dependents at any time during their employment, pending approval from the provider.

Supplemental Insurance

All employees can purchase one or more of the supplemental insurance products offered by the college at their own expense for themselves and their dependents. Supplemental insurance provides an additional level of financial protection in the event of a serious accident or illness.

Retiree Medical and Dental Insurance

Full-time employees with 15 years of continuous full-time service at the college who meet the eligibility requirements for an early or normal service retirement of the State Retirement and Pension System (SRPS) of Maryland and have medical and/or dental coverage in effect immediately prior to the time of retirement, are eligible to remain enrolled in medical and dental insurance at their own expense. The college subsidizes the employee portion of medical insurance based on years of experience and age requirements.

Flexible Spending Accounts

Full-time employees and part-time administrators and support staff members can obtain a medical reimbursement account and/or a dependent care assistance account effective the first of the month following the employees date of hire. Employees do not need to enroll in the colleges medical or dental plan to be eligible for flexible spending accounts.

Workers Compensation

All employees are covered by workers compensation insurance when they are involved in a work-related accident. Workers compensation insurance covers medical care, rehabilitation and lost wages for employees or death benefits for the employees dependents, according to the specific terms of the insurance policy.

Short-term Disability Insurance

Full-time employees who have been employed by the college for at least one year are eligible for short-term disability coverage for non-occupational injuries or illnesses, with coverage beginning after a 15-work day elimination period and ending 90 calendar days from the date of the injury or illness. Short-term disability benefits equal 60 percent of the employees monthly salary, with a maximum benefit of $10,000 per month.

Long-term Disability Insurance

Full-time employees receive long-term disability coverage for non-occupational injuries or illnesses, with coverage beginning after an employee has used all accumulated sick leave or has been disabled for 90 calendar days, whichever occurs later. Long-term disability benefits equal two-thirds of the employees monthly salary, with a maximum benefit of $10,000 per month.

Retirement

Full-time and part-time support staff members are enrolled in the State Retirement and Pension System (SRPS) of Maryland. Seven percent of the employees salary is deducted as a retirement contribution from each paycheck of all employees enrolled in the SRPS.

Full-time administrators, full-time faculty and part-time administrators can enroll in the State Retirement and Pension System (SRPS) of Maryland, or the Maryland Optional Retirement Program (MORP) subject to approval by the Maryland Higher Education Commission. Seven percent of the employees salary is deducted as a retirement contribution from each paycheck of all employees enrolled in the SRPS.

Supplemental Retirement Accounts

All employees who normally work 20 hours or more per week can make tax-deferred supplemental retirement contributions to any of the supplemental retirement funds offered by the college.

Tuition Waiver

Full-time employees and their family members are eligible for tuition waivers for credit and continuing education courses offered by the college. In the implementation of this policy, a family member is defined as the employees spouse or unmarried child 25 years of age or younger.

Part-time administrators and support staff members are eligible for tuition waivers for themselves for credit or continuing education courses offered by the college, up to a maximum of one credit or one continuing education course each session, semester or term. The employee must attend on his or her own time.

Reimbursement for Undergraduate & Graduate Studies

Full-time employees who have been employed by the college for at least six months are eligible for tuition reimbursement for satisfactory completion of undergraduate and graduate course work beyond the associate degree at regionally-accredited colleges and universities. Course work must be related to improving the employees effectiveness within his or her current position, or an employee can request to take course work related to another position of increased responsibility at the college, subject to supervisory approval up through the president. An employee is eligible for tuition reimbursement for up to nine credit hours per fiscal year. An employee who leaves the college must repay the full amount of all reimbursements received within the two years preceding the termination date. The maximum reimbursement provided is equal to the current in-state tuition rate per credit hour at the University of Maryland College Park, reduced by the amount received from funding sources such as veterans benefits, financial aid, grants and scholarships.

Credit Union

All full- and part-time employees and their immediate family members can participate in the State Employees Credit Union (SECU). The SECUs definition of immediate family member, which includes the employees parents, spouse, natural, step, adopted and foster children, grandparents, grandchildren, brothers, sisters, brothers-in-law, sisters-in-law, parents of spouse, sons-in-law, daughters-in-law, aunts and uncles, and nieces and nephews, is used in the implementation of this policy.

Annual Leave

Annual leave is earned on a prorated basis each pay period.

Full-time administrators earn annual leave at a rate of 20 days per year. Part-time administrators earn annual leave at a rate of 7.7 percent of the total hours worked per pay period.

Full-time faculty members who sign 12-month employment agreements earn annual leave at a rate of 20 days per year, but this leave cannot be taken when they are scheduled to teach classes. Full-time faculty members who sign 10-month employment agreements do not receive annual leave.

Full-time support staff members earn annual leave at a rate of 10 days per year during their first through fourth years of employment, 15 days per year during the fifth through ninth years and 20 days per year in the 10th and subsequent years. Part-time support staff members earn annual leave at a rate of 3.8 percent of the total hours worked per pay period during their first through fourth years of employment, 5.75 percent of total hours worked per pay period during the fifth through ninth years, and 7.7 percent of the total hours worked per pay period in 10th and subsequent years.

Sick Leave

Sick leave is earned on a prorated basis each pay period.

Full-time administrators and support staff members earn sick leave at a rate of 15 days per year.

Faculty members who sign 10-month employment agreements earn sick leave at a rate of 12.5 days per year. Full-time faculty members who sign 12-month employment agreements earn sick leave at a rate of 15 days per year.

Part-time administrators and support staff members earn sick leave at a rate of 5.7 percent of the total hours worked per pay period.

Newly-hired employees who have been members of the Maryland State Retirement System at their last place of employment can transfer their accumulated sick leave to Wor-Wic if the time lapse between their previous employment and the college is less than four months and if a letter certifying the number of accumulated sick leave days is forwarded from the personnel office of the previous employer to the college within 60 days after the employees starting date of employment. Sick leave transferred from other agencies has no cash value at the termination of employment at Wor-Wic.

Employees can use a maximum of 64 hours of accumulated sick leave per year for sick and safe leave. An employee is eligible to begin using sick and safe leave 107 calendar days after his or her hire date, whichever is later. If an employee is rehired by the college within 37 weeks of the employees separation date, a maximum of 64 hours of unpaid and unused sick leave will be reinstated.

Personal Leave

Full-time employees earn personal leave at a rate of five days, or 37.5 hours, per year, prorated according to the employees first day of employment.

Part-time administrators and support staff members receive a proration of five personal days, prorated according to the employees first day of employment, based on the employees budgeted weekly hours.

Bereavement

Full-time employees are entitled to four work days of bereavement leave to attend the funeral and/or attend to the affairs of the deceased in the event of the death of an immediate family member. In the implementation of this policy, an immediate family member is defined as a spouse, child, parent, parent-in-law, son- or daughter-in-law, brother, sister, grandparent, grandchild or any other relative living in the employees household. One day of bereavement leave is granted to attend the funeral and/or attend to the affairs of the deceased in the event of the death of a relative not defined as an immediate family member.

Holidays

Full-time employees receive paid holidays. The colleges 16 official college holidays include Martin Luther King Jr. Day, Memorial Day, Juneteenth, Independence Day, Labor Day, the Wednesday before Thanksgiving Day, Thanksgiving Day, the day after Thanksgiving and eight working days as a winter recess, which begins on or before Dec. 24 and includes Jan. 2 when Jan. 1 falls on a Sunday. Employees should consult the official calendar listing of holidays in the college catalog.

Military

Full-time employees and part-time administrators and support staff members who are in the uniformed services can take accrued annual or personal leave, or leave without pay, to serve in the uniformed services.

Court Duty

A full-time employee who is called to serve on a jury or is subpoenaed as a court witness to testify in a proceeding to which the employee or a related party is not personally involved is granted special leave with pay for the period that he or she is required to be in court, plus any necessary time for travel.

Employee Assistance Program

All employees and their household members can access free, confidential assistance to help with family, personal or professional problems. Services are available 24 hours per day, seven days per week, by calling (800) 327-2251.

01

Please select the highest level of education you have completed.

• Did not complete high school or equivalency
• High school diploma or equivalency
• Associate degree
• Bachelors degree
• Masters degree
• Doctorate degree
• Other advanced degree

02

For your applicable degree, please select your major field of study from the options below.

• Athletic Administration
• Higher Education Administration
• Sports Management
• Education
• Other
• I do not have a degree

03

Please use the space below to provide a narrative answer to the following: Discuss in detail your prior experience with successful implementation of intercollegiate athletics and student recreational programs for a community college. If you have never implemented such programs, please enter N/A. The search committee will use this information as part of the overall assessment of your application materials, so please be thoughtful and thorough in your response, and please use your own words.

04

Please use the space below to provide a narrative answer to the following: Discuss in detail how you have used accepted best practices in athletics and recreational programs, combined with research, assessment and data-informed decision making to solve a practical problem related to intercollegiate athletics. The search committee will use this information as part of the overall assessment of your application materials, so please be thoughtful and thorough in your response, and please use your own words.]

05

How many years of your full-time higher education experience is in a supervisory role (as demonstrated by your work history)?

• I do not have direct supervisory experience
• I have less than one year of direct supervisory experience
• I have at least 1 year, but less than 2 years of direct supervisory experience
• I have at least 2, but less than 3 years of direct supervisory experience
• I have at least 3, but less than 4 years of direct supervisory experience
• I have at least 4, but less than 5 years of direct supervisory experience
• I have more than 5 years of direct supervisory experience

06

How many years of relevant athletic administrative experience at the assistant director level or higher do you possess (as demonstrated by your work history)?

• I do not have relevant athletic administrative experience at the assistant director level or higher
• I have less than one year of relevant athletic administrative experience at the assistant director level or higher
• I have at least 1 year, but less than 2 years of relevant athletic administrative experience at the assistant director level or higher
• I have at least 2 years, but less than 3 years of relevant athletic administrative experience at the assistant director level or higher
• I have at least 3 years, but less than 4 years of relevant athletic administrative experience at the assistant director level or higher
• I have at least 4 years, but less than 5 years of relevant athletic administrative experience at the assistant director level or higher
• I have at least 5 years, but less than 6 years of relevant athletic administrative experience at the assistant director level or higher
• I have at least 6 years, but less than 7 years of relevant athletic administrative experience at the assistant director level or higher
• I have at least 7 years, but less than 8 years of relevant athletic administrative experience at the assistant director level or higher
• I have more than 8 years of relevant athletic administrative experience at the assistant director level or higher

07

How many years of your full-time higher education experience includes athletic facility management experience at the assistant director level or higher (as demonstrated by your work history)?

• I do not have athletic facility management experience at the assistant director level or higher
• I have less than one year of athletic facility management experience at the assistant director level or higher
• I have at least 1 year, but less than 2 years of athletic facility management experience at the assistant director level or higher
• I have at least 2 years, but less than 3 years of athletic facility management experience at the assistant director level or higher
• I have at least 3 years, but less than 4 years of athletic facility management experience at the assistant director level or higher
• I have at least 4 years, but less than 5 years of athletic facility management experience at the assistant director level or higher
• I have more than 5 years of athletic facility management experience at the assistant director level or higher

08

Wor-Wic Community College celebrates a diverse workforce made up of individuals who embody our core values: access, community, diversity, learning, integrity, innovation and heart. Please use the space below to provide a short narrative answer to the following: Assume that you are the successful candidate for this position and discuss, in your own words, how you would demonstrate these core values as an employee of Wor-Wic Community College. The search committee will use this information as part of the overall assessment of your application, so please be thoughtful and thorough in your response and please use your own words.

09

This is a full-time position working on-campus in Salisbury, Maryland. Are you still interested in this position?

• YES
• NO

10

The starting salary for this position will likely fall between $73,400 - $89,950 per year depending on qualifications and experience. Are you still interested in this position?]

• Yes, I understand the salary range and am still interested in this position
• No, I am no longer interested in this position

Required Question

Employer Wor-Wic Community College

Address 32000 Campus Drive

Salisbury, Maryland, 21804

Phone 410-334-2920

Website https://www.schooljobs.com/careers/worwic