Assistant Athletic Director - Enterprise Operations & Strategy

We need to output HTML fragment only, with headings

for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title as heading. Must not include Job ID etc. Remove boilerplate. Must preserve all substantive info. Let's parse the job posting. Job Summary: "Clemson University Athletics is looking for an Assistant Athletic Director - Enterprise Operations & Strategy to fulfill the duties outlined below. Plans and directs complex administrative and/or business management activities of a state agency or major component of a state agency." That's a summary; could be placed under About the role? Probably. Job Duties: three bullet points with percentages: Strategic Initiatives & Transformation (30%), Operating Model & Operational Excellence (30%), Enterprise Performance Management (40%). Each has details. Job Code AH25, Employee Type Time-Limited (TLP) Staff, Minimum Requirements: "A bachelor's degree and relevant experience in administrative services, public administration or business management." Responsibilities: then subheadings: JOB KNOWLEDGE, Supervisory Responsibilities, Budgetary Responsibilities, Physical Requirements, Working Conditions, Work Schedule, Compensation Information, Essential Personnel Level, JOB LOCATION, Application Deadline, Military And Veteran, Closing Statement. We need to map to sections: About the role (summary), Responsibilities (duties), Requirements (minimum requirements), Qualifications (maybe job knowledge?), Skills (maybe not present), Benefits (none), Pay (compensation info), Schedule (work schedule). Also maybe location? Not a section heading but could be folded into About the role or a paragraph. We must not create sections with filler like "n/a - n/a". Pay section: compensation info says "Expected Salary Range n/a - n/a Salary is dependent upon several factors..." Since they say "Expected Salary Range n/a - n/a" that's placeholder; we should not create Pay section if it's only filler. However there is substantive info: "Salary is dependent upon several factors including, but not limited to, a candidate's previous experience, knowledge, skills and performance in accordance with Clemson's compensation guidelines." That's substantive. But the heading "Compensation Information" is present. Should we include Pay section? The rule: never create Pay/Schedule/Benefits sections unless the posting actually states them. The posting does state compensation information, albeit with a placeholder range but also says salary dependent on factors. I'd say we can include a Pay section with the substantive sentence, but we must not include the placeholder "n/a - n/a". We can omit that phrase. So Pay section:

Salary is dependent upon several factors including, but not limited to, a candidate's previous experience, knowledge, skills and performance in accordance with Clemson's compensation guidelines.

Schedule: Work Schedule Standard Hours: 37.5. That's substantive. So Schedule section:

Standard Hours: 37.5

Benefits: none mentioned. So omit Benefits. Qualifications: maybe we can combine Minimum Requirements and Job Knowledge? The posting has Minimum Requirements (education/experience) and then Responsibilities includes JOB KNOWLEDGE etc. Qualifications could be the Minimum Requirements. Skills maybe not explicit. Could we create Skills section? Not present. So omit Skills. Requirements: Minimum Requirements. Responsibilities: the duties (the three percentages) plus maybe the sub-responsibilities like JOB KNOWLEDGE etc. But those are under Responsibilities heading in original. We'll include them as list items under Responsibilities. We need to use

• for any list of duties/requirements/benefits. So for Responsibilities we can list each duty as
• . Also for Requirements we can list each requirement (maybe just one). For Qualifications maybe list. We must preserve ALL substantive information; do not invent or summarize away detail. So we need to keep the percentages and details. Let's extract details: About the role (Job Summary): "Clemson University Athletics is looking for an Assistant Athletic Director - Enterprise Operations & Strategy to fulfill the duties outlined below. Plans and directs complex administrative and/or business management activities of a state agency or major component of a state agency." We'll put that in

  . Responsibilities: list items: - Strategic Initiatives & Transformation (30%): Support the COO in planning, coordinating, and executing enterprise strategic initiatives and cross-functional transformation efforts. Lead defined strategic projects and workstreams, bringing structure, coordination, communication, and follow-through to complex initiatives. Help establish clear objectives, milestones, responsibilities, and measures of success for enterprise initiatives. Prepare analyses, presentations, recommendations, and other materials to support the COO and senior leadership. Leads projects/process improvement implementations as assigned by COO. - Operating Model & Operational Excellence (30%): Support the COO in developing, implementing, and continuously improving the athletics department’s enterprise operating model. Help establish clear operating rhythms, processes, roles, and cross-functional ways of working that support effective execution. Lead and coordinate operational improvement initiatives across departmental units in partnership with leaders and the Operational Excellence team. Identify opportunities to improve organizational effectiveness, efficiency, service delivery, accountability, and scalability. Help translate enterprise priorities into practical changes in processes, workflows, and ways of working. Coordinate cross-functional efforts to ensure initiatives are aligned and connected to broader enterprise priorities. Partners with the Operational Excellence team’s Data & Analytics, Technology, and People & Culture leads to drive operational excellence. - Enterprise Performance Management (40%): Support the COO in establishing and maintaining a consistent approach to enterprise performance management. Coordinate the development, monitoring, and communication of key performance measures aligned with enterprise priorities. Support leaders in using performance information to understand progress, identify opportunities, and strengthen accountability. Help create consistent processes and rhythms for reviewing progress against strategic priorities and organizational objectives. Also there are other responsibilities under the "Responsibilities" heading: JOB KNOWLEDGE, Supervisory Responsibilities, Budgetary Responsibilities, Physical Requirements, Working Conditions, Work Schedule, Compensation Information, Essential Personnel Level, JOB LOCATION, Application Deadline, Military And Veteran, Closing Statement. We need to decide what to include. The instruction: "Preserve ALL substantive information; do NOT invent or summarize away detail." So we should include all those items as part of Responsibilities? But some are not duties but attributes. However they are under Responsibilities heading in original. We could treat them as separate sub-sections? But we only have allowed headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we must fit everything into those sections. We can put JOB KNOWLEDGE etc under Responsibilities as list items. Let's extract each: - JOB KNOWLEDGE: "Firm working knowledge of concepts, practices and procedures and ability to use in varied situations." - Supervisory Responsibilities: "Not responsible for supervising employees." - Budgetary Responsibilities: "No fiscal responsibility for the department's budget." - Physical Requirements: "Communicate, converse, give direction, express oneself: 30%" - Working Conditions: "None: %" (that seems placeholder; maybe it's "None: %" unclear). It says "Working Conditions None: %". That's likely filler; we should not include placeholder text. Since it's "None: %" maybe it's meaningless. Better to omit if it's just placeholder. The instruction: never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. For Working Conditions, it's "None: %" which seems placeholder. I'd omit it. - Work Schedule: "Standard Hours: 37.5" (we already have Schedule section). But also appears under Responsibilities; we can still include in Schedule. - Compensation Information: we already have Pay section. - Essential Personnel Level: "Normal Operations - Required to follow emergency facility closure and modified operations directives, and not normally expected to work on-site during emergency situations." - JOB LOCATION: "Clemson, SC" - Application Deadline: "Open until filled." - Military And Veteran: includes Military Equivalency and Veteran Preference details. - Closing Statement: EEO statement. We need to preserve all substantive info. So we should include these under Responsibilities as list items (or maybe some under About the role?). But About the role is for summary; we can add location etc there? However location is not part of summary but we could add a paragraph after summary. But we must not create extra headings. So we can add paragraphs under About the role or Responsibilities. Probably better to add them under Responsibilities as list items. But we must not repeat job title as heading. Already not. We must not put Job ID/requisition numbers as headings; we have Job Code AH25 and Employee Type Time-Limited (TLP) Staff. That's metadata; we can fold into a short

  or drop it. The instruction: "do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

  or drop it." So we can include a short paragraph with Job Code and Employee Type. Thus About the role could include the summary plus maybe Job Code and Employee Type. Let's structure:

  About the role

  Clemson University Athletics is looking for an Assistant Athletic Director - Enterprise Operations & Strategy to fulfill the duties outlined below. Plans and directs complex administrative and/or business management activities of a state agency or major component of a state agency.

  Job Code: AH25 | Employee Type: Time-Limited (TLP) Staff

  But we must not use ? Not prohibited. Use plain text. Could just write "Job Code: AH25. Employee Type: Time-Limited (TLP) Staff." Now Responsibilities: list items. We'll create

  Responsibilities

  then
  with each item. Items: - Strategic Initiatives & Transformation (30%): Support the COO in planning, coordinating, and executing enterprise strategic initiatives and cross-functional transformation efforts. Lead defined strategic projects and workstreams, bringing structure, coordination, communication, and follow-through to complex initiatives. Help establish clear objectives, milestones, responsibilities, and measures of success for enterprise initiatives. Prepare analyses, presentations, recommendations, and other materials to support the COO and senior leadership. Leads projects/process improvement implementations as assigned by COO. - Operating Model & Operational Excellence (30%): Support the COO in developing, implementing, and continuously improving the athletics department’s enterprise operating model. Help establish clear operating rhythms, processes, roles, and cross-functional ways of working that support effective execution. Lead and coordinate operational improvement initiatives across departmental units in partnership with leaders and the Operational Excellence team. Identify opportunities to improve organizational effectiveness, efficiency, service delivery, accountability, and scalability. Help translate enterprise priorities into practical changes in processes, workflows, and ways of working. Coordinate cross-functional efforts to ensure initiatives are aligned and connected to broader enterprise priorities. Partners with the Operational Excellence team’s Data & Analytics, Technology, and People & Culture leads to drive operational excellence. - Enterprise Performance Management (40%): Support the COO in establishing and maintaining a consistent approach to enterprise performance management. Coordinate the development, monitoring, and communication of key performance measures aligned with enterprise priorities. Support leaders in using performance information to understand progress, identify opportunities, and strengthen accountability. Help create consistent processes and rhythms for reviewing progress against strategic priorities and organizational objectives. - JOB KNOWLEDGE: Firm working knowledge of concepts, practices and procedures and ability to use in varied situations. - Supervisory Responsibilities: Not responsible for supervising employees. - Budgetary Responsibilities: No fiscal responsibility for the department's budget. - Physical Requirements: Communicate, converse, give direction, express oneself: 30% - Essential Personnel Level: Normal Operations - Required