Key Responsibilities: Tier 2 Support; Deliver expert-level support for a wide range of endpoint technologies, including: Desktop and laptop computers Printers and peripherals Mobile devices General and specialized software applications Operating systems
Asset Management and Deployment: Maintain and update standard software and hardware configurations Manage imaging and deployment processes Oversee post-deployment configurations Conduct regular asset management for DGIT-supported departments
Policy and Procedure Adherence: Ensure compliance with departmental policies, standards, and operating procedures Utilize and maintain up-to-date how-to documents and knowledge bases
Security Compliance: Implement and maintain standard security guidelines and safeguards for all endpoint devices Stay informed about emerging security threats and best practices
Communication and Collaboration: Communicate effectively, both verbally and in writing, with clients and team members Collaborate with other IT teams to resolve complex issues Provide clear and concise documentation of support activities
Escalation Management: Apply DGIT’s escalation process effectively and efficiently Identify and escalate complex issues to appropriate teams or management when necessary
This flexible hybrid role allows for a blend of remote and on-site work, requiring presence on-site as needed based on operational requirements. Please note, travel to the “home office” location is not reimbursed. Each employee will complete a FlexWork Agreement with their manager to outline expectations and ensure mutual understanding. These arrangements are periodically reviewed and may be adjusted or terminated as necessary.
Salary offers are based on a variety of factors including qualifications, experience, and internal equity. The full salary range for this position is $73,518 – $118,243 annually. The University anticipates offering a salary between the minimum and midpoint of this range.
As a condition of employment, the final candidate who accepts a conditional offer of employment will be required to disclose if they have been subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct; received notice of any allegations or are currently the subject of any administrative or disciplinary proceedings involving misconduct; have left a position after receiving notice of allegations or while under investigation in an administrative or disciplinary proceeding involving misconduct; or have filed an appeal of a finding of misconduct with a previous employer.