1340 Assistant Director of Human Resources, Employee Development and Performance
TITLE Assistant Director of Human Resources, Employee Development and Performance
CLASSIFICATION NUMBER 1340
IMMEDIATE SUPERVISOR Director of Human Resources
MAJOR ADMINISTRATOR Vice President for Administrative & Information Services
The Assistant Director of Human Resources, Employee Development and Performance is responsible for the development and implementation of a comprehensive professional development and work related training program which provides employees with the skills to effectively perform their duties, improves organizational effectiveness and productivity, and which creates an environment that promotes professional growth and employee retention. The Assistant Director of Human Resources, Employee Development and Performance determines program content through various assessment strategies and consultation with supervisors, department heads, and directors, and organizes workshops, seminars, conferences, and other innovative educational formats that meet the training and development needs of employees.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A Bachelor's degree is required, preferably in Human Resource Management, Communications, Management, Educational Administration or a related field.
Experience: At least three years of responsible experience in employee training and development is required, which must include responsibilities for the identification, development, and coordination of training and development programs. Experience in presenting training programs, leading group discussions, or in facilitating such activities is required.
Skills: Management and supervisory skills are required. Strong interpersonal and communications skills, particularly as they relate to working with various publics, are required. Creation and delivery of training programs by using presentation software and hardware are required. Development and maintenance of training databases are preferred.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Supports University initiatives and assists the leadership of the University in improving organizational effectiveness by providing development programs and learning opportunities to support the professional and personal growth of all employees, delivering programs through workshops, seminars, conferences, and online training programs, utilizing both internal and contracted resources to meet requirements, and evaluating content and delivery of training on a routine basis to measure quality, relevance, effectiveness, and participants’ acceptance of programs.
2. Serves as an internal consultant for organizational development to individual University units for the development and coordination of specialized programs to address specific needs or concerns and determines employee professional development and work-related training needs throughout the University-system by using assessment questionnaires, tests, and interviews, conducting surveys, reviewing performance evaluations, and consulting with supervisors, department heads and directors.
3. Facilitates the successful delivery of training programs and courses by effective marketing, monitoring course content and delivery, coordinating with supporting agencies, managing registration, evaluating participant response to programs, and making adjustments and/or modifications to maintain the quality and effectiveness of programs.
4. Presents and facilitates specific topical training and development sessions to University employees, supervisors, directors, department heads, and administrators by remaining knowledgeable of educational development processes and techniques.
5. Assists with employee retention by presenting job-specific training programs, supporting internal and external development opportunities, providing supervisory development programs on topics related to employee assistance, ensuring that new employees receive essential information regarding University developmental opportunities for job-related training, personal development, and requirements for compliance training, and counseling and assisting employees with career development through interviews and referrals.
6. Supports the University in meeting federal and state training requirements by coordinating with appropriate University units for the development, delivery, and documentation of participations to ensure compliance.
7. Manages the University’s training database by tracking faculty, staff, and student participation in University training programs, serving as senior administrator of the database (used by five other educational units within the University), maintaining records on program offerings, registrations, attendance, individual employee training histories, preparing annual reports on employee participation for administration, developing queries to support other educational units, providing reports as requested by the Director of Human Resources, and maintaining a website that supports registration and information on University-sponsored training and other training opportunities for faculty and staff.
8. Maintains a resource library for employee development and training by subscribing to professional journals, newsletters, and related publications, and evaluating internal and external training/educational materials and adding such materials as appropriate to the library.
9. Manages funds by preparing and maintaining the training and development portion of the Office of Human Resources budget, assessing the cost effectiveness of the training and development program through standard cost benefit analyses and cost per trainee evaluations, contracting with internal and external entities, and providing recommendations for optimum utilization of funds that exhibit good stewardship in the expenditure of funds.
10. Administers the Appraisal and Development Plan by providing and monitoring compliance with required training for new employees and supervisors, consulting with department heads and supervisors on appropriate goals and performance measures, reviewing the evaluation forms for completeness and accuracy, and advising employees as needed.
11. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues and professional organizations, attending professional development courses, and attending training and/or courses required by the Director of Human Resources.
12. Contributes to the overall success of the Office of Human Resources by performing all other duties and responsibilities as assigned.
The Assistant Director of Human Resources, Employee Development and Performance reports to and receives administrative supervision from the Director of Human Resources, functions independently within the guidelines of the University's personnel policies and regulations, coordinates with all appropriate unit heads, exercises considerable judgment and initiative in planning, organizing, and completing assignments, and supervises and coordinates designated clerical support staff.
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 4 - 2300 Points: Knowledge of the principles, concepts, practices, methods and techniques of an administrative, managerial, or professional field such as accounting or auditing, financial management, business administration, human resources, engineering, social sciences, communications, education, law, or medicine. Knowledge permits the employee to complete assignments by applying established methods to recurring types of projects/problems susceptible to well-documented precedents or to schedule, plan, and carry out precedented projects. Alternatively, knowledge at this level might also permit the employee to carry out precedented projects requiring considerable experience in specific areas within higher education. Knowledge at this level is typically acquired through a combination of formal education and/or training and experience that includes a requirement for a college degree in a specific technical or professional specialty along with significant related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with substantial work experience or a non-specific Master's degree requirement with substantial work experience. Knowledge requirements generally also include a significant amount of related work experience and may include administrative or supervisory experience.
Factor 2: Supervisory Responsibility
Level 3 - 270 Points: Supervision of a limited number of (a) operative, administrative support, or paraprofessional employees who do not exercise a full range of supervisory responsibilities over other full-time employees, (b) a very small number of professional employees, or an equivalent combination of (a) and (b). The incumbent performs a full range of supervisory responsibilities including performance reviews of subordinates. The incumbent is generally responsible for training, planning, and directing the work of permanent employees, and provides major input into hiring decisions. Supervisory responsibilities consume moderate amounts of work time and may include general work planning tasks.
Factor 3: Interactions with Others
Level 3 - 250 Points: The purpose of interactions is to advise or counsel others to solve recurring and structured problems, and/or to plan or coordinate work efforts with other employees who are working toward common goals in situations where relationships are generally cooperative. Interactions are moderately structured and routine and may involve employees in different functions, students, and/or the general public. These types of interactions require normal interpersonal skills.
Factor 4: Job Controls and Guidelines
Level 3 - 500 Points: The employee operates under general supervision expressed in terms of program goals and objectives, priorities, and deadlines. Administrative supervision is given through statements of overall program or project objectives and available resources. Administrative guidelines are relatively comprehensive and the employee need only to fill in gaps in interpretation and adapt established methods to perform recurring activities. In unforeseen situations, the employee must interpret inadequate or incomplete guidelines, develop plans, and initiate new methods to complete assignments based on those interpretations. Assignments are normally related in function, but the work requires many different processes and methods applied to an established administrative or professional field. Problems are typically the result of unusual circumstances, variations in approach, or incomplete or conflicting data. The employee must interpret and refine methods to complete assignments. Characteristic jobs at this level may involve directing single-purpose programs or performing complex, but precedented, technical or professional work.
Factor 5: Managerial Responsibility
Level 4 - 1500 Points: Work involves the primary accountability for a smaller department, program, or process. Work activities involve managerial decisions that directly affect the efficiency, costs, reputation, and service quality of the department, program, or process. Work affects a limited range of professional projects or administrative activities of the University. Work activities have a direct and substantial impact on the department. While work activities do have some effect on the efficiency and reputation of the cost center, departments, programs, or processes at this level represent a relatively minor function within the cost center. Employees in jobs at this level may have responsibility for developing budgets, distributing budgeted funds, and exercising the primary control over a relatively small budget.