2575 MDI Training and Development Manager

IMMEDIATE SUPERVISOR Director, Management Development Institute

The MDI Training and Development Manager is part of a team which manages and administers the program offerings of the Management Development Institute (MDI). The Training and Development Manager assists in developing a service outreach program in training and management development for the business community through both public and on-site programs. The MDI Training and Development Manager calls on businesses, develops on-site training opportunities, develops curriculum, instructs, and coordinates the efforts of instructors. The MDI Training and Development Manager represents MDI and the College of Business Administration effectively in the business community by attending professional organizations events and building customer relationships and partnerships.

Education: A Bachelor’s degree in Business Administration or a related field is required; a Master’s degree in Business Administration or a related field is preferred.

Experience: A minimum of three years of experience providing management and professional development (credit or noncredit) instruction, training, or coordination is required, including the identification of training needs, development, and/or coordination of training programs or marketing of training and development programs. Extensive knowledge or experience in training requirements of business and industry is required. Consultative selling experience is preferred.

Skills: Strong oral/written communication skills, excellent interpersonal skills, and computer literacy are required. Experience in making presentations and in the design of promotional publications is preferred.

Certification: Eligibility for the Department of Elementary and Secondary Education (DESE) Educator Certification-Career Services Coordinator is required.

Effort: Occasionally required to lift and carry materials and equipment weighing up to 25 pounds.

Other: The scope of the job requires evening and occasional weekend work. Occasional overnight, out-of-town travel is required.

1.Assists area business and governmental units by calling on them through phone calls and personal on-site visits, developing effectiveworking relationships, listening to their needs, and communicating how MDI can help meet their training needs.

2. Determines professional development and employee training needs by using assessment questionnaires, constructing interviews, conducting surveys, and consulting with members of the business community.

3. Helps to assure that MDI meets the training and management development needs of the area business community and governmental units by developing noncredit programs especially suited for them and developing curricula for both on-site and public enrollment programs.

4. Facilitates and leads training workshops in various topics related to supervision and management competencies or other subjects related to MDI program offerings.

5. Expands the diversity of the instructional staff teaching noncredit programs by coordinating with the MDI Director, community business, industry, and professional organizations to obtain the best qualified faculty for the noncredit, publicly offered programs sponsored by the Management Development Institute.

6. Maximizes the outreach efforts and financial results of MDI by developing and implementing a marketing and sales plan for on-site and public programs.

7. Helps to achieve the overall goals of MDI by working with the Director and coordinating all efforts with the entire offerings of MDI, including publicly offered and on-site programs and special programs.

8. Remains competent and current through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses as required by the Director of MDI.

9. Helps to assure the success of MDI by performing all other duties as required.

The MDI Training and Development Manager is supervised by the Director, Management Development Institute.

OFFICE OF HUMAN RESOURCES

JUNE 2008

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 1 - 50 Points: Typically, little, if any, supervision of others is required. The job may require irregular but occasional responsibility to direct the work of student workers and/or temporary or part-time workers. The nature of supervision is largely confined to assigning tasks to others and does not include a full range of supervisory responsibilities. The amount of time spent on directing the work of others is normally a small portion of total work time.

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 2 - 250 Points: The employee carries out a group of procedures using the general methods and desired results indicated by the supervisor. Typically, standard operating procedures, handbooks, and/or reference manuals exist for most procedures, but the employee must select from the most appropriate of several guidelines and make minor adjustments to methods. Unforeseen situations are normally referred to others for resolution. Assignments are related in function and objective, but processes, procedures, or software varies from one assignment to another. Based on the assignment, the employee uses diverse, but conventional, methods, techniques, or approaches. Employees in jobs at this level may perform work that is moderately complex, but normally performed within a fairly narrow and specific functional area.

Factor 5: Managerial Responsibility

Level 2 - 400 Points: Work involves services including collecting, processing, and disseminating information and providing advice to others. Work activities may be complex and likely affect the accuracy, reliability, or acceptability of further processes or services to the extent that others rely on the advice given in order to make decisions. Work activities typically affect the efficiency of the department but have relatively minor effects on operations within the cost center. Individuals in jobs at this level are often responsible for actively documenting, monitoring, and controlling expenditures. Incumbents may recommend minor expenditures, but have no substantive authority over budgets.