TITLE Training Specialist
CLASSIFICATION NUMBER 5404
IMMEDIATE SUPERVISOR Assistant Director of Human Resources, Employee Development and Performance
MAJOR ADMINISTRATOR Director of Human Resources
The Training Specialist develops, presents, markets, and facilitates training and professional development for University employees (faculty, staff, and students). The Training Specialist serves as system administrator for the University’s learning management system which includes registration for University programming, documentation of participation, processing of noncredit fee waivers, management of compliance courses, development of online courses, and providing direction to other University educational units using the learning management system functions. The Training Specialist maintains the upper-level Employee Development and Performance web pages and online resources.
MINIMUM ACCEPTABLE QUALIFICATIONS
Education: A bachelor's degree is required; a bachelor’s degree with an emphasis in human resources management, communications, management, business administration, educational administration, information technology, or a related field is preferred.
Experience: At least two years of work experience that includes experience presenting information to groups, administering complex processes, and managing database information is required. Experience in developing and presenting training is preferred. Experience coordinating multiple activities and maintaining records is preferred. Experience working with a learning management system is preferred.
Skills: Effective oral and written communication skills are required. Effective interpersonal skills are required. Computer skills are required. Must be able to work under pressure and have the ability to perform multiple tasks simultaneously. Must be detail-oriented, highly organized, have the ability to work independently, and make sound decisions. The ability to effectively use Microsoft Office (Word, Excel, Powerpoint) is required. The ability to develop knowledge of, respect for, and skills to engage with those of other cultures or backgrounds is required.
ESSENTIAL DUTIES AND RESPONSIBILITIES
1. Conducts needs analysis, develops, markets, and delivers training programs, coordinates with other University educational units to provide support for their programs, manages registrations and attendance of programs, purchases materials, sets-up classrooms, and provides coordination of training programs delivered in classrooms, through workshops, seminars, conferences, and online.
2. Serves as system administrator for the University’s learning management system by managing the system to track faculty, staff, and student participation in training programs, maintaining records on all program offerings, registrations, and attendance, processing noncredit fee waivers, preparing annual reports on employee participation for administration and as requested, and serving as the point of contact for other University units utilizing the system.
3. Delivers a variety of training programs in support of improving employee job skills such as Microsoft Office Suite classes, web time entry and leave reporting, workplace safety, and other topics as required.
4. Develops, delivers, and assists with the oversight and management of University compliance programs as part of new employee orientation and in support of University policies and procedures and as required by federal and state laws.
5. Ensures quality training resource materials are made available to faculty, staff, and students by creating user guides, documentation, web pages, and handouts that support training programs.
6. Maintains the upper-level web pages of the Employee Development and Performance website and ensures that training resources are kept current and available online.
7. Responds to requests from administrators and employees by providing information on training programs, job-related training, personal development opportunities, and compliance training requirements and establishing contracts with internal and external partners.
8. Contributes to the effective operation of the Employee Development and Performance area by coordinating projects and programming with both internal and external educational units.
9. Helps to ensure the proper utilization of the staff development budget by preparing purchase requisitions, verifying expenditures, reconciling accounts for payment, maintaining accurate budget records for reference, and producing reports.
10. Contributes to a work environment that encourages knowledge of, respect for, and development of skills to engage with those of other cultures or backgrounds.
11. Maintains competency and professional currency through self-directed professional reading, developing professional contacts with colleagues, attending professional development courses, and attending training and/or courses required by the Assistant Director of Human Resources, Employee Development and Performance.
12. Contributes to the success of the Office of Human Resources by performing other duties as assigned and assisting in other Human Resource areas as needed.
The Training Specialist is supervised by the Assistant Director of Human Resources, Employee Development and Performance.
OFFICE OF HUMAN RESOURCES
REVISED OCTOBER 2013
JOB FAMILY 4
Factor 1: Professional Knowledge, Skill, and Technical Mastery
Level 3 - 1500 Points: Entry-level knowledge of the principles, concepts, practices, and methods of an administrative, managerial, technical, or professional specialty. Knowledge permits employee to carry out basic recurring tasks and routine portions of assignments or to carry out less demanding professional elements of assignments in professional or technical areas including accounting or auditing, financial management, business administration, human resources, law, engineering, science, or medicine, while gaining familiarity with the University's policies and goals, business practices, and/or accounting systems. This level of knowledge permits the employee to schedule and carry out the steps of a limited operation or project, or to complete stages of a multi-phase project. Alternatively, knowledge at this level might also permit the employee to carry out recurring tasks and routine assignments requiring moderate 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. Knowledge requirements may also include a limited amount of related work experience. Alternatively, equivalent knowledge requirements at this level include a non-technical or general Bachelor's degree requirement with a moderate level of additional related work experience or a non-specific Master's degree requirement with some related work experience.
Factor 2: Supervisory Responsibility
Level 2 - 130 Points: Regular, but limited, supervision, training, or directing the work assignments of (a) small numbers of student, part-time or temporary workers, or (b) one or more permanent, full-time employees. The nature of supervision is largely confined to scheduling work and assigning tasks. Supervision at this level typically does not include a full range of supervisory responsibilities, and supervisory duties typically do not consume a large portion of the work day.
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 3 - 850 Points: Work involves providing significant support services to others both within and outside of the department that substantially influences decision-making processes. Work activities are complex and others rely on the accuracy and reliability of the information, analysis, or advice to make decisions. Work activities have a direct, but shared, impact on further processes or services, affect the overall efficiency and image of the department, and may have material impact on costs or service quality within the cost center. Incumbents may be responsible for identifying areas of need and for developing proposals that request funding to fulfill those needs.