Technical Training Manager leads the design and delivery of technical training programs. Determines training objectives by conducting analysis of overall needs and specific skill or knowledge gaps. Being a Technical Training Manager manages the development of training programs and materials including outlines, text, handouts, hands on exercises, and training evaluations. Establishes processes to monitor results and collect feedback on training instructors to determine effectiveness and identify areas for improvement. Additionally, Technical Training Manager assesses and manages any contractors utilized to deliver specialized training. May manage IT, product, or equipment training depending on the industry and setting. Requires a bachelor's degree. Typically reports to an director. The Technical Training Manager manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. To be a Technical Training Manager typically requires 5 years experience in the related area as an individual contributor. 1 - 3 years supervisory experience may be required. Extensive knowledge of the function and department processes. (Copyright 2024 Salary.com)
POSITION POSTING
February 19, 2024
Regional Manager Salary Scale
1 full-time exempt opening $69,844 – $89,051 – $108,258
Home office: Monticello
Primary Objective of Position
Manage all activities in assigned region, including developing collaboration with
CareerForce Center (CFC) Partners, Memorandum of Understanding (MOU)
partnerships, Workforce Development Area (WDA) #5 Labor Market Information
(LMI) expert, economic development, and education. Plan, organize, and manage
the activities of CMJTS program specialty. Oversee the programs budget and policies
regarding participant involvement, program requirements, and program
performance standards, implementing quality standards in all activities. Supports
and promotes ethical standards and support of agency diversity goals. Support and
maintain an inclusive work environment and the agency equal opportunity and
inclusion efforts.
Qualifications
Four-year human service, education or related degree
Five years’ experience in workforce development
Two years of management experience preferred
Proficiency with MS Office products, e-mail and the Internet
Proven experience in planning, communicating, evaluating, supervising
and training staff
Experience with program budget planning and management, with a basic
understanding of generally accepted accounting practices
Skilled in the analysis and interpretation of program data, laws, and policies
Understanding of the quality and continuous improvement process
Excellent communication skills
Proven time management skills
Strategic planning experience
Ability to multi-task
Essential Functions
Regional Responsibilities
Participate in the evaluation of affiliate site and CFC services in order to make on-
going improvements in effectiveness and customer satisfaction. Define scope of
services offered by program and administer policies and procedures. Collaborate
with community, CFC partners, and CMJTS staff to provide services to job seekers
and employers and to enhance regional planning efforts. Confer and consult with
individuals, groups, and committees to determine regional needs, to plan,
implement, and extend organization’s programs and services to the region. Use
research and data to interpret needs of the community.
Leadership
Demonstrate the ability to lead organization in its ability to apply ethical standards
and laws for professional program delivery while working with a variety of individuals
and community members. Evaluate performance of staff and ensure individual
performance goals are met. Participate in the interviewing and hiring process,
ensure proper staffing within assigned region. Instruct and train agency staff or
volunteers in skills required to provide services. Assist in the development of
organizational policies. Lead by fact using critical few data. Speak at and make
presentations to community, state, and national groups to market agency programs
and services. Establish and maintain relationships with other agencies and
organizations in the community to meet, and not duplicate, services. Plan for
engaging in lifelong learning to enhance knowledge and skills for working with
communities and organizations. Identify unique qualities in professional boundaries
when partnering with clients in community practice settings. Use logic, critical
thinking, and creativity in written and oral communication.
Program Responsibilities
Develop Requests for Proposals (RFP’s) as needed to implement service strategies.
Manage the RFP and selection process with the participation of the Workforce
Development Board (WDB) and WDB committee(s). Ensure programs meet or
exceed performance standards to ensure incentive funds for the organization.
Understand program specific laws. Interpret program policy. Confer and consult
with diverse individuals, groups, and committees to determine program needs to
plan, implement, and extend organization’s programs and services. Prepare for and
advocate for the needs of vulnerable populations. Develop comprehensive program
and policy designs that reflect the use of best practices, thorough research, client
feedback, and industry knowledge. Ensure the integrity of data used for monitoring
process, keep CEO informed of upcoming monitoring of programs. Develop
program planning reports. Evaluate program and client outcomes to maintain and
improve program effectiveness and quality service delivery. Establish program
performance and outcome measures based on funding sources and WDB
requirements. Responsible for all reporting and monitoring requirements.
Financial Management
Assist in the cost allocation process. Develop and manage program budget that
reflects diverse funding sources to meet the needs of local communities. Regularly
review budget & spending patterns and define problem areas. Follow agency
protocol for authorization of expenses. Communicate training & support budget to
staff.
Diversity
Support and promote agency EEO plan and goal development. Engage in training
opportunities that will ensure unknown biases are identified and eliminate the
influence of personal biases and values when engaging with diverse groups. Identify
and promote ongoing diversity training throughout all levels of organization.
Engage diverse communities in program goals and measured outcomes. Monitor
program outcomes to ensure agency diversity goals are being met. Consider diverse
populations with program and budget development. Routinely review agency and
program policies and procedures to eliminate bias within program delivery.
To Apply:
Send cover letter and résumé to:
Human Resources, CMJTS, PO Box 720, Monticello, MN 55362
employment@cmjts.org
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