STAFF DEVELOPMENT SPECIALIST I4225A6 Pay Grade: 26 DEFINITION OF WORK Summary This is specialized work developing and conducting training programs for state employees or the public. Work involves developing, conducting, and coordinating training and development programs, agency and state policies and procedures, agency specific program training, or other subjects related to the performance of work. Uses lectures, written materials and visual aids to present training and other materials. Standard Classification Factors Supervision Received - LEVEL C: "Under direction…" Employees at this level usually receive a general outline of the work to be performed and are generally free to develop their own sequences and methods within the scope of established policies. New, unusual, or complex work situations are almost always referred to a superior for advice. Work is periodically checked for progress and conformance to established policies and requirements. Difficulty - LEVEL C: Considerable… Duties which require a high degree of concentration because of the many factors which must be considered and weighed before a decision can be reached. Usually positions that require planning, developing, and coordinating programs and directing fairly large groups of people fall into this category. Complexity - LEVEL C: Work is of a standardized nature that may involve a variety of duties. Analytical thought becomes more important at this level due to increased data and changing situations. Tasks usually have several steps, some of which may not be directly related. Alternatives may exist for processes or methods to be used in solving problems. Workers at this level exercise a moderate amount of independent judgment. Work is controlled by routine review and reporting to or consultation with supervisors. When guidelines exist at this level, they tend to be more complicated or technical in nature requiring careful interpretation. Consequence of Actions or Decisions - LEVEL C: Consequences of actions or decisions at this level are limited in scope and effect as the work is reviewed occasionally. Errors may cause moderate inefficiency. Costs due to errors may be significant. Contacts - LEVEL C: The purpose of the contact is to influence, motivate, conduct interviews, make formal presentations or counsel to achieve common understanding or solutions to problems when the information is sensitive in nature or the individuals or groups are skeptical or uncooperative. Communication techniques and well developed communication skills become an important requirement at this level. Physical Demands - LEVEL B: The work requires light physical exertion. The employee may be required to perform handling activities with lightweight or easily moved items (e.g. books, file folders, boxes of office supplies, small machine parts, etc.); perform moving activities for brief periods; operate light equipment; perform repetitive motions for brief periods; confined to a work area. Environmental Conditions - LEVEL A: The work environment involves normal everyday hazards or discomforts typical of offices, meeting and training rooms, or libraries. Comfortable levels of temperature, ventilation, lighting and sound are inherent in the work environment. Exposure to deviations from pleasant environmental conditions is only occasional. The likelihood of injury is remote. Supervision/Leadership - LEVEL B: Involves functional leadership responsibility. As a "senior worker", performing essentially the same or similar work as those overseen, responsibility includes training, instructing, scheduling and reviewing. As a "project leader" may be responsible for a phase(s) of a single project which includes planning, coordinating and reviewing the work of others. This level may also involve limited administrative responsibility such as participating in the evaluation of work performance. Distinguishing Features Differs from the Staff Development Specialist II class in which incumbents develop and oversee the implementation of training programs and may supervise staff development specialists. EXAMPLES OF WORK PERFORMED Presents training and development programs through the use of a variety of methods including lecture, exercises, case studies, and visual aids. Develops training modules and programs. Analyzes the given training goals and needs to produce a set of learning objectives, and defines a format for presenting material. Researches, evaluates and selects handouts, visual aids, case studies and exercises that will best promote learning. Gathers data in order to evaluate the effectiveness of training programs and prepares reports. Prepares publicity and notifies state agencies or the public of training sessions. Drafts news releases, letters, brochures, posters and other means of publicizing training and development programs. Corresponds with outside presenters and agency personnel in order to schedule and coordinate training and development programs. Develops technical and non-technical training programs to satisfy established program goals and objectives. Researches literature and writes program and/or identifies, reviews, assesses and modifies existing training programs. Develops appropriate curricula and teaching techniques for training activities, and evaluates courses. Plans, schedules, and presents instructor training workshops. REQUIRED KNOWLEDGE, ABILITIES AND SKILLS Knowledge *Knowledge of the principles, methods and techniques of adult education. *Knowledge of the principles of learning, instructional media, and methods of teaching. *Knowledge of individual and group behavior. Abilities *Ability to evaluate instructional needs. *Ability to organize and develop instructional material and present information and material in an interesting and challenging manner. *Ability to develop and maintain effective working relationships with individuals and groups. *Ability to speak and write clearly and effectively. *Ability to present ideas and theories in a clear and concise manner, both orally and in writing, and to lead discussion groups. Ability to establish and maintain effective working relationships with agency officials, supervisors, trainees, and personnel from other agencies. *Ability to organize and supervise classes, conferences, and meetings. *Necessary at Entry MINIMUM REQUIREMENTS: Two years of experience in developing and delivering training materials and presentations. Education may be substituted for experience as determined relevant by the agency. NC: 06/94 |