STAFF DEVELOPMENT SPECIALIST II4226A6 Pay Grade: 29 DEFINITION OF WORK Summary This is specialized work planning, developing, overseeing, and conducting training programs for employees or the public, or supervising a unit of staff development specialists. Work involves developing and implementing training programs statewide or for state agency personnel. Work includes determining staff development needs; researching, evaluating and directing the implementation of training programs and related materials; and recruiting the services of instructors to provide training in specialized areas. 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 D: Work is of a diversified nature that usually involves multiple unrelated steps. Analytical thought is necessary for dealing with complex data and situations. Work often involves a variety of unrelated processes and may require planning or carrying out a sequence of actions or both. Several alternatives usually exist at this level for approaching problems or situations. Workers at this level exercise a considerable amount of independent judgment. Work is controlled by occasional review and by reporting to or consultation with supervisors or superiors. When guidelines exist at this level, they are usually broadly defined or technical requiring careful analysis and 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 C: Typically involves limited supervisory responsibility which entails performing as a "first line supervisor" for a small number of employees. Supervision is not the primary responsibility of the job. Responsibility includes training, instructing, scheduling, and reviewing work and recommending hiring and disciplinary actions to a higher level of authority. Distinguishing Features Differs from the Staff Development Specialist I class in which the primary responsibility is developing and conducting training with limited responsibility for implementing training programs; and incumbents do not have responsibility for supervision of other staff development specialists. EXAMPLES OF WORK PERFORMED Consults with agency officials, central office administrators, and other supervisory personnel concerning training needs and formulates the overall training program to meet training goals and objectives. Researches and analyzes trends and developments in adult education; develops long range staff development plans, training manuals, teaching aids, and lesson plans; reviews and evaluates training courses for effectiveness and applicability to agency programs. 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. Designs methods for gathering data in order to evaluate the effectiveness of training programs. Analyzes data gathered from these resources, evaluates programs and makes appropriate changes to assure training programs adequately address needs. Corresponds with outside presenters and agency personnel in order to secure, schedule and coordinate training and development programs. Develops appropriate curricula and teaching techniques for training activities, determines the utilization of staff, and evaluates courses. Plans, schedules, and presents instructor training workshops. Supervises and participates in the presentation of employee orientation, basic training, in-service training and other specialized training; coordinates training schedules with officials, department heads, and supervisors; supervises the maintenance of an agency's training records. Develops community resources and recruits trainers to assist in the planning and presentation of specialized training programs; selects and trains staff members to serve as instructors. Counsels trainees and new employees concerning orientation, in-service training and college or vocational/technical school courses. Prepares a variety of plans and reports; represents the staff development programs on internal committees; develops and recommends staff development related policies and procedures. REQUIRED KNOWLEDGE, ABILITIES AND SKILLS Knowledge Knowledge of the principles, practices, and procedures involved in developing and carrying out an agency training program. Knowledge of the objectives, functions, and organization of a state agency. Knowledge of the principles and practices of supervision. *Knowledge of the principles, methods and techniques of adult education. *Knowledge of the principles of learning, instructional media, and methods of teaching. *Knowledge of the principles and practices of 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 establish and maintain effective working relationships with agency officials, supervisors, trainees, and personnel from other agencies. *Ability to supervise. *Ability to evaluate educational methods, materials, equipment, and facilities. *Ability to conduct needs assessment, prepare lesson plans, develop instruction strategies and devise and administer evaluation instruments. *Ability to present ideas and theories in a clear concise manner, both orally and in writing, and to facilitate group process. *Ability to maintain effective working relationships with others. *Ability to organize and supervise classes, conferences, and meetings. *Ability to speak effectively before groups and the public. *Ability to develop effective relationships with individuals and groups. *Necessary at Entry MINIMUM REQUIREMENTS: Four 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 |