EXECUTIVE DIRECTOR, OFFICE OF WORKFORCE DEVELOPMENT
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Job Description

APPLICANTS MUST BE PERMANENT IN THE ADMINISTRATIVE STAFF ANALYST CIVIL SERVICE TITLE.

The Office of Workforce Development (OWD) provides a variety of professional and organizational development training to DSS-HRA-DHS 14,000+ staff to promote professional growth and enhanced skills that fosters effective communication with at-risk New Yorkers and among stakeholders. Additionally, OWD partners with DCAS Citywide Training Center and other training vendors to reviews and approve requests to participate in professional development offerings.

Under the administrative direction of the Deputy Commissioner of the Office of Policy, Procedures and Training (OPPT) Office of Training and Workforce Development (OTWD), with wide latitude for independent judgment and initiative, the Executive Director of the Office of Workforce Development (OWD), has acting authority for all aspects of OWD and is responsible for ensuring that all Department of Social Services, Human Resources Administration , and Department of Homeless Services (DSS-HRA-DHS) staff, at all levels, receive professional development training to better equip them in providing social services to NYC's at risk populations.

The Office of Policy, Procedures and Training (OPPT) is recruiting for one Administrative Staff Analyst NM-III to function as THE Executive Director,Office of Workforce Development (OWD), who will:

- Liaise with DSS-HRA-DHS management, and executive level staff of training partners (including DCAS Citywide Training Center, Hunter-Brookdale, and Silberman School or Social Work), NYS Department of Social Services, Office of Temporary and Disability Assistance Training and Staff Development and relevant industry groups to discuss priorities. Defines goals and objectives, implementation timelines and training evaluation outcomes. Represents the Agency at meetings with executive level staff to propose, explain, gain support for, negotiate, and approve input on training design and development aimed at securing alternative professional development resources for DSS-HRA-DHS staff.

- Determine training needs, new technologies and methodologies (i.e., virtual instruction, e-Learning techniques) based on program assessments; Represent the Agency in the creation and/or delivery of e-learning products to enhance workplace learning, encourages continuous growth and links competencies and performance. Meets with ITS to identify technology and software that improve implementation of services.

- Oversee the planning and development of training curriculum by reviewing curriculum and training plan approved by subordinates to determine its effectiveness for DSS/HRA/DHS staff. Reviews reports on skills assessments outcomes. evaluation reports and staff feedback to provide recommendations on curriculum design, revisions, and implementation. Ensures materials conformance with established policy and human services standards.

- Direct and manage the assessment of the Agency's critical training needs. Direct managerial and professional staff who develop custom training programs based on needs assessments; training programs including training activities and assignments to facilitate the staff ability to achieve Agency goals. Evaluate the training programs and technologies through feedback from stakeholders, review of evaluation tool outcomes, and direct observations to ensure that Agency and program goals are met and to assess the effectiveness of training.

- Meet with program managers to assess the Training Liaisons' role in the dissemination of scheduled training courses information and registration of program area staff to identify gaps and inconsistences. Review training attendance reports and lead discussion with DSS-HRA-DHS managers to promote participation in the OWD programs. Collaborate with the DSS Office of Communications and Marketing Team in the development of print and electronic training and marketing/promotional materials for the Office of Workforce Development updates to its Intranet web pages.

- Develop project management and implementation plans for major Agency initiatives and coordinates implementation with program areas.

- Monitor unit vacancies, budgets, and participate in the interviews of new staff. Train Senior Directors and ensure OWD staff stay abreast of changes in social services policies and procedures needed to inform curriculum updates.

Qualifications

1. A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a closely related field, and two years of satisfactory full-time professional experience in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; in management or methods analysis, operations research, organizational research or program evaluation; in personnel or public administration, recruitment, position classification, personnel relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management; or in a related area. 18 months of this experience must have been in an executive, managerial, administrative or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above; or

2. A baccalaureate degree from an accredited college and four years of professional experience in the areas described in 1 above, including the 18 months of executive, managerial, administrative or supervisory experience, as described in 1 above.

Additional Information

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.