Carnegie Museum of Natural History, one of the four Carnegie Museums of Pittsburgh, is among the top natural history museums in the country. It maintains, preserves, and interprets an extraordinary collection of artifacts, objects, and scientific specimens used to broaden understanding of evolution, conservation, and biodiversity. Carnegie Museum of Natural History generates new scientific knowledge, advances science literacy, and inspires visitors of all ages to become passionate about science, nature, and world cultures. Carnegie Museums of Pittsburgh is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community. This Full-Time position is eligible for the Carnegie Museums of Pittsburgh's many Benefits. Please scroll to the bottom of this page to see information on the starting pay rate. As a senior leader in the Learning & Community Department, this position is responsible for the operational management of Camp and Youth Programs that lead to the highest quality outcomes possible for the participant experience. This includes, but is not limited to:
- Oversight of the daily operations of camps, classes and teen programs.
- Building and sustaining relationships with program audiences by creating welcoming, inclusive learning experiences.
- Working collaboratively with staff throughout CMP departments to achieve departmental and museum-wide goals and mission.
- Developing and nurturing team vision, goals and strategies aimed at developing literacy in the natural sciences and world cultures through engaging, relevant, authentic, inclusive learning experiences.
QUALIFICATIONS:EDUCATION & EXPERIENCE: Bachelor's degree in relevant area such as humanities, sciences, design, writing, museum studies or related field); graduate degree preferred. Must have at least 4 years' professional experience an educational setting as well as project management experience. KNOWLEDGE, SKILLS, ABILITIES: Must possess strong interpersonal and entrepreneurial skills and be a strong and energetic leader. Must be creative, articulate and possess strong writing and presentation skills. PHYSICAL REQUIREMENTS: Must be able to lift 25 lbs and work while on feet for long periods of time. Some weekend and/or evening hours may be required. PRINCIPAL ACCOUNTABILITIES:
Direct the strategy, planning, development, implementation and evaluation of educational programs to create highly effective, accessible, and enjoyable camp and youth programs for all CMNH targeted audiences-focused on learners ages 4-18. Outcomes should create Wow! impressions that make natural history engaging, compelling, and inclusive to people with a variety of interests, ages, backgrounds, and abilities. Schedule, supervise and motivate program delivery staff who conduct various learning programs, working directly with the visitors, in order to assure program quality and excellent customer service. Hire, discipline staff, and make recommendations for promotions as necessary and in conjunction with Associate Director for Learning & Community Programs. Evaluate staff performance and manage recruitment and training processes. Prepare and monitor program budgets. Administer the operations of programs and facilities to budgets and schedules. Administrate and manage grants to ensure all components meet necessary requirements. Assist the Associate Director for Learning & Community Programs to provide entrepreneurial leadership to maximize revenues for registration-based Education programs. Work Associate Director for Learning & Community Programs, contribute to the preparation and presentation of proposals and grant applications that will financially support new and expanding programs. Assist the Associate Director for Learning & Community Programs with collaboration across departments, divisions, and CMP components to realize opportunities for science, art, and education partnerships, including joint initiatives and funding. Maintain relationships through prompt communication and follow through. Ensure clarity of operations through effective communication (written and/or verbal) with other staff and Carnegie Museums of Pittsburgh as a whole. Collaborate with other institutions and organizations to optimize the internal outcomes from the resources available and develop and maintain partnerships that enhance CMNH's reputation and extend the external reach of its programming. Remain current with the latest educational practices, innovations, and scientific research to maintain and improve the relevance, quality, and effectiveness of all educational experiences. Perform other responsibilities as assigned. The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process. Carnegie Museums is an Equal Opportunity-Affirmative Action Employer - Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee. *GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act ( ADA ) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential. Other details
- Job Family Vacation Category II
- Pay Type Hourly
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