Paul Quinn College Looking for Co-Director, Professional Development and Evaluation Full Time

Location:

Dallas, Texas

Deadline to Apply

Rolling

About Paul Quinn College

Paul Quinn College (PQC) has been widely recognized as one of the most innovative small colleges in America. Founded in 1872, by a group of African Methodist Episcopal Church preachers, PQC is a private, four-year, faith-based, liberal arts-inspired Historically Black College. Located in southern Dallas, we proudly educate students of all races and socio-economic classes under the banner of our institutional ethos, WE over Me. Guided by our mission to create servant leaders and agents of change for the global marketplace, we are committed to providing a quality education that addresses the academic, professional, and social development of students.

By focusing on academic rigor, experiential learning, and entrepreneurship PQC has become a model for urban higher education. As the ninth federally funded Work College in the nation and the first Urban Work College in history (first-ever minority-serving institution (MSI), historically black college, and Texas-based institution), all PQC residential students are required to work 12-15 hours per week in addition to managing their academic course load. As a Work College, PQC provides students with the unique opportunity to spend their college career gaining real world work experience while paying less than $18,000 per year for tuition, fees, room, and board. The vision of the Work College Program is to transform ability into action and potential into achievement by encouraging all students to embrace the ideals of disciplined work, servant leadership, and initiative in preparation for lives of financial freedom, community engagement, and outstanding character.

The Urban Work College model not only makes PQC a unique post-secondary institution, but it is also of material importance for our students given that every year 80 – 85 percent of them are eligible for Pell Grants. Additionally, because our students come from families where long-term unemployment and under-employment is prevalent, our work program provides them with the type of internship experience that they have historically been denied.

Under President Michael J. Sorrell’s leadership, Paul Quinn has become one of the most innovative and respected small colleges in the nation. Fortune magazine recognized President Sorrell’s work and the College’s transformation by naming him one of the World’s 50 Greatest Leaders. President Sorrell is also a three-time award winner of HBCU Male President of the Year by HBCU Digest and was named by Time Magazine as one of the “31 People Changing the South.” 

For more information about Paul Quinn College, please visit:

https://paulquinn.edu/mission-vision-history/

Position Overview

The College is creating two new Human Resource and Institutional Effectiveness / Compliance related roles. They will share the title of Director of Professional Development and Staff Training (‘Co-Director)”, however, each will have specific roles under that larger umbrella. This job description applies to the Co-Director who will have responsibility for Professional Development and Evaluation. The College seeks an experienced human resource professional to lead training and professional development, and the annual review and evaluation process for all faculty and staff. The person in this role will have the responsibility to plan, facilitate/teach and coordinate internal and external training and professional development in response to identified needs for improved work performance and continued personal and professional development. This full-time, in-person role will work closely with their teammate, the Co-Director focused on Onboarding and Employee Retention, as well as the Institutional Effectiveness and Research Office, Office of Human Resources and Cabinet Officers.

The Co-Director will report directly to the Chief Administrative Officer. 

Top candidates will embrace an entrepreneurial approach to advancing the training and professional development processes of all College faculty and staff in support of institutional effectiveness and compliance.

Essential Duties and Responsibilities

· Analyze the current professional development and training process for effectiveness and improvement

· Assess training and development needs through surveys, interviews, focus groups and communication with managers

· Create annual goals and objectives for the professional development and evaluation process and assess its effectiveness

· Develop and implement an effective written employee evaluation plan to address different levels of training and development, such as

o institutional training (ie – CAMS, submitting transportation requests or employee reimbursement process),

o specific role training (ie – Financial Aid Office Staff),

o personal development enhancement (ie – Communication Strategies for Customer Service),

o wellness strategies (ie – managing stress, work-place yoga)

· Establish an annual audit of all job descriptions and initiate needed adjustments with supervisors when needed

· Prepare and manage a training and professional development budget

· Create, organize, present / teach professional development and training sessions and create a roster of internal and external training facilitators

· Grow and Utilize PQCx as an employee training resource

· Collaborate with Academic Affairs to address the unique professional development and evaluation needs of full time and part time faculty

· Develop an annual training and professional development calendar to correspond with return week activities in fall and spring and takes advantage of “down time” in November/December and May.

· Include various cost levels, delivery modes, locations and train-the-trainer models for training and development opportunities in all plans and budgets

· Collaborate and share information with the Co-Director for Onboarding and Retention to move new hires into the annual training and evaluation process flow

· Collaborate with Co-Director for Onboarding and Retention to identify training and development opportunities with direct impact on onboarding and employee retention

· Collaborate with Co-Director for Onboarding and Retention to create and maintain employee handbooks, training procedure guides and manuals.

· Compile evaluation data to regularly inform Cabinet Officers of trends, successes and challenges

· Measure key metrics, like employee impact on fundraising, resource development, impact on retention and graduation rates, recruitment impact, cost savings, etc.

· Engage in personal professional development to maintain knowledge of best practices and developments in the field

· Collaborate with Work Program staff to share training and professional development strategies that can be used with Work Program Students and on-campus Work Supervisors

· Create weekly and quarterly reports to communicate to grant management, College leadership and Board of Trustees accomplishments, status of work projects, etc.

· Other duties as assigned.

Competencies

· Relationship Building: Ability to build relationships campus wide to positively impact engagement with your assigned role/area

· Initiating Action: Demonstrated interest or experience in career development, or work training and curriculum development. Human Resource training is required

· Cross-cultural engagement: The ability to manage complex relationships with a diverse group of colleagues.

· Adaptability: Utilize various strategies to address tasks, projects or challenges, and exercise exceptional judgement even under pressure.

· Communication: The ability to effectively communicate orally and in writing, with various audiences including the community, administrators, students, faculty, staff and external stakeholders.

· Collaboration: The ability to work across the campus, especially with the Work Program Team on training and development of campus supervisors who directly with Work Program students.

· Confidentially: ability to use maturity and discretion when handling sensitive and confidential information.

· Attention to detail: The ability to gather, organize and monitor information for correct and complete communication

· Managing Conflict: Ability to use appropriate interpersonal skills for conflict resolution.

· Assessment and Evaluation: Ability to collaborate with colleagues to evaluate the effectiveness of assigned role

· Problem Solving: The ability to resolve or address issues prior to being escalated; keen research, critical thinking and analytical skills.

· Time Management: Strong work ethic and the ability to accomplish multiple tasks in a timely manner without micromanagement 

· Project Management: Ability to coordinate and lead execution of internal training and development projects. Strong organization skills to create, design, develop, implement and evaluate work.

· Technical Proficiency: Ability to present training and development program using various forms and formats including lectures, simulations, group discussions and videos. Knowledgeable about computer systems, technology, and information management.

Qualifications

● Bachelor’s Degree is required

● 3 years’ experience required or 5+ years’ experience preferred in areas of workforce development, career services, staffing or job readiness

● A graduate degree from a rigorous, well-regarded program and institution is preferred

● Related experience in higher education is preferred

Benefits

Paul Quinn College offers a competitive benefit package including PTO, Health, Vision, and Dental Insurance and a 403(b) Retirement Plan.

Salary Range

$65,000 – $79,000*

*Education, documented and related work experience will be taken into consideration for offered salary

How to Apply

Please submit your completed application, cover letter, and resume to [email protected].

It is the policy of Paul Quinn College not to discriminate against any individual in its educational programs, activities, or employment on the basis of race, color, national origin, sex, disability, veteran status, age, religion, or marital status.