Manager of Career Readiness Programming

This is a key position in the Workforce Development Department, which requires broad knowledge of both informal and formal STEM (science, technology, engineering and math) education, STEM career pathways, and workforce development. 

This position includes management, oversight, annual review, innovation, and revisions of Carnegie Science Center’s flagship student STEM events and competitions as well as the development and implementation of career readiness programs and initiatives designed to create the strongest possible workforce, internal and external, and nurture and engage the next generation of STEM professionals. The position will develop and offer cutting-edge programming connecting young people to career opportunities, develop and strengthen relationships with local and regional STEM workplaces, offer opportunities for students to develop career skills, and serve as a convener for STEM workforce opportunities. 

It requires considerable organizational and multitasking skills, especially during the school year. Another key component of this position is the ability to cultivate and sustain partnerships with community organizations that share an interest in CSC’s mission and vision. As the focus of these programs is “growth industries and career opportunities in western Pennsylvania,” there is a need for on-going and continual iteration, revision, development, and improvement of all student STEM career readiness events, programs, and competitions as these identified industries and careers evolve in the region. 

Additionally, the Manager of Career Readiness Programming will actively pursue the engagement of historically marginalized and underserved populations through new partnerships, outreach and relationship building, and community connections with students, educators, and caregivers. The ability to develop and implement a continual growth and improvement plan is essential for this role. 

Qualifications

Education and Experience: Bachelor’s degree in education and/or related field or equivalent experience required; graduate degree preferred. Must have at least 3 years’ experience in a museum or educational setting. Must have at least 3 years’ administration and project/budget management. At least 3 years’ experience in event planning or customer service recommended.

Knowledge, skills, and abilities: Demonstrates excellent oral and written communication skills; able to serve as a “voice” of science and an advocate related to workforce development and STEM education issues with emphasis on informal education and career readiness. Must have strong attention to detail, highly developed customer relations attitude and competencies, strong organization and project management skills, and supervisory skills required. Self-motivated and a desire for continual innovation and improvement. Comfortable working with diverse audiences including staff, donors, community partners, and visitors.  Working knowledge in science and education (both formal and informal) program development is essential. Creative, entrepreneurial, and opportunistic. Demonstrated ability to work within a team environment and initiate/execute ideas. Commitment to broadening audience participation from historically marginalized and underserved populations and willingness to expand methods of engagement.

Must possess: Excellent problem-solving, organizational multitasking, and decision-making skills; an innate collaborative spirit and desire to work cross-departmentally to maximize program impact and efficiency; effective communication abilities to easily teach and demonstrate skills, assign responsibility, and develop a shared understanding of the tasks at hand; focused attention to detail and highly developed customer relations attitude and competencies.

Demonstrates moderate to advanced skills in Microsoft Office and Teams. 

PHYSICAL REQUIREMENTS: The position requires movement throughout all areas of the museum and museum grounds as part of event implementation. There will also be sedentary periods in the workload of this position. The ability to be stationary at times and mobile at other times is required.

Principal Accountabilities

LEADERSHIP:

1. Select, train, and manage employees for all areas of supervision to maintain a high achieving and enthusiastic team committed to innovation, quality work and positive inter-departmental relations, beneficial outcomes, strong workforce development/career readiness and science content, and audience engagement and enjoyment.

2. Provide entrepreneurial leadership to maximize revenues and funding opportunities related to professional development for both formal education institutions and business-to-business opportunities.

PROGRAMMATIC:

1. Work with other members of the Workforce Development Department to plan, develop, implement and evaluate career readiness programs. Career readiness events, programs, and competitions should create highly effective, accessible, inclusive, and enjoyable experiences that raise the understanding and cultural awareness of science and technology in the community and nurture the next-generation STEM workforce.

2. Develop and enact strategies to widen participation and audience reach across career readiness programs.

3. When needed plan, upload, and launch virtual events and competitions.

4. Incorporate evaluation results, data, external content experts, and STEM best practices in the process of refining existing programs and developing new ones.

5. Train presenters and facilitators on content, classroom management, event, program, and competition specifics, and evaluation.

6. Collaborate with Development to determine sponsor recognitions during all events, programs, and competitions.

FINANCIAL:

1. Work in concert with the Director of Workforce Development to develop annual departmental budgets that focus on efficiency, productivity, and sustainable operations.

2. Prepare and monitor program budgets to assure fiscal sustainability and overall budget management. Meet or positively exceed annual revenue and expense goals.

COLLABORATIVE:

1. Act as an advocate for workforce development, STEM career readiness, STEM education, and underrepresented audiences in STEM careers. 

2. Collaborate with Development, Associate Director of Learning and Engagement, and Director of Workforce Development, to prepare, present, and coordinate the creation of beneficial proposals and grant applications that will finance departmental initiatives or complementary programs.

3. Establish and/or maintain positive and cooperative relations with foundations, corporations, peer institutions, and educational and professional organizations, ensuring support, both financial and content-based, toward the achievement of mission. 

4. Collaborate with Director of Workforce Development and entire Service and Engagement Department, and other CSC departments to assure optimal cross-organizational communication and cooperation on career-readiness-related programming. 

5. Identify opportunities to develop collaborative programming opportunities with the other components of Carnegie Museums (CM): Carnegie Museum of Natural History (CMNH), Carnegie Museum of Art (CMOA), and the Andy Warhol Museum (AWM).

GENERAL MANAGER LEVEL LEADERSHIP:

1. Actively seek professional growth opportunities and keep abreast of new and emerging technologies, techniques, and applications within both the science/technology field, education field, workforce development, and the museum/visitor experience field to grow professionally and to ensure and improve the relevance, quality, and effectiveness of all departmental programs and priorities.

2. Represent CSC at internal and external meetings both regionally, nationally and through various professional networks (for example: Remake Learning, 100kin10, ASTC, etc.) to promote and ensure widespread and accurate knowledge TEA, Pathway and of CSC’s overall mission and activities.

3. At all times, uphold CSC’s Four Keys of Operation: Safety, Courtesy, The Experience, and Efficiency; interact with all colleagues in a professional and respectful manner in accordance with CSC Community Norms.

4. Serve at all times as an exemplary advocate for and model of Carnegie Science Center’s Quality Service and policies related to Diversity, Equity, Accessibility, and Inclusion, and act in accordance with the organization’s strategic vision.

5. Manage execution of any external contracts and maintain documentation of work, payments, and document compliance.

6. Provide “front of house” support and assist the Service & Engagement Division as needed, over the course of the year during times of peak visitation (e.g. holidays, special events, STEM competitions, etc.)

7. Assist the Director of Workforce Development with other departmental operations as needed during key times, such as volunteer onboarding, volunteer appreciation, All-Team Meetings, staff recognition programs, etc.

8. Perform other activities as required by your supervisor or the Director’s Office. 

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.