Senior Manager of Public Programs & Interpretation

Carnegie Museum of Natural History, one of the four Carnegie Museums, 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 is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community.

The Senior Manager of Public Programs & Interpretation develops strategy for and manages the team responsible for planning, development, delivery, and evaluation of all in-gallery, interpretive experiences that make learning inspirational and accessible, and that show the interrelationship between humanity and the rest of nature.

The Senior Manager of Public Programs & Interpretation has oversight of any interpretive offerings and customer/visitor service within the Museum and leads their team in developing in-gallery programming that appeals to communities in the greater Pittsburgh region and beyond. Under their guidance, the team is responsible for the creation, smooth operation, and effectiveness of all interpretive experiences in meeting Museum Experience goals with the aim of welcoming, serving, engaging, and effectively communicating with all visitors of verifying age, gender, backgrounds, and ability. They work closely with the Director of Museum Experience to develop near- and long-term direction for in-gallery experiences that appeal to diverse Museum audiences and promote the Museum’s mission and commitments. Duties may include work on evenings and weekends.

Qualifications

Education and Experience:

• Minimum 5 years of professional experience guiding, and managing people, including prior experience in an educational setting, is required. Experience working in museums, nonprofits, science, education, art, or a related field is preferred.
• Bachelor’s degree in relevant area such as education, humanities, sciences, writing, museum studies, etc. or equivalent experience is required.
• Experience holding direct reports accountable for tasks, schedules, and quality customer/visitor service.
• Must possess strong interpersonal and customer/visitor service skills and be a strong and energetic leader. Must be creative, articulate, and possess strong writing and presentation skills.

• Demonstrated track record of creating content for in-gallery Museum Experiences or similar, to meet visitor experience goals within a set budget and schedule.

• Experience developing iterative testing, observation, evaluation, and/or training plans to ensure that visitor needs are being met.
• Demonstrated organizational, planning and project management experience with exceptional communication skills and attention to detail.
• Demonstrated ability to communicate, coordinate, and build consensus with diverse teams of stakeholders in a creative, multidisciplinary, and fast-paced environment.
• Experience with of Microsoft Office (Word, Excel, PowerPoint etc.) required. Other project management software (such as Microsoft Teams and SharePoint, Asana etc.) preferred.

Knowledge, Skills, and Abilities:

• Excellent communication skills (interpersonal, public speaking, and written)
• Embraces working with people of different cultures, nationalities, and localities, and cares about making Museum Experiences accessible to a wide variety of communities.

• Exhibits positive, professional manner, and helps build team spirit. Actively seeks opportunities for event/program building and growth.
• Facilitates positive interpersonal team dynamics; works with individuals and the group to eliminate roadblocks and encourage their alignment with departmental goals/values, mission, and commitments.
• Ability to work with limited supervision.
• Ability to work with and maintain confidential information.

PHYSICAL REQUIREMENTS: The staff sits is in a non-confined office-type setting in which they move about at will. The environment for this position is clean and comfortable but includes minor annoyances such as noise, odors, drafts, etc. While performing their work, the employee:

• Will spend substantial time utilizing the computer.
• Will spend time in exhibition galleries and storage closets as needed.
• Must travel via personal vehicle or public transport to off-site meetings and facilities.
• Operate a computer using Microsoft Office (Word, Excel, PowerPoint etc.) and other project management software (such as Microsoft Teams and SharePoint, Asana etc.).

ESSENTIAL FUNCTIONS AND Accountabilities:

• Program development: Direct the strategy, planning, development, implementation, and evaluation of educational programs to create highly effective, accessible, and enjoyable Museum Experiences for all CMNH targeted audiences. Support the team in creating experiences that allow visitors to feel wonder at the natural world (and our relationship with nature) and make science engaging, compelling, and inclusive to people with a variety of interests, ages, backgrounds, and abilities.
• Process: Lead a team of staff and contractors who create content for in-gallery Museum Experiences. Lead regular project meetings and process of team review to assure accuracy and quality of content. Implement a system for giving and receiving feedback to consistently improve content and meet audience needs. Meet deadlines for deliverables at every stage of the process.
• Budgets: 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.
• Fundraising support: Assist Development staff and Director of Museum Experience in the preparation and presentation of proposals and grant applications that will financially support interpretation and in-gallery programming.
• Meetings: Will serve as a departmental representative in meetings (internal and external) in support of both programmatic and institutional initiatives.
• Internal collaboration: Cultivates positive relationships and assists the Director of Museum Experience with collaboration across departments, divisions, and Carnegie Museums of Pittsburgh 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 CMP.
• External collaboration: 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.
• Continued learning: Remain current with innovations in education and museum fields, and science communication to support individual/staff growth, to maintain and improve the relevance, quality, and effectiveness of all in-gallery Museum Experiences.
• Offering assistance: Assists as needed with planning, development, implementation, and evaluation of educational programs. May include work on evenings and weekends.
• Other duties and responsibilities as assigned by the Director of Museum Experience and dependent on organizational needs.

Expecting starting pay range, based on experience, $50,000-60,000

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.