Education/Training Manager
Adams and Associates

Job Info

Responsible for the management of the Academics and Career Technical Training functions. Provides oversight of student
academic and career technical training programs. Ensures student progress, achievement and completion of the Job Corps
program. Provides students with industry-recognized training and credentials leading to full-time jobs, higher education or
advanced training. Ensures strict confidentiality of sensitive information and integrity of student data.

Bachelor’s degree from an accredited school required. Master’s degree from an accredited school preferred. A minimum of
two years experience in teaching or related field required. A valid in-State teaching certificate preferred. Prefer Job Corps
or related program experience.

Supervises and manages the Education and Training Department staff.

Follows all integrity guidelines and procedures and ensures no manipulation of student data.
Responsible to provide students with educational and career technical training leading to academic and career
technical training completions. Provides students with comprehensive and individualized case management that
ensures student progress, achievement and completion of the Job Corps program.
Ensures Center meets or exceeds DOL/Company performance goals.
Ensures high quality academic and career technical training programming and instruction.
Ensures that area of oversight is organized, clean, safe and conducive to student learning.
Effectively motivates, empowers and requires staff to perform his/her job responsibilities. Employs sound time management and delegation skills. Holds staff accountable for producing quality work, develops staff for career
progression and disciplines staff that fail to meet goals.
Fills staff vacancies in a timely manner. Interviews, recommends for hire, disciplines, recommends for termination
and evaluates the performance of the employees in the Academic and Career Technical Training Department.
Provides required/supplemental training for new and current employees.
Motivates and manages staff to work effectively, creates a supportive work environment, recognizes staff
accomplishments and proactively addresses staff performance concerns.
Develops Center-beneficial linkages within the community for education, employment, Career Technical Training
and WBL. Promotes a positive image of the Center and Job Corps and establishes meaningful relationships with
elected officials.
Mentors, monitors and models the Career Success Standards as required by the PRH.
Provides high-quality supervision and management for the student population. Takes swift and appropriate action
and positively influences student behavior. Shows respect and courtesy to students and holds them accountable for
their actions and behavior.
Provides quality programs and services for students and ensures that quality is maintained and student needs are
met. Pursues improvement and enhancement of programs and services.
Exchanges ideas and information, both orally and in writing, in a clear and concise manner and contributes
meaningfully to group efforts by offering relevant ideas and knowledge. Provides quality and timely information
to DOL/Company when requested. Effectively articulates thoughts and ideas. Identifies problems, analyzes causes and evaluates appropriate solutions
prior to taking or recommending actions. Follows up to ensure prompt/appropriate action is taken and that
problems are in fact corrected.
Works in partnership with staff from all Departments to ensure effective supervision and services are provided to
Accepts direction and supervision from the Center Director.
Other duties as assigned.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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