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Workforce Development Supervisor / Expert
The Workforce Development Supervisor / Expert is a senior-level strategist and subject matter specialist who leads the design, implementation, and continuous improvement of pioneering workforce development initiatives. This role involves developing cutting-edge training programs, aligning educational frameworks with market dynamics, and forging strategic partnerships between employers, educators, and policymakers. The supervisor / expert is expected to provide visionary insights backed by extensive research, robust data analysis, and proven change management techniques, thereby ensuring that workforce strategies are not only responsive to current industry demands but also anticipate future skills gaps and economic trends.
Class Code:
PWD04P
Job Grade:
SPC06
Special Job Requirements:
Typical Functions:
The assignment of supervisory duties is determined by the hiring agency’s operational needs. Non-supervisory roles will serve as senior technical experts. Lead the planning, design, and execution of workforce development projects from conceptualization to evaluation. Define project objectives, allocate resources, set milestones, and oversee schedules to ensure projects remain on track and meet desired outcomes. Conduct in-depth labor market studies and skills gap assessments to create data-driven program strategies. Evaluate emerging job market trends and anticipate future workforce requirements to inform long-term planning. Develop innovative training curricula, career pathway models, and upskilling or reskilling initiatives tailored to varied industries. Adapt and refine programs based on evolving economic conditions and workforce feedback. Cultivate robust relationships with employers, educational institutions, governmental agencies, and community leaders. Facilitate collaborative initiatives that drive shared investments and integration of workforce development efforts across sectors. Ensure all projects adhere to relevant state and federal policies. Advocate for policy changes and funding opportunities to bolster workforce initiatives. Establish rigorous evaluation frameworks to measure project effectiveness using both qualitative and quantitative benchmarks. Provide strategic insights and improvement recommendations based on performance data and collected input. Act as a mentor to junior personnel and project teams, sharing best practices and industry knowledge. Represent the agency at industry conferences, seminars, and in professional publications.
Knowledge, Abilities, and Skills:
Ability to analyze complex market trends and workforce data to develop long-term, sustainable strategies. Demonstrated proficiency in leading multi-phase projects with a variety of assorted personnel, using modern project management tools and methodologies. Capable of articulating complex concepts clearly, engaging varied personnel, and forging robust cross-sector partnerships. Adept at developing creative solutions to bridge the gap between workforce needs and available skill sets. Proven ability to inspire and guide teams, foster professional development, and drive organizational change. Deep understanding of regulatory frameworks and experience in navigating governmental policy landscapes to secure project funding and partnership support.
Minimum Qualifications:
Bachelor’s degree in Business Administration, Public Administration, Workforce Development, Community Development, or a related field. Minimum of 8 years of relevant experience is required. This experience should ideally include workforce development programs; project management or consulting in an educational, governmental, or non-profit setting; designing and executing strategies that address labor market challenges or skills enhancements. A track record of designing and executing successful workforce development initiatives that resulted in measurable economic or community benefits. Proven expertise in leading large-scale workforce projects. Satisfaction of the minimum qualifications, including years of experience and service, does not entitle employees to automatic progression within the job series. Promotion to the next classification level is at the discretion of the department and the Office of Personnel Management, taking into consideration the employee’s demonstrated skills, competencies, performance, workload responsibilities, and organizational needs.
Required Certificates:
N/A OTHER JOB RELATED EDUCATION AND/OR EXPERIENCE MAY BE SUBSTITUTED FOR ALL OR PART OF THESE BASIC REQUIREMENTS, EXCEPT FOR CERTIFICATION OR LICENSURE REQUIREMENTS, UPON APPROVAL OF THE QUALIFICATIONS REVIEW COMMITTEE.
Exempt:
E