{"id":3438,"date":"2019-06-14T17:14:58","date_gmt":"2019-06-14T17:14:58","guid":{"rendered":"http:\/\/cdcr-migration.10upmanaged.com\/careers\/?p=3438"},"modified":"2023-09-08T16:56:55","modified_gmt":"2023-09-08T23:56:55","slug":"job-analysis-training-officer-ii","status":"publish","type":"post","link":"https:\/\/www.cdcr.ca.gov\/careers\/2019\/06\/14\/job-analysis-training-officer-ii\/","title":{"rendered":"JOB ANALYSIS: TRAINING OFFICER 2"},"content":{"rendered":"\n

BACKGROUND INFORMATION<\/strong> <\/h2>\n\n\n\n

Date of Study:<\/strong>\nFebruary 5, 2008 <\/p>\n\n\n\n

Collective Bargaining\nIdentification:<\/strong> S01 <\/p>\n\n\n\n

Job Analysis\nConducted By:<\/strong> Emily Gorrindo, Selection Analyst, Office of Workforce\nPlanning and Selection <\/p>\n\n\n\n

Number of Incumbents:<\/strong> There are 2 incumbents in this classification\nper Department of Corrections Filled\/Vacant Position Report dated November\n2007.<\/p>\n\n\n\n

EDITED TASK LISTING<\/strong><\/h2>\n\n\n\n

NOTE: Each position within this classification may perform some or all\nof these tasks. <\/em><\/strong><\/p>\n\n\n\n

Task Statements: <\/em><\/strong><\/h3>\n\n\n\n

1.  Supervise a training unit and staff in order\nto provide customers with effective learning products and services using\ngenerally accepted supervisory\/administrative principles and techniques on an\non-going basis. <\/p>\n\n\n\n

2.  Coordinate and facilitate training for\nDepartment of Corrections and Rehabilitation (CDCR) employees through\nconsultation, program design and direct conduct of training courses and\nconferences to include top and middle management development, professional\ntechnical training, specialized training, refresher and orientation programs in\norder to deliver effective training programs according to Penal Code,\nLegislative Mandates, Department policies and procedures and Corrections\nStandards Authority (CSA). <\/p>\n\n\n\n

3.  Deliver relevant and effective oral\npresentations to groups (small and large) to provide information, instruction,\nfacilitation, etc., utilizing various training tools, equipment, and aids, as\nappropriate. <\/p>\n\n\n\n

4.  Design effective training interventions (e.g.\nclasses, activities, programs, exercises, simulations, etc.) in order to\nimprove individual and organizational performance using adult learning\nprinciples (e.g. media, experiential learning, activities, modality, etc.) as\nneeded.<\/p>\n\n\n\n

5.  Implement training programs to improve\nindividual and organizational performance and deliver training programs on time\nand within budget using project management tools (e.g. timelines, Gantt charts,\nresource lists, etc.) as needed. <\/p>\n\n\n\n

6.  Evaluate training materials\nprepared by instructors, such as lesson plans, text books, and handouts and\nprovide feedback to ensure appropriate training content and processes using\nknowledge of adult learning theories and methodologies as needed. <\/strong><\/p>\n\n\n\n

7.  Organize, plan, and prioritize\nwork and work of subordinate trainers by developing specific goals and plans to\naccomplish tasks and ensure efficiency using best practices of management and\nsupervision on an on-going basis. <\/strong><\/p>\n\n\n\n

8.  Develop short- and long-range\nobjectives and specifying the strategies and actions to achieve them using\naction plans, Gantt charts, knowledge of organizational priorities, etc. on an\non-going basis. <\/strong><\/p>\n\n\n\n

9.  Enter data and process\ninformation to communicate and prepare documents (e.g. reports, memos,\ncorrespondence, etc.) using computers and computer systems (including hardware\nand software) on an on-going basis. <\/strong><\/p>\n\n\n\n

10.  Make decisions and solve\nproblems by analyzing information and evaluating results to choose the best\nsolution for a given situation or problem using analytical skills, critical and\ncreative thinking, conflict resolution techniques, etc. on an on-going basis. <\/strong><\/p>\n\n\n\n

11.  Ensure electronic and hard\ncopy records (e.g., class records, instructor resumes, lesson plans, testing\nmaterials, etc.) are maintained for CDCR training, using automated systems to comply\nwith State of California Records Retention Schedule per State Administrative\nManual (SAM). <\/strong><\/p>\n\n\n\n

12.  Interpret civil service laws,\nrules, regulations, legislative and court mandates, labor contracts, CDCR\npolicies and procedures, etc., in order to gain an understanding, determine\nimpact (if any) and develop recommendations to management using Departmental\nOperations Manual (DOM), State Administrative Manual (SAM), Institutions and\nCamps Manual (I&C), Penal Codes, Department of Personnel Administration (DPA)\nRules and Regulations, court orders, welfare and institution codes, California\nCode of Regulations (CCR), Memorandum of Understanding (MOU), etc. as needed\nand\/or directed. <\/strong><\/p>\n\n\n\n

13.  Monitor and evaluate the\nquality of new and existing programs used within CDCR and outside entities and\nimplement changes to promote continuous quality improvement, consistency, and\nappropriateness of content and delivery by auditing classes, reviewing lesson\nplans, analyzing test results and participant\/instructor evaluations, etc., as\nnecessary. <\/strong><\/p>\n\n\n\n

14.  Communicate in a professional\nand effective manner with others (e.g. institution staff, parole staff,\nHeadquarters\u2019 staff, vendors\/contractors, colleges, etc.) utilizing tact and\ninterpersonal skills to establish and maintain effective working relationships\nin all situations, as needed. <\/strong><\/p>\n\n\n\n

15.  Develop new training\nprocedures and modify existing procedures to provide or clarify direction for\nCDCR staff and managers using DOM, SAM, I&C manual, Penal Codes, DPA Rules\nand Regulations, court orders, welfare and institution codes, CCR, MOU, etc.,\nas directed by management. <\/strong><\/p>\n\n\n\n

16.  Develop learning materials\n(e.g. handouts, job aides, Power Point presentations, mock ups, instructor\nguides, participant guides, etc.) in order to improve individual and\norganizational performance and enhance the learning experience using computers,\nsoftware, copy machines, etc. as needed. <\/strong><\/p>\n\n\n\n

17.  Develop marketing materials (e.g. flyers, catalogs, bulletins, informational brochures, Web pages, etc.) in order to advertise courses or programs being offered using computers, software, copy machines, etc. as needed. <\/strong><\/p>\n\n\n\n

18.  Evaluate training programs to\nassess the effectiveness, identify opportunities for change or improvement, and\nmaintain program fidelity using surveys, focus groups, commercial evaluation\ntools, participant evaluations, multi-level evaluations, etc. as needed. <\/strong><\/p>\n\n\n\n

19.  Respond to inquiries from\nstudents, management, vendors, etc. to provide or clarify information using\ntelephone, e-mail, written correspondence, etc. as needed. <\/strong><\/p>\n\n\n\n

20.  Schedule courses, instructors,\nand students in order to provide training classes using proprietary and\nnon-proprietary automated computer programs (e.g. Excel, Foxpro, Word, Training\nand Information Management System [TIMS], etc.) as needed. <\/strong><\/p>\n\n\n\n

21.  Research the availability of\ntraining opportunities (e.g. classes, online, conferences, etc.) to address\nidentified needs using the Internet, catalogs, other State agencies, vendor\nbulletins, etc. as needed. <\/strong><\/p>\n\n\n\n

22.  Keep up with current trends\n(e.g. distance learning, on-line learning, self-directed learning, etc.) and\nbest practices in Human Resources development in order to provide the most\neffective and cost efficient training programs by attending training, reading\ncurrent journals, books and magazine articles, researching on the Internet,\nparticipating in professional organizations, etc. on an on-going basis. <\/strong><\/p>\n\n\n\n

23.  Act as an internal consultant\nto management regarding training related issues and initiatives to provide\nprofessional guidance and support using knowledge of best practices, research,\ntraining and organizational development expertise, etc. as requested by\nmanagement.<\/strong><\/p>\n\n\n\n

Tasks highlighted in bold text are not\ncurrently on the SPB classification specification<\/em><\/p>\n\n\n\n

EDITED KSAPC LISTING<\/strong><\/h2>\n\n\n\n

NOTE: Each position within this classification may perform some or all\nof these KSAPCs<\/em><\/strong><\/p>\n\n\n\n

Knowledge of: <\/em><\/strong><\/h3>\n\n\n\n

K1.  Advanced level of knowledge in the principles\nand methods of employee training and group facilitation in order to effectively\nadminister a training program. <\/p>\n\n\n\n

K2.  Comprehensive knowledge of training resources\nand equipment in order to train subordinate staff, provide options and address\ntraining issues. <\/p>\n\n\n\n

K3.  Advanced knowledge of analytical methods in\norder to analyze programs, courses, training needs, mandates, laws, court\norders, etc. <\/p>\n\n\n\n

K4.  Working knowledge of descriptive statistical\nmethods in order to make decisions about programs, provide reports to\nmanagement, justify resource needs, etc. <\/p>\n\n\n\n

K5.  Working knowledge of principles of verbal and\nwritten expression (e.g. the meaning and spelling of words, rules of\ncomposition, grammar, etc.) in order to effectively communicate with staff,\nmanagement, control agencies and the public. <\/p>\n\n\n\n

K6.  Working knowledge of the principles of public\nadministration including civil service laws, rules, regulations, legislative\nand court mandates, labor contracts, CDCR policies and procedures, etc., in\norder to gain an understanding, determine impact (if any), develop recommendations\nto management and\/or make decisions affecting the unit or the Department. <\/p>\n\n\n\n

K7.  Intermediate knowledge of principles and\ntechniques of planning and directing comprehensive training programs in order\nto provide the Department with quality training to ensure workforce excellence.\n<\/p>\n\n\n\n

K8.  Basic knowledge of the methods and sources of\nfinancing training programs in order to ensure full value for the Department\u2019s\nfiscal investment. <\/p>\n\n\n\n

K9.  Working knowledge of the principles and\ntechniques of supervision to effectively supervise staff. <\/p>\n\n\n\n

K10.  Basic knowledge of the department\u2019s Equal\nEmployment Opportunity Program objectives and a supervisor\u2019s role in the\nprocess in order to ensure a diverse workforce and comply with applicable laws\nand regulations. <\/p>\n\n\n\n

K11.  Working knowledge of the\nprinciples and processes for providing customer service, including customer\nneeds assessment, meeting quality standards for services, and evaluation of\ncustomer satisfaction in order to achieve a high level of customer satisfaction.\n<\/strong><\/p>\n\n\n\n

K12.  Basic knowledge of\nadministrative and clerical procedures and systems such as word processing,\nmanaging files and records, designing forms, and other office procedures and\nterminology in order to oversee support staff. EDITED KSA LISTING CLASS: TRAINING\nOFFICER II NOTE: Each position within this classification may be required to\npossess all or some of these knowledge, skills or abilities. # Knowledge,\nSkill, Ability Bold text-indicates not on Classification Spec. <\/strong><\/p>\n\n\n\n

K13.  Basic knowledge of principles\ninvolved in strategic planning, resource allocation, succession planning,\nleadership technique, production methods, and coordination of people and\nresources in order to achieve the mission of the unit and the Department.<\/strong><\/p>\n\n\n\n

KSAPCs highlighted in bold text are not currently on the SPB\nclassification specification<\/em><\/p>\n\n\n\n

Skill to: <\/em><\/strong><\/h3>\n\n\n\n

S1.  Plan, organize, conduct, and evaluate training\nprograms and conferences in order to provide effective learning opportunities\nto the Department. <\/p>\n\n\n\n

S2.  Analyze data and situations accurately in\norder to adopt an effective course of action. <\/p>\n\n\n\n

S3.  Direct and supervise others in training or\nrelated functions in order to ensure the efficient and effective operation of\nthe unit. <\/p>\n\n\n\n

S4.  Effectively and creatively develop and use\norganization resources toward development and delivery of comprehensive\ntraining programs in order to provide effective learning opportunities to the\nDepartment. <\/p>\n\n\n\n

S5.  Actively listen, giving full\nattention to what other people are saying, taking time to understand the points\nbeing made, asking questions as appropriate, and not interrupting at\ninappropriate times in order to understand the other person\u2019s point of view and\nbe able to respond appropriately. <\/strong><\/p>\n\n\n\n

S6.  Manage one’s own time and the\ntime of others in order to ensure efficiency. <\/strong><\/p>\n\n\n\n

S7.  Understand written documents\nand communicate effectively in writing in order to respond appropriately,\nprovide information and formulate decisions. <\/strong><\/p>\n\n\n\n

S8.  Use logic and reasoning in\norder to identify the strengths and weaknesses of alternative solutions,\nconclusions or approaches to problems.<\/strong> <\/p>\n\n\n\n

KSAPCs highlighted in bold text are not currently on the SPB\nclassification specification<\/em><\/p>\n\n\n\n

Ability to: <\/em><\/strong><\/h3>\n\n\n\n

A1.  Communicate effectively in\norder to analyze, design, implement and evaluate training as well as working\neffectively with other training professionals. <\/strong><\/p>\n\n\n\n

A2.  Lift 25 pounds in order to\nphysically move and\/or transport training tools, equipment, aids and materials\nto training sites, as needed. <\/strong><\/p>\n\n\n\n

A3.  Sit for long periods of time in\norder to attend meetings, work at computers, monitor training classes, drive\nlong distances, etc.<\/strong><\/p>\n\n\n\n

KSAPCs highlighted in bold text\nare not currently on the SPB classification specification<\/p>\n","protected":false},"excerpt":{"rendered":"

BACKGROUND INFORMATION Date of Study: February 5, 2008 Collective Bargaining Identification: S01 Job Analysis Conducted By: Emily Gorrindo, Selection Analyst, […]<\/p>\n","protected":false},"author":43,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"hide_featured_image_on_mobile":false,"hide_featured_image_on_post_details":false,"footnotes":""},"categories":[2],"class_list":["post-3438","post","type-post","status-publish","format-standard","hentry","category-job-analysis"],"yoast_head":"\nJOB ANALYSIS: TRAINING OFFICER 2 - CDCR Careers<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.cdcr.ca.gov\/careers\/2019\/06\/14\/job-analysis-training-officer-ii\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"JOB ANALYSIS: TRAINING OFFICER 2 - 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