I. JOB DESCRIPTION Department: Technology Services
Location: Durham, NC (Hybrid)
Reports to: Accessibility Manager
FLSA Status: Exempt
II. STATEMENT OF PURPOSE The Pre-Employment Training Services Program Coordinator will be responsible for developing, coordinating, and implementing pre-employment training services for students who are blind. This individual will work closely with students, employers, and other stakeholders to create programs and opportunities that will help prepare students who are blind for success in post-secondary opportunities.
III. RESPONSIBILITY FOR WORK OF OTHERS No
IV. BUSINESS COMMUNICATION Must be skilled in computer systems . Has an a bility to communicate with a variety of audiences.
V. SUPERVISION REQUIRED Limited
VI. EDUCATION REQUIRED Bachelor's Degree from an accredited four-year college or university in Education, Training, Vocational Rehabilitation, Computer Science, or Information Technology; OR equivalent work experience.
VII. TRAINING AND SPECIALIZED KNOWLEDGE REQUIRED DHS Trusted Tester, IAAP CPACC, or other relevant industry credentials.
VIII. EXPERIENCE REQUIRED The Program Coordinator must have three (3) or more years of experience working with and supporting the needs of students/youth with disabilities. They must have a strong track-record of managing projects from beginning to end.
IX. TRAVEL REQUIRED Some Travel: Up to 15%
X. SPECIFIC DUTIES AND RESPONSIBILITIES Develop, coordinate, and deliver pre-employment training programs for students/youth who are blind. Collaborate with employers and educators to identify the skills and competencies required for successful employment in various industries. Work with community organizations to create opportunities for students to gain work experience and build their networks. Provide individualized support and coaching to students to help them develop job readiness skills, including resume writing, interview preparation, and job search strategies. Conduct assessments to identify students' strengths and areas for improvement. Facilitate and lead 1 -2 weekly synchronous virtual sessions, dedicating an estimated 2 hours for each session, which will take place after school hours. Monitor and evaluate the effectiveness of pre-employment training services and make recommendations for improvements. Maintain accurate records and provide regular reports on program outcomes to stakeholders. Stay up to date on trends and best practices in pre-employment training for individuals who are blind. Use Microsoft Dynamics, Microsoft Teams/SharePoint, and other tools for time tracking and candidate progress monitoring. Maintain all appropriate documentation in accordance with client contract agreements. Ensure that contract standards and requirements are met through conducting regular audits. Assist in training as needed. Assist with developing course descriptions and outlines. Assist with onboarding program candidates by providing information on workforce development program opportunities. Assist with training communications and marketing. May attend meetings, webinars, or conferences to identify training trends and best practices which can be incorporated for continuous improvement of learning programs. Assist with ensuring that content is accessible and compliant for all people. Other duties and projects as assigned. XI. PHYSICAL DEMANDS The noise level in the work environment is usually moderate. When in the Manufacturing area, hearing protection may be required depending on the department.
XII. WORK ENVIRONMENT Ability to navigate a work environment which may require standing or sitting for long periods. Ability to operate and train others to operate a computer keyboard, mouse, and other components.
The physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
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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