Leads the development and implementation of all aspects of an organization's training programs, policies, and objectives to develop and maintain an effective workforce.
Collaborates with functional management teams to assess training and development needs as well as to gauge the effectiveness of established programs. Develops a strategic plan to implement an efficient and responsive training services team and relevant programs. Reviews new training techniques and suggests enhancements to existing training programs. Oversees relationship with vendors to ensure outside training programs are effective and provide a good return on investment. May lead or contribute to a succession planning process.
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each VP of Training skill and competencie below to view definitions.
Skill definition-Planning, organizing, and designing learning strategies and processes to create a holistic learning environment and achieve educational goals.
Level 1 Behaviors
(General Familiarity)
Describes the benefits and importance of curriculum design in our organization.
Level 2 Behaviors
(Light Experience)
Assists in the development of instructional interactions to create engaging course content.
Level 3 Behaviors
(Moderate Experience)
Implements state and federal programs to ensure our curriculum development processes are within state laws.
Level 4 Behaviors
(Extensive Experience)
Drafts guidelines to maximize the features and function of tools for designing a learning curriculum.
Level 5 Behaviors
(Mastery)
Builds a system to track curriculum progress to establish guidelines in addressing design issues.
Skill definition-Developing and promoting acquaintance, empowerment, and integration of each unique individual to create a productive and safe working environment.
Level 1 Behaviors
(General Familiarity)
Describes the best practices in diversity and inclusion to dismantle institutional and personal bias.
Level 2 Behaviors
(Light Experience)
Assists in promoting diversity and inclusion to create healthy workplace environments.
Level 3 Behaviors
(Moderate Experience)
Executes cultural programs and processes to maximize organizational diversity and inclusion goals.
Level 4 Behaviors
(Extensive Experience)
Expands initiatives to reinforce a commitment to diversity and inclusion across our organization.
Level 5 Behaviors
(Mastery)
Creates innovative approaches to promote diversity and inclusion and establish a respectful workplace.
Skill definition-Knowledge of the full array of our organization's products and services including those that are created for internal customers; insight into the differentiating factors that distinguish them from those of competitors.
Level 1 Behaviors
(General Familiarity)
Collects and summarizes information and marketing materials for R&D purposes.
Level 2 Behaviors
(Light Experience)
Discusses the potential profitability of a proposed new product.
Level 3 Behaviors
(Moderate Experience)
Evaluates our business’s P/S costs and prices, and market positioning.
Level 4 Behaviors
(Extensive Experience)
Establishes related procedures for product design, development and delivery time limits.
Level 5 Behaviors
(Mastery)
Describes the planned launch of superior products and services to stakeholders to promote enthusiasm and support.
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Compiles a list of all the traits of effective planning to help finish the assigned tasks.
Level 2 Behaviors
(Light Experience)
Classifies assigned tasks based on the level of importance to ensure organized workload completion.
Level 3 Behaviors
(Moderate Experience)
Defines and translates objectives into specific plans to ensure understanding of organizational goals.
Level 4 Behaviors
(Extensive Experience)
Delivers training sessions to foster and maximize solid planning and organization capabilities.
Level 5 Behaviors
(Mastery)
Champions the adoption of business intelligence systems to achieve planning and organization goals.
There are 0 hard skills for VP of Training.
10 general skills for VP of Training, Curriculum Design, Diversity and Inclusion, Leadership Development, etc.
13 soft skills for VP of Training, Products And Services, Planning and Organizing, Project Management, etc.
While the list totals 23 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a VP of Training, he or she needs to be skilled in Products And Services, be an expert in Planning and Organizing, and be skilled in Project Management.
