Manages the design and development of training programs, curriculum, methods, and materials for various audiences, including employees, managers, customers, or other learners.
Oversees skill assessments and collects input to identify training or development needs, goals, gaps, and requirements. Consults with subject matter experts to define learning objectives and to design appropriate course content and training curriculum. Develops curricula supporting defined competency models or skill frameworks. Provides outlines, syllabus, lecture notes, and materials for in-person or online courses and self-study programs. Participates in the selection of software or collaboration tools used for training. Establishes metrics used to evaluate training effectiveness and analyzes outcomes to determine ROI and recommend changes to programs. May select and manage vendors that provide training materials or conduct training.
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 Curriculum Manager skill and competencie below to view definitions.
Skill definition-Identifying, managing, and developing employee competencies to align employees’ skills and behaviors with the business strategy of an organization.
Level 1 Behaviors
(General Familiarity)
Lists basic functions and features of assessment tools to determine employee competency.
Level 2 Behaviors
(Light Experience)
Participates in the design and development of the competency library for our organization.
Level 3 Behaviors
(Moderate Experience)
Works on the application of competency management in various HR functions in our organization.
Level 4 Behaviors
(Extensive Experience)
Oversees the creation, implementation, and management of the leader competency model.
Level 5 Behaviors
(Mastery)
Establishes the guidelines for designing our competency-based organizational development strategy.
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)
Lists basic technology features of curriculum design tools.
Level 2 Behaviors
(Light Experience)
Selects and applies appropriate types of curriculum design for specific educational purposes.
Level 3 Behaviors
(Moderate Experience)
Utilizes tools and techniques to improve instructional materials for conducting curriculum design.
Level 4 Behaviors
(Extensive Experience)
Provides guidelines for incorporating current technology to design quality curricula.
Level 5 Behaviors
(Mastery)
Stays current with recent developments and trends to innovate the curriculum design processes.
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)
Illustrates how customers use our business's products and services.
Level 2 Behaviors
(Light Experience)
Uses precise and appropriate terminology to explain the characteristics of the P/S.
Level 3 Behaviors
(Moderate Experience)
Obtains information regarding the commonalities of diverse products and services within our business.
Level 4 Behaviors
(Extensive Experience)
Proposes solutions to colleagues regarding implementation and operation-related considerations.
Level 5 Behaviors
(Mastery)
Provides a full range of consulting for the product and service production team.
Skill definition-Ability to design a group process, elicit contributions from group members, stimulate a focused group discussion, and achieve a desired outcome.
Level 1 Behaviors
(General Familiarity)
Lists the steps in handling disruptive behavior in meetings.
Level 2 Behaviors
(Light Experience)
Uses at least one formal facilitation method or technique in a given session.
Level 3 Behaviors
(Moderate Experience)
Utilizes different learning techniques to efficiently absorb information and increase productivity.
Level 4 Behaviors
(Extensive Experience)
Identifies, clarifies, and summarizes results of a group process.
Level 5 Behaviors
(Mastery)
Fosters participation and gets employees to develop ideas and perspectives that add value.
There are 0 hard skills for Curriculum Manager.
12 general skills for Curriculum Manager, Competency Management, Curriculum Design, Instruction System design and development, etc.
10 soft skills for Curriculum Manager, Products And Services, Facilitation, Planning and Organizing, etc.
While the list totals 22 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 Curriculum Manager, he or she needs to be proficient in Products And Services, be skilled in Facilitation, and be skilled in Planning and Organizing.
