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)
Identifies the processes and procedures for curriculum design in our organization's manuals.
Level 2 Behaviors
(Light Experience)
Reports to management on the effectiveness and quality of curriculum design and delivery methods.
Level 3 Behaviors
(Moderate Experience)
Researches trends and shares insights with management to keep abreast of changes in curriculum design.
Level 4 Behaviors
(Extensive Experience)
Guides the team in the design, development, and implementation of our organizational curriculum.
Level 5 Behaviors
(Mastery)
Establishes learning objectives to design an effective curriculum leveraging the principles of adult learning.
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)
Explains the principles of diversity and inclusion to value individual differences.
Level 2 Behaviors
(Light Experience)
Identifies and collects diversity and inclusion needs to support employee empowerment and respect.
Level 3 Behaviors
(Moderate Experience)
Participates in developing policies and regulations to increase workforce diversity and inclusion.
Level 4 Behaviors
(Extensive Experience)
Manages training and engagement programs to meet inclusion and diversity goals.
Level 5 Behaviors
(Mastery)
Establishes a culture of diversity and inclusion to guide and inspire all employees toward success.
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)
Discusses the primary markets for the P/S.
Level 2 Behaviors
(Light Experience)
Summarizes the features, specifications, or functions of any given P/S.
Level 3 Behaviors
(Moderate Experience)
Explores target customers to sell and deliver products and services.
Level 4 Behaviors
(Extensive Experience)
Instructs others to explain the key factors that differentiate the products from those of the competitors.
Level 5 Behaviors
(Mastery)
Initiates an evaluation of the past, evolution, and future plans of the product or service line.
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Explains the importance of planning and organization in building a good working environment.
Level 2 Behaviors
(Light Experience)
Identifies key implications of ineffective planning and organization that affects decision-making.
Level 3 Behaviors
(Moderate Experience)
Leverages key performance indicators to measure progress completion against performance metrics.
Level 4 Behaviors
(Extensive Experience)
Manages the planning and sequencing of activities to create well-planned schedules and achieve goals on time.
Level 5 Behaviors
(Mastery)
Establishes standards for planning and organization processes to align efforts with business 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.
