Item 3.A-July 13, 2012
ADMINISTRATIVE FACULTY POSITION DESCRIPTION QUESTIONNAIRE
To expedite and facilitate the PDQ review process, please send the PDQ and Org Chart electronically to
marshag@unr.edu for discussion and for initial review before routing PDQ for approval signatures.
Questions - call UNR Faculty HR at 682-6114
INSTRUCTIONS: See http://www.unr.edu/hr/compensation-and-evaluation for complete instructions.
Incumbent(s) Name (if applicable): Aaron Blackham (17088;
Vacant (17065)
Current Title: Community Outreach Trainer
Position #(s): 17065 (V);
17088
Current Range:
(JCC:86833;3B;CM4502;CC062;E)
Department: School of Social Work
College/Division: Vice President,
Health Sciences
Account #(s): 1321-122-09BA
Action Proposed: (check all that apply)
( ) New position: Proposed Range:
Proposed Title:
( ) Title Change, Proposed Title:
( ) Proposed Reassignment from Range
to Range
( ) Revised PDQ only (no change in range or title)
( X) Line of Progression (show titles below)
Community Outreach Trainer
Senior Community Outreach Trainer
Range:
2
3
JCC (Current
or new HR
assigned):
86833
67277*
I certify that the statements in this description are accurate and complete to the best of my knowledge.
____________________________________________________________
Employee’s Signature
__________________
Date
I/we have reviewed the statements in this form and they accurately reflect the job assignments.
____________________________________________________________
__________________
Immediate Supervisor’s Signature
Denise Montcalm
Date
Associate Professor/Director, Social Work
____________________________________________________________
__________________
Director/Chair/Dean
Thomas Schwenk
Date
Vice President, Health Sciences / Dean, UNSOM
Approved for Salary Placement Committee review.
____________________________________________________________
__________________
Pres / Vice Pres / Vice Prov Signature Jannet Vreeland
Date
Vice Provost and Secretary of University
Action Approved by the President (Completed by Faculty HR):
Position #:
EEO Code: 3B
CUPA Code: CM4502
Exempt: Yes or No Census Code: 062
Job Class Code: 67277
Range: 3
Effective Date: 7/1/2012
Approved Title:
SENIOR COMMUNITY OUTREACH TRAINER
____________________________________________________________
__________________
Employee Signature
Date
(Employee signs and sends to HR for personnel file after PDQ has been “final” stamped for approval)
Rev: 6/1/2012
Position Description – Community Outreach Trainer & Senior COT
Page 2
1. Summary Statement: State the major function(s) of the position and its role in the
university. Attach an organizational chart with positions, ranges, and names for the division
which reflects the position in it as well as those supervised in the department. (This section is
used for advertisement of the position.)
The Senior Community Outreach Trainer and the Community Outreach Trainer provide development
and delivery of competency-based in-service training to public child welfare agency social workers,
staff, community stakeholders and foster parents throughout Nevada. t
Range 2:
The Community Outreach Trainer is responsible for development and facilitation of competencybased training curricula for Continuing Education Units (CEU) based training workshops and seminars
for new and experienced child welfare caseworkers, supervisors, and community stakeholders
throughout the state of Nevada. The Community Outreach Trainer is further responsible for
participating in planning meetings and quality improvement activities with public child welfare
agencies to ensure the training provided is relevant to the agency setting.
Range 3 (in addition to above R2):
The Senior Community Outreach Trainer is responsible for researching and communicating public
policy updates and incorporating updates into existing training curriculum by participation in planning
meetings and quality improvement activities with child welfare agencies. The position maintains
responsibility for the implementation of evaluation tools and methods, and further analyzes,
summarizes and reports on evaluation data.
2. List the major responsibilities, including percentage of time devoted to each. Provide
enough detail to enable a person outside the department to understand the job (percentage
first with heading and then bulleted information).
Range 2:
85% - Training Preparation and Facilitation
 Train new and experienced child welfare caseworkers, supervisors, and community
stakeholders throughout the state on child welfare related policies, practices, issues and topics
 Participate in the development and delivery of classroom training, collaborative computerbased instruction and development and monitoring of web-based curriculum
 Develop new child welfare training curriculum addressing policy, practice, and child welfare
related issues and topics
15% - Meetings and Quality Improvement Activities
 Participate in child welfare agency team meetings
 Participate in supervision of Nevada Partnership for Training (NPT) team meetings to obtain
feedback and make quality improvements
 Develop linkages between child welfare training and undergraduate and graduate curricula in
the School of Social Work
Range 3 (in addition to above R2):
60% - Training Preparation and Facilitation
 Same as above
25% - Curriculum Development and Evaluation
 Lead the development, implementation, and revision of competency-based training curricula
 Research statewide child welfare policy changes and incorporate into the training curricula
Position Description – Community Outreach Trainer & Senior COT



Page 3
Incorporate evaluation tools and methods into training
Oversee the entry of evaluation data
Analyze, summarize and report on evaluation data
15% - Meetings and Quality Improvement Activities
 Same as above
3. Describe the level of freedom to take action and make decisions with or without
supervision and how the results of the work performed impact the department, division and/or
the university as a whole.
Level of Freedom:
Range 2:
The Trainer makes decisions in the design and delivery of course content, in enhancing training
material and in evaluating how course content is applied in the field. The Project Coordinator, Nevada
Training Partnership is consulted for program goals and objectives, to request resources and to
provide feedback on training techniques.
Range 3:
The Senior Trainer maintains relationships throughout the state and researches policy to ensure that
the curriculum is up-to-date and consistent with all policy changes. The incumbent also provides
information on the evaluation of the trainings to the Project Coordinator for review and action. The
work performed contributes to linking child welfare training and content to the undergraduate and
graduate social work curricula.
Impact:
The statewide collaboration between University of Nevada, Reno (University), School of Social Work
and the State of Nevada Division of Child and Family Services (DCFS) is critically important in helping
Nevada’s child welfare agencies meet their workforce development needs.
Range 2:
The broader impact includes assisting Nevada’s child welfare agencies meet their workforce
development needs. This impact may be seen as a favorable contribution from the School of Social
Work, Division of Health Sciences and University to the Nevada child welfare agencies and the
families they serve
Range 3:
Ensuring an up-to-date curriculum and evaluation of the training is critical to meeting the deliverables
of the grant.
4. Describe the knowledge, skills (to include cognitive requirement and verbal and written
communication), and abilities (to include task complexity, problem solving, creativity and
innovation) essential to successful performance of this job (in bullet format).
Knowledge of:
Range 2:
 Child welfare practices and policies
 Learning styles and evaluation of trainee capabilities
 Human development
 Social work practices
 Curriculum, instruction, or learning methodologies
Position Description – Community Outreach Trainer & Senior COT
Page 4
Range 3 (in addition to above R2):
 Evaluation and assessment of training
 Emerging policies in social work
Skills:
Range 2:
 Excellent verbal and written communication to include presentation skills
 Team coordination
 Teaching and instruction
 Time management
 Interpersonal and human relations
 Proficiency in use of a personal computer and current software applications including but not
limited to Microsoft Office Suite (Word, Access, Excel, PowerPoint, and email) and others as
required
Range 3 (in addition to above R2):
 Relationship building
Ability to:
Range 2:
 Work and interact with child welfare staff
 Work as a team with fellow staff members and outside agencies
 Provide and receive feedback
 Maintain professional business and ethical standards
 Travel as needed
Range 3 (in addition to above R2):
 Understand and interpret formalized policies, guidelines, rules and regulations
 Summarize and interpret evaluation data
5. Describe the type of personal contacts encountered in performing the duties of the job.
Explain the nature and purpose of these contacts: i.e., to provide services, to resolve
problems, to negotiate.
Internal
Range 2 and 3:
Principal Investigator, Training
Supervisor, fellow Trainer, office
staff, and Social Work Faculty
Reason for Contact
External
Range 2:
Social workers, child welfare
staff, community stakeholders
and foster parents in Washoe
County Department of Social
Services – Youth division
(WCDSS) and state-wide with
the Division of Child and Family
Services (DCFS)
Reason for Contact
To work collaboratively in carrying out action items in the grant
To provide ongoing training in child welfare policies and practices
Position Description – Community Outreach Trainer & Senior COT
DCFS Statewide Training
coordinator and training
counterparts at the University of
Nevada Las Vegas (UNLV)
Range 3:
Contract collaborators (DCFS,
Washoe & Clark counties,
UNLV)
National IV-E Professional
Colleagues & Organizations
Page 5
To work collaboratively on project
To review/revise curricula and coordinate evaluation efforts
To maintain professional networks and stay abreast of child
welfare practice, policy and training advances
6. Indicate the minimum qualifications which are necessary in filling this position should it
become vacant. Please keep in mind the duties/responsibilities of the position rather than the
qualifications of the incumbent.
a.
Minimum educational level, including appropriate field, if any.
Range 2: Master’s Degree in Social Work from a regionally accredited institution
Range 3: Master’s Degree in Social Work from a regionally accredited institution
b.
Minimum type and amount of work experience, in addition to the above required
education necessary for a person entering this position.
Range 2:
Master’s Degree and one year of social work practice experience with children and
families in a child welfare setting and in development, implementation, revision, and/or
evaluation of performance-based training curricula
Preferred Licenses or Certifications: None
Range 3:
Master’s Degree and two years of social work practice experience with children and
families in a child welfare setting and in development, implementation, revision, and/or
evaluation of performance-based training curricula
Preferred Licenses or Certifications: None
c.
Indicate any license or certificate required for this position.
Range 2 and Range 3:
Licensed as a social worker in the state of Nevada, i.e., Licensed Social Worker
(LSW), Licensed Clinical Social Worker (LCSW), or Licensed Independent Social
Worker (LISW) or ability to obtain licensure within one year of appointment; failure to
do so will result in termination of employment