Senior Manager of K-12 Learning
The CMP COVID-19 Employee Vaccine Policy requires that all employees provide proof of COVID vaccination or if not fully vaccinated, must provide proof of negative COVID-19 testing on a weekly basis.
The Senior Manager of K–12 Learning conceives initiatives and strategies for K-12 programming, resources and methodology with Carnegie Museum of Art’s (CMOA) strategic framework and goals ensuring that K-12 students, families, educators and school systems recognize the museum as a learning resource for creative recuperation and meeting social, emotional, and curricular goals. This position sets and maintains standards and systems of accountability for all K-12 program design and implementation for a large staff of arts educators and program administrators.
The Senior Manager of K-12 Learning creates and maintains an outreach strategy for building K-12 partnerships with public, private, charter and home school communities across western Pennsylvania. The position designs, oversees, manages, and sets standards for the implementation and evaluation of the museum’s programs for K–12 aged students as well as cultivates and maintains relationships with related internal and external constituents. This position leverages their expertise in the field to develop, iterate, and share engagement strategies, tactics, and programs and use single-visit experiences to longer-term collaborative and co-creation partnerships to position the museum as an essential resource for K–12 educators and administrators. Additionally, the Senior Manager of K–12 Learning develops professional development training plans for all education staff working with K-12 audiences; creates program specific budgets in line with operating and restricted budgets; and evaluates mission-driven outcomes and financial objectives.
This Full Time position is eligible for Carnegie Museums of Pittsburgh's many Benefits.
EDUCATION AND EXPERIENCE:
- Master’s degree in art, fine arts, education, art history, museum education, or a related field required.
- Minimum of 5 years of experience in a museum education position as well as demonstrated continued professional development in the museum-based learning field.
- A comparable mix of education and experience will be considered.
- Candidates must have experience in a professional role focusing on school student audiences; project design and management; experience managing departmental efforts; experience managing staff and volunteers; have experience creating K-12 curriculum; and demonstrated success in Arts Engagement Methodology and experiential teaching and learning.
KNOWLEDGE, SKILLS, AND ABILITIES:
- The position requires a self-directed, creative and innovative thinker with demonstrated knowledge of expansive, accessible, and multiform teaching and learning in art museums and museum education as well as understanding of key issues in K–12 education including academic standards, high stakes testing, and culturally relevant pedagogy.
- Demonstrated proactive praxis of values related to equity and inclusion is required. Strong interpersonal, management, written, analytical and verbal communication skills are required.
- Candidates must thrive in a collaborative, team-oriented environment and have the ability to synthesize both institutional and partner needs, create and maintain systems of program evaluations and perform data analysis that translate to programmatic strategy, develop and adhere to project goals, deadlines, and budgets while aligning them to long term museum wide goals and values.
- Requires moving around museum spaces for up to 3–4 hours at a time.
- Transporting art materials up to 25lbs. to program areas.
- Must have a valid driver’s license and vehicle with the ability to travel independently to school locations throughout western Pennsylvania.
- Lead the strategy, research, content, and development, of collaborative partnerships with schools, continually refining the optimum role for CMOA as an essential and innovative resource for K–12 learning in the region.
- Conceives initiatives and strategy that integrate equity, justice, K—12 cross disciplinary curricular goals and museum-based learning that extend the museum as a clearly defined learning resource for educators, students, caregivers and school systems across the region.
- Develop museum-based programming and outreach initiatives that establish the theory of change of “Museum as Learning Resource” providing expansive entry points to activating the museum’s collection and exhibition in meeting cross disciplinary curricular goals, while utilizing art as a language for developing social, emotional, creative and critical empathy skills.
- Facilitate collaborative planning and program design and staff training on these initiatives with personnel in partner schools.
- Develop applicable evaluation plans and ensure that evaluation and all objectives related to collaborative partnerships and grants occur as intended.
- Evaluate, design, and execute experiential single-visit programs for school student groups including scheduling and supervising of teaching staff. Expand the school tour experience while considering the limits of access created by transportation and teachers’ ability to schedule field trips.
- With appropriate colleagues, create content and teaching strategies for single-visit programs; work closely with Group Visits office and Visitor Services to ensure smooth booking and front-of-house implementation of student programs; and troubleshoot queries from school teachers and group leaders as needed.
- Create and manage the development of comprehensive synchronous and a-synchronous teaching and learning curriculum, resources for multidisciplinary educators, including digital components, in-classroom learning tools, and activations of the museum’s collection.
- Hire, train, mentor, and evaluate arts educators and docents for school student programs; establish training protocols and ensure pedagogical excellence; nurture a positive and motivating relationship with gallery educator team ensuring that programs meet museum goals and standards for creative excellence, innovation, mission, and impact.
- Develop and scale special initiatives such as the Educator Residency that support the regional learning ecosystem while building national networks of cross disciplinary educators utilizing art museum resources.
- Work to shift revenue centers from cost per student to institution-to-institution support.
- Create program budgets, review budget performance, and make appropriate course corrections; develop impactful systems for tracking, data analysis and reporting on performance of student programs related to mission, attendance, impact, and financial goals.
- Stay abreast of newest developments in museum education best practices especially regarding school student programs; participate in regional and national conferences and research activities in these areas keeping CMOA at the leading edge of art museum education; and actively participate in the Pittsburgh-area connected learning community.
- Contribute to CMOA and CMP collaborative strategic visioning and educational initiatives as appropriate and requested.
- Other duties as assigned.
Carnegie Museums is an Equal Opportunity-Affirmative Action Employer – Minorities / Females / Veterans / Individuals with Disabilities / Sexual Orientation / Gender Identity
The above job description reflects the essential functions and qualifications for the position identified, and shall not be construed as a detailed description of all the work requirements that may be inherent in the position. The job description does not constitute an employment contract and does not alter the at-will relationship between CMP and the employee.
*GUIDANCE ON ESSENTIAL FUNCTIONS: The Americans with Disabilities Act (“ADA”) requires employers to consider and accommodate qualified individuals with disabilities. An individual is qualified if he or she can perform the essential functions of a job with or without reasonable accommodation. An essential job function is any task that is a fundamental part of the job. When considering essentiality, one must focus upon whether the function is essential to this particular job and not to the department as a whole. Some additional guidance on essential functions follows below. Please note that the following guidelines are non-exhaustive. If you have any questions or need additional guidance, please contact Human Resources. A. Is the function required to be performed on a regular basis? If the function is rarely performed, it may not be essential. B. Is the function highly specialized? Is the incumbent hired for his/her expertise or ability to perform the function? The need for special expertise is an indication of an essential function. C. Does the position exist, at least in part, to perform the function? If so, the function is more likely to be essential. D. How much time is spent performing the function and how often? Note that even functions performed 10% of the time could be essential if they are required on a regular basis. E. Would elimination of the function fundamentally alter the job? If so, the function is more likely to be essential. F. What are the consequences of not requiring the incumbent to perform the function? If they are significant, the function is more likely to be essential. G. Are there a limited number of employees among whom the performance of the function could be distributed if the incumbent could not perform it? If so, it is more likely to be essential.
- Pay Type Hourly
- Carnegie Museum of Art, 4400 Forbes Avenue, Pittsburgh, Pennsylvania, United States of America