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Director of Construction Center of Excellence
Job Description
The Director of Construction Center of Excellence, full time and exempt from overtime and representation, provides leadership in the promoting and maintaining of the Centers of Excellence as a recognizable and highly valuable component in Washington’s economic and workforce development initiatives. The Center Director serves as the primary liaison between business and industry, labor, community and technical college system, the State Board for Community and Technical Colleges, economic and workforce development systems. The position is open until filled, however, priority consideration for the position is Tuesday, September 6th.
The responsibilities of the Center Director position include, but are not limited to, development of and/or participation in industry and workforce development partnerships development efforts on behalf of the Community and Technical college system; identifying and validating industry and occupation trends and the key workforce needs of the construction industry in the state for use in decision-making by the colleges and workforce/economic development partners; the negotiation and implementation of the Center’s work plan objectives; monitoring and management of the Center budget and associated project budgets; and, assuring compliance/accountability through timely submission of reports, data, and work products to stakeholders.
Renton Technical College, located southeast of Seattle, has provided quality education in a variety of occupations for over 75 years. Our professional-technical certificate and degree programs offer entry and mid-level training in the areas of allied health, trades and industry, culinary, business, technology and automotive. Our outstanding college & career pathways program with classes in adult basic education, English as a second language, and GED preparation is available to those who need additional preparation prior to entering a training program and for those who simply wish to improve their math and English skills. Career Education and apprenticeships degree’s round out our offerings. As an Achieving the Dream and an Aspen Institute top 10 finalist for the Aspen Prize for Community College Excellence, RTC is also proud to be a Military Friendly School, serving those who chose to serve.
Renton Technical College is committed to increasing its cultural diversity with an emphasis on equity and inclusion among its faculty and staff. The students that we serve come from a variety of backgrounds and are over 60% of color. We strongly encourage members of historically minoritized groups, veterans, and bi- or multi-lingual individuals to apply for this position to help meet the needs of our diverse students and service district.
- Build and maintain essential partnership and stakeholder relationships at the international, national, state, regional, local, industry and college level.
- Oversee all aspects of Center program development and initiatives in response to the needs of industry partners and the college system in the context of current and future workforce trends.
- Identifies grant and funding opportunities to support Center initiatives, oversees proposal writing and ensures contractual obligations are met.
- Inspire and lead all aspects of Center operations from strategic visioning and goal setting to resource management and staff development and use of technology and data systems.
- Possess and nurture entrepreneurial, creative, innovation-driven approaches to serving the college system, industry and labor.
- Implement rigorous and systematized approaches to market research, data collection and analysis in service of resource development and Center financial health.
Competencies
- Convenes critical stakeholders in partnership and acts as the ‘hub’ for information, meetings, best practices and advising.
- Identifies industry sector workforce needs including current and emerging skills, workforce volume requirements, education and training.
- Understands and leverages national and state policy as it relates to workforce development within a given sector.
- Listens, observes and understands a variety of competing interests and deftly builds consensus, connectivity and productivity.
- Establishes, facilitates and maintains a strong and engaged Advisory Board.
- Represents the Center on a national/international stage by conducting research, speaking at conferences, and attending workshops and meetings.
- Oversees a robust communications and marketing strategy, including maintaining a website, social media presence, marketing and outreach materials.
- Collaborates with college system to identify gaps in training and workforce needs, support the design of curriculum/program content and delivery processes.
- Adapts quickly to changing market conditions, workforce needs and educational demand, while juggling multiple projects and stakeholders simultaneously.
- Demonstrates and oversees sound project management processes, methods and tools to ensure accurate, timely, in-budget deliverables.
- Successful experience effectively working with persons from diverse backgrounds such as sexual orientation, racial, ethnic, religious, linguistic, gender, age, socio-economic, physical and learning abilities, and a commitment to an inclusive and equitable working and learning environment.
- Two (2) years’ experience managing complex projects. Experience managing projects in construction and/or higher education is preferred.
- Two (2) years’ experience writing grants, with demonstrated successful experience securing funding.
- Excellent oral and written communication skills.
- Grant management experience including contract management and compliance preferred.
- Ability to maintain confidentiality, think critically and exercise independent judgment required.
- Advanced knowledge of Microsoft Office 2010, specifically experience in creating & editing documents, spreadsheets and presentations. Previous success learning new computer software programs/platforms required. Demonstrated ability to promote universal design and accessibility. Proficiency in (or ability to learn within 6 month of hire) the production of accessibly content, whether print or electronic.
- Excellent leadership and interpersonal skills and ability to work effectively as part of a team.
- Ability to represent the college in a positive and professional manner, while using tact, discretion and courtesy.
- Demonstrates attention to detail required as well as previous experience maintaining accurate records, managing multiple tasks and planning and organizing work in order to meet changing priorities and deadlines.
- Successful experience with diverse populations of varied ethnicity, ages, backgrounds and abilities and a commitment to a culturally diverse environment.
The person hired is required to provide authorization for employment in the United States.
All offers of employment are contingent to background checks, including employment and required degree/credential verification. Information from the background check will not necessarily preclude employment, but will be considered in determining the applicant's suitability and competence to perform successfully in the position. Finalists are required to complete the Sexual Misconduct Disclosure form as required under RCW 288.112.080. Post offer, pre-employment criminal background checks are also required.
For questions regarding this position contact cdillon@rtc.edu or 425-235 2352 OR avinson@rtc.edu 425-235-2475
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2022 Employee Benefits Summary
Coverage begins the first day of the month following the date of hire. If the date of hire is the first working day of the month, coverage begins immediately. Spouse or same-sex domestic partner, and dependent children are eligible for coverage. Eligible employees at Renton Technical College (RTC) receive a generous benefits package in addition to their paycheck, including:
Medical Insurance
Employees pay a portion of their medical care cost through payroll deduction. The employee premium is based on the choice of plan and coverage for lawful spouses, same-sex domestic partners, and dependent children. more information can be found by visiting www.hca.wa.gov/pebb
Dental Coverage
Renton Technical College provides dental coverage at no monthly premium cost to the employee. Benefit eligible employees have a choice of dental plans. Options include:
- Uniform Dental Plan (Preferred Provider Organization -PPO plan) Administered by Washington Dental Service (WDS)
- DeltaCare (Managed Care Plan) Administered by Washington Dental Service (WDS)
- Willamette Dental (Managed Care Plan) Administered by Willamette Dental
Employees do not pay separate premium for vision coverage; it is covered under the medical plan. Optical service frequency and hardware (glasses, contact lenses, etc.) vary depending on type of plan selected.
Waiving Medical Coverage
If you have other medical insurance you can choose to waive medical coverage for yourself or any family member. If you have existing coverage through your spouse or domestic partner, please contact the plan directly to see how they will coordinate benefits.
If waiving medical coverage, the employee will still be covered under the dental insurance plan at no monthly premium cost.
Medical Flex Spending Accounts (FSA& LPFSA) & Dependent Care Assistance Program (DCAP):
The FSA, LPFSA (New) and DCAP plans are offered by the College and the State of Washington. FSA is a PEBB sponsored benefit program that allows you to use pre-tax money in a calendar year to pay for certain out-of-pocket medical expenses and/or Child care expenses.
An FSA can save you 25 - 40% on your eligible expenses. Both plans are offered as payroll deductions.
Annual contributions in 2022 for Medical Flexible Account can be between a minimum of $120 to maximum of $2,750. As a "use it or lose it" IRC governed plan, medical expense reimbursements can be requested for employee, spouse, or their IRS eligible dependents.
Annual contributions in 2022 for the ( New ) Limited Flexible Account (LPFSA) can be between a minimum of $120 to maximum of $2,750. As a "use it or lose it" IRC governed plan, medical expense reimbursements can be requested for employee, spouse, or their IRS eligible dependents. Limited FSA is new for this year and is for employees enrolled in CDHP plans with HSA. Funds can only be used for dental and vision expenses only.
Dependent Care FSA (DCAP) allows you to save on child or elder care expenses
(e.g. babysitting, daycare, in-home care for an older dependent inept of self-care). Annual contribution is $5,000 for a Single person or Married couple filing a joint tax return. Contribution of $2,500 for each married participant filing separate tax returns.
Life-Insurance
Permanent employees, lawful spouse, qualified same-sex domestic partner and dependent children under 26 years of age. Are eligible to enroll in life Insurance. Coverage is effective first of the month following the date of employment for basic coverage; for optional coverage, amounts become effective the first of the month following approval date.
- Basic Coverage: $35,000 Basic Term Life & $5,000 Accidental Death & Dismemberment (AD&D) This is employer provided at no cost to the employee.
- Supplemental Life Coverage(s): Supplemental term insurance coverage for employee, lawful spouse, qualified same-sex domestic partner and family is available in$10,000 increments from $10,000 up to $100,000, at additional cost to the employee.
- Supplemental AD&D Coverage: Voluntary Accidental Death and Dismemberment for employee, lawful spouse, qualified same-sex domestic partner and family is available at additional cost to employee.
Long-Term Disability (Two Plans offered)
- Basic Plan: Employer provided and at no cost to the employee. It Provides 60% of the first $400 pre-disability monthly earnings, reduced by any deductible income. The maximum benefit $240 per month; the minimum benefit $100 per month. Benefits begin after 90 days of disability or the period of accumulated sick leave, whichever is longer.
- 2 Optional Plans: 60% and 50% of pre-disability monthly earnings, reduced by any deductible income, and is available at additional cost to employee. Maximum benefit for 60% plan is $10,000 per month and $8,333 per month for the 50% plan. Premium for the optional plans is determined by employee type and waiting period selected.
PERS Plan 2: defined benefit plan for classified staff Employee Contribution: 6.36% of gross salary Employer Contribution: 10.25% of gross salary
PERS Plan 3: defined benefit & employee defined contribution for classified staff, Administrators, and Exempt employees. Employee Contribution: Varies from 5% to 15% Employer Contribution: 10.25% of gross salary.
TRS Plan 2: defined benefit & employee defined contribution for Faculty Employee Contribution: 8.05% of gross salary. Employer Contribution: 14.42% of gross salary
TRS Plan 3: defined benefit & employee defined contribution for Faculty Employee Contribution: Varies from 5% to 15% of gross salary. Employer Contribution: 14.42% of gross salary
TIAA-CREF: defined contribution plan for Faculty, Administrators, and Exempt employees. Employee Contribution: Under 35: 5% of gross salary; 35-49: 7.5% of gross salary; 50 & over: 10% of gross salary.
- Employee and Employer contributions to applicable retirement plans are mandatory for benefit eligible employees. The amount of the deduction and contribution are dependent upon the retirement plan chosen and may vary by current contribution rates in effect.
Supplemental Retirement & Deferred Compensation Plan
Supplemental Retirement Plan: In addition to regular matched retirement, employee can voluntarily participate in a 403(b) plan and set aside a portion of their income in Pre-Tax Elective Deferral or an After-Tax (Roth) Elective Deferral. Agreements and amounts can be changed at any time.
Deferred Compensation Plan: The State of Washington 457 plan permits employee to set aside additional pre-tax earnings for retirement savings.
Certain tax regulations allow employees to participate in one or both supplemental 403(b) plans and State of Washington's 457 deferred compensation plan.
Contributions to a 403(b) or 457 plan are funded solely by the employee.
Credit Classes (Reduced Classes)
Faculty employed at 50% or more and permanent classified, exempt, or administrative staff may take almost any credit class on a space-available basis if requirements and prerequisites have been met. To get the reduced tuition rate, the employee may not register until the date listed in the enrollment calendar (usually the third day of the quarter). Hourly and probationary employees are not eligible for this reduced tuition.
Auto and Home Insurance – Liberty Mutual
PEBB members may receive a discount of up to 12 percent off Liberty Mutual’s auto insurance rates and up to 5 percent off Liberty Mutual’s home insurance rates. In addition to the discount, Liberty Mutual also offers:
- Discounts: based on your driving record, age, auto safety features, and more.
- A 12-month rate guarantee on their competitive rates.
- Convenient payment options including automatic payroll deduction, electronic funds transfer, or direct billing at home.
- Prompt claims service with access to local representatives.
Eligible employees may join one of two credit unions. Both offer member services that include payroll direct deposit, automatic bill pays, savings and checking accounts, overdraft protection, personal lines of credit and low interest loans.
- GEZA Credit Union
- Washington State Employees Credit Union
As an RTC employee you are eligible for exclusive homeownership benefits with the Hometown Home Loan Program offered through Home Street Bank. With this benefits package, you have access to vital homeownership resources.
Paid Holidays
Eligible employees will be paid for up to eleven (12) of the following holidays:
- Labor Day
- Veteran’s Day
- Thanksgiving Day
- The day after Thanksgiving Day
- Christmas Day
- New Year’s Day
- The legally designated day for Martin Luther King Jr’s birthday
- June Teenth
- Presidents’ Day
- Memorial Day
- Independence Day
- Personal Holiday (1 day)
Employees accrue vacation (16.67 hour per month for exempt employees), sick (8 hours per month), and personal leave based on their classification (8 hours per year for exempt employees). To determine the accrual rate, refer to the appropriate contract or collective bargaining agreement.
Paid Family Medical Leave (PFML):
This benefit offers partially paid leave to care for yourself or a loved one in times of serious illness or injury; to bond with a new child joining your home through birth, adoption or foster placement; and for certain military-connected events if you have a family member in active duty service. Under the PFML program, the Employment Security Department (ESD) will replace up to 90% of an eligible employee’s typical weekly wage (up to $1,000 per week). To learn more about this benefit, please visit the ESD PFML website at https://www.paidleave.wa.gov/workers
Washington CARES ACT (LTC):
The Washington Cares Fund provides a mandatory long-term care insurance benefit to workers in the state of Washington. This new program protects against the risks of needing long-term care and can be used to purchase long-term care services, including professional care, equipment, home safety evaluations, and/or compensation for family members who provide care, beginning in January 2025. Premiums have been set by state law at 0.58% of gross wages, or $0.58 per $100. For example, if an employee earns $50,000 annually, the total annual premium is $290, or $12.08 per paycheck. Please visit the CARES website to learn more about this benefit; WA CARES
Resources:
Health Benefits / Plan Comparisons / Plan Contact Information: www.hca.wa.gov/pebb Retirement Programs:
- State Board Retirement: http://www.sbctc.edu/colleges-staff/my-employment/retirement.aspx
- State Board Retirement Plan (SBRP)/TIAA-CREF: http://enroll.tiaa-cref.org/sbctc/
- Washington State Department of Retirement Systems: http://www.drs.wa.gov
Renton Technical College Benefits Office:
Soha Qassis - Benefits Manager Phone: 425-235-7861
sqassis@rtc.edu
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