What are the responsibilities and job description for the Quality Outcomes Specialist position at BakerRipley?
As a member of the FAPO Team, you will join an incredibly talented and hardworking Workforce Solutions-FAPO department dedicated to vendor relationships through the successful execution of contracts and timely payments.
Reporting to the Assistant Director of Education & Training Vendor Services, the Vendor Recruiting Specialist is responsible for identifying training needs and seeking out opportunities to engage potential eligible education & training vendors in-line with the Gulf Coast Board's High-skill, High-Growth Occupation list, and recruit them to provide educational services that meet the objectives of Workforce Solutions.
- Research, compile, and summarize data to create cohesive reports.
- Maintain and update assessment databases, ensuring accuracy and alignment with institutional standards.
- Coordinate assessment calendars and reporting to comply with college and accreditation timelines.
- Provide technical support and training for faculty, staff, and committees on assessment tools and processes.
- Collaborate with deans, faculty, IT, and research staff to ensure timely and accurate data collection and reporting.
- Troubleshoot technical issues and coordinate with IT for software implementations and updates.
- Manage the college website's assessment content, ensuring up-to-date reports, agendas, and minutes.
- Prepare and distribute assessment reports, plans, and global tools based on established timelines.
- Ensure compliance with policies, laws, and accreditation standards related to assessment functions.
- Maintain detailed records and files for historical and audit purposes.
- Participate in and support various college committees and special projects related to outcome assessment.
Equal Opportunity Employer / Protected Veterans / Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
