Dean of Workforce

POSITION SUMMARY

The Dean of Workforce has within their portfolio the principal role of advancing our mission of educational attainment and workforce readiness by ensuring we maintain robust workforce training pathways for our learners, work with employer and industry partners to ensure successful job placement and career advancement, and track employment outcomes post-program completion to make recommendations on changes at any point along the way. Under the direction of the AVP, the Dean of Workforce provides comprehensive guidance and oversight across Workforce departments including Diesel Power Mechanics, English Language Learner, and Skilled Trades. The Dean researches the viability of new and existing workforce pathways, provides leadership in teaching excellence and applied learning, and drives data-informed decision-making with the goal of maximizing student employment success, credential completion, and continuous improvement of all related Workforce programs. A core function of this role is the systematic collection, analysis, and application of workforce and labor market data to inform curricular decisions, employer partnerships, and strategic alignment with regional industry needs. The Dean balances the needs of Workforce programs and their leadership with the larger goals of the College strategic plan, paying particular attention to increasing student retention, credential completion rates, job placement outcomes, wage gains, and equitable outcomes across student populations—including adult learners, incumbent workers, and career changers. The Dean demonstrates a leadership and management style that creates an atmosphere of support, motivation, inclusion, and excellence among all Workforce programs. The Dean maintains consistency in the application of the College's mission and strategic plan at the program level by collaborating with programs and creating efficient, data-driven systems with input from all stakeholders both within the college and among our employer and industry partners.

OVERVIEW OF CCA

The Community College of Aurora serves our diverse community by providing high-quality instruction and support services to prepare students for transfer and employment. We are particularly interested in applicants that demonstrate a commitment to working with individuals and groups from diverse identities, including but not limited to: socioeconomic, cultural, sexual orientation, gender identity expression, disability, multilingual learners, veterans, non-traditional, race and ethnic backgrounds. More than 20 different languages and 60 countries are represented at CCA. In addition to traditional degree and certificate programs, CCA offers non-credit professional development courses, customized training, and economic and workforce development resources to employer partners and individual professionals seeking to enhance the capacity and productivity of their workforce or individual knowledge and skills. The college centers diversity, equity, and inclusion and we actively seek to employee partners who want to join us in working to reducing outcome gaps among our diverse student population.

DUTIES & RESPONSIBILITIES

Key responsibilities Strategic leadership and administration. Lead strategic planning, annual work plans for chairs and directors, and multi-year growth strategies across assigned programs. Supervise program directors and chairs; foster a culture of continuous improvement, inclusion, and student-centered service. Provides direction on scheduling, enrollment management, marketing, and pathway design for rapid cycle offerings. Develop and manage budgets; pursue diversified revenue (tuition, contracts, grants, philanthropy). Align workforce programming with institutional mission, accreditation standards, and college priorities. Program oversight and quality (by area)

Diesel Power Mechanics:

Ensure alignment of curriculum and labs to ASE standards and OEM expectations; maintain partnerships for engines, diagnostics, tooling, and training. Expand internships, co-ops, and rapid upskilling for incumbent workers; ensure safety and environmental compliance.

English Language Learner:

Ensure compliance with WIOA Title II-funded

ABE/HSE/ESL/IET/I-BEST

models; ensure CASAS/HiSET/GED compliance and measurable skill gains. Ensure scaled, contextualized instruction that bridges to construction and diesel pathways; embed digital literacy and career readiness.

Skilled Trades:

Ensure alignment to industry standards (e.g., NCCER, OSHA-10/30) and regional employer needs across trades. Expand apprenticeships, pre-apprenticeships, and short-term credentials; ensure equipment, labs, and safety are current.

Cross-cutting:

Ensure maintenance of advisory boards; conduct regular curriculum review; integrate industry-recognized credentials; ensure accessible, flexible delivery (evenings/weekends/hybrid). Workforce and employer engagement Lead proactive industry outreach with construction firms, contractors, unions, municipal agencies, transportation/logistics employers, and diesel service networks. Establish MOUs for equipment donations, loaned instructors, onsite training, and guaranteed interview pipelines. Broker registered apprenticeships, pre-apprenticeships, internships, and on-the-job training with wage progression models. Convene high-value advisory councils each semester; translate feedback into program updates and new offerings. Student success and job placement Build an end-to-end job placement system for non-credit adult learners: Career navigation from intake through employment, including skills assessment, resume support, mock interviews, and job fairs. Real-time job leads, referral tracking, and interview scheduling in partnership with employers and Career Services. Alumni and employer follow-up at 30/90/180 days for retention, wage gains, and advancement. Expand bridge and stackable pathways from non-credit to credit with prior learning assessment (PLA) and microcredential-to-certificate mapping. Remove barriers via supportive services (transportation, childcare referrals, tools/PPE, tutoring), leveraging community-based partners and workforce boards. Compliance, risk, and safety Ensure compliance with institutional policies, WIOA Title II, Perkins V, OSHA, EPA, ADA/504, and other relevant regulations. Maintain lab and facility safety protocols, inventories, and instructor certifications; conduct regular audits and drills. Data, outcomes, and continuous improvement Use labor market intelligence to prioritize offerings and seat capacity.

Track KPIs:

enrollments, completions, credential attainment, apprenticeships, job placements, wages, and employer satisfaction. Publish dashboards and annual impact reports; lead program review and corrective action cycles. Resource development and partnerships Promote grant development (e.g., WIOA, Perkins, state workforce funds, ARPA/state innovation funds, philanthropic grants). Coordinate with economic development agencies, workforce boards, unions, K-12, adult ed consortia, and community-based organizations. Equity Increase participation and completion among women in trades, immigrants/ELLs, justice-impacted learners, veterans, and rural/underserved communities. Implement culturally responsive practices, language access, and universal design for learning (UDL). Monitor disaggregated outcomes; close equity gaps with targeted supports.

REQUIRED QUALIFICATIONS

An associate degree or 60 undergraduate credit hours from a regionally accredited college or university. Team player who works collaboratively with colleagues in the division and across the college and who takes an entrepreneurial approach to their portfolio. Two or more years managing a workforce training team. Experience leading a team in curriculum development with Home Builders Institute (HBI) and National Center for Construction Education and Research (NCCER). Demonstrated ability to work cooperatively with people of diverse identities, and willingness to engage in professional development activities to improve understanding and effectiveness of working with racially, culturally, and linguistically diverse populations.

PREFERRED QUALIFICATIONS

Demonstrated expertise in data analytics, including experience with student information systems, data visualization tools, and institutional research methodologies. Demonstrated experience with strategic and operational planning, budget and resource management including meeting program accreditation standards and faculty credentialing. Familiarity with Higher Learning Commission accreditation standards.

SUPPLEMENTAL INFORMATION

Salary Range:

Anticipated salary is $111,333.00 annually. This salary is determined by the qualifications of the selected candidate balanced with departmental budget availability, internal salary equity considerations, and available market information. CCA offers an excellent benefit plan , including generous leave, holiday, and education benefits. Deadline to

Submit Application Material:

The posting window is from 05/26/2026 to 11:59PM on 05/28/2026.

Application Process:

When submitting your online application, please include a cover letter clearly shows how the applicant's professional experiences align with the minimum qualifications, current resume, and professional references. Official transcripts showing the highest degree achieved should be submitted to HR@ccaurora.edu upon offer of employment. If you have questions regarding this position, please contact us at HR@ccaurora.edu . By applying for this announced position, applicants are certifying that all statements, information and documents provided are true, complete and correct to the best of their knowledge and are made in good faith. Further, applicants understand that omissions, misleading, false or untrue information, or any attempt at fraud or deceit in any manner connected with this application and/or subsequent testing may result in them not being considered for jobs with the Community College of Aurora; may constitute grounds for discipline and/or termination after hire; and/or constitute grounds for further actions pursuant to law. Application Checklist Complete Applications must include the following documents: A complete online application A cover letter that describes how your experience aligns with the minimum and preferred qualifications of this position A current resume uploaded as an attachment to your online application Candidates identified as finalists must provide three to five professional references, at least two of which must include a current direct supervisor and most recent supervisor. If you cannot provide two supervisor references, an opportunity will be afforded for discussion and consideration of alternative references with the CCA Human Resource Office. Please note, out of professional courtesy to you, we will not contact your listed references without first providing notice to you as a candidate prior to beginning the reference check-process. A copy of your official or unofficial transcript showing that your degree has been conferred and the name of your school, or your NACES accreditation is required as part of your application. Please submit this as an attachment to your application. Please note that you have the right to redact dates from your transcript during the application process. A full, unredacted copy will be required upon hire. For any questions or technical issues please contact HR@CCAurora.edu . Notice to all

Applicants:

Proof of eligibility to work (Download PDF reader) (Download PDF reader) (Download PDF reader) (Download PDF reader) (Download PDF reader) (Download PDF reader) (Download PDF reader) (Download PDF reader) (Download PDF reader) in the United States must be produced within three (3) days of hire. Direct deposit of payroll is a condition of employment. Final candidate is subject to a criminal background check prior to final selection process. Final candidate is required to submit official transcripts to Human Resources within fourteen (14) days of hire. CCA is affiliated with the Colorado Public Employees Retirement Association (PERA) and as such, employees contribute to PERA in lieu of Social Security for retirement benefits. For more information, visit the COPERA web page . Individuals currently or formerly employed by the Colorado Community College System or one of its 13 colleges, and/or who were disciplinarily terminated or resigned in lieu of termination, must disclose this information in your application material. For information regarding civil rights or grievance procedures, contact our Title IX Compliance/Equal Opportunity Officer, Erica Hines, Chief Human Resources & Personnel Success Officer at 16000 E. CentreTech Parkway, Suite A207H, Aurora, Colorado 80011 or by phone at (303) 340-7231 or e-mail at Erica.

Hines@ccaurora.edu.

Colorado Residency Requirement:

Eligible applicants must be either a current Colorado resident or be able to provide proof of residency in Colorado within 30 days of the start date for the position, or they may be deemed ineligible for employment with the Community College of Aurora. Please contact HR@CCAurora.edu with any questions.

Community College of Aurora Inclusive Excellence Statement:

CCA embraces Inclusive Excellence because we want our students, staff, and faculty to learn and contribute within an inclusive environment. This means members of our college community will be active, respectful, and mindful of equity, diversity, and inclusion at all levels of engagement. Inclusive Excellence will provide a foundation for student and institutional success. Recognizing our diversity is only the first step toward Inclusive Excellence. We must also be intentional in valuing cultural differences and experiences, while incorporating them into practices, curricula, and policies. Welcoming, Respectful, Inclusive - Together, we are CCA.

The Federal Clery Act:

(The Student Right to Know and Campus Security Act of 1990) requires all institutions of higher learning to make available to prospective employees our agency's Annual Security Report. A copy of this information is available on the CCA website at the Student Right to Know page . A paper copy of this report can be obtained at the College Security Office upon request. This report includes statistics for the previous three years concerning crimes that occurred on campus or on property controlled or owned by Community College of Aurora, as well as public property within, or immediately adjacent to and accessible from, our campuses.

ADAAA Accommodations:

Any person with a disability as defined by the ADA Amendments Act of 2008 (ADAAA) may be provided a reasonable accommodation upon request to enable the person to complete an employment assessment. To request an accommodation, please contact Erica Hines at (303) 340-7231 or erica.hines@ccaurora.edu at least five business days before the assessment date to allow us to evaluate your request and prepare for the accommodation. You may be asked to provide additional information, including medical documentation, regarding functional limitations and type of accommodation needed. Please ensure that you have this information available well in advance of the assessment date. Pregnancy Related Accommodations, Colorado Anti-Discrimination Act (CADA): The Colorado Anti-Discrimination Act (CADA), allows applicants to request a reasonable accommodation for health conditions related to pregnancy or the physical recovery from childbirth. Candidates wishing to request reasonable accommodations must do so as soon as possible, preferably at least three days prior to the exam or interview. If you are an individual who wishes to request reasonable accommodations, please contact us at ( 303) 340-7231 or Erica.

Hines@ccaurora.edu.

Non-Discrimination Statement:

The Community College of Aurora prohibits all forms of discrimination and harassment including those that violate federal and state law, or the State Board for Community Colleges and Occupational Education Board Policies 3-120 and 4-120. The College does not discriminate on the basis of sex/gender, race, color, age, creed, national or ethnic origin, physical or mental disability, veteran status, pregnancy status, religion, genetic information, marital status, gender identity, or sexual orientation in its employment practices or educational programs and activities. For information regarding civil rights or grievance procedures, contact our Title IX Compliance/Equal Opportunity Officer, Erica Hines, Chief Human Resources & Per sonnel Success Officer at 16000 E. CentreTech Parkway, Suite A207E, Aurora, Colorado 80011 or by phone at (303) 340-7231 or e-mail at Erica.

Hines@ccaurora.edu.