Manufacturing Training Program Specialist

W-2 Contract Role

Duration - Up to 3 Months

Location - Asheville, NC 28803

Schedule - Monday to Friday, 8am to 4pm with 30 minute paid lunch

Pay Range - $22 to $24/hour

Job Overview:

The Manufacturing Training Program Specialist is a temporary, project-based role responsible for developing and supporting implementation of Asheville's Crawl, Walk, Run manufacturing training program. The role captures experienced employees' technical knowledge and converts it into structured, practical training materials and competency assessments that support safe work, consistent quality, and employee development.

Working with Operations, Human Resources, Quality, EHS, and experienced operators, this position establishes clear learning expectations from initial onboarding through demonstrated independent proficiency. The assignment includes program development, pilot implementation, revisions, and handover to designated plant owners for continued use.

Principal Accountabilities

Training Needs and Knowledge Capture

* Review existing job descriptions, work instructions, training records, and onboarding practices to identify gaps and reusable content.

* Observe work and interview experienced operators, services technicians, supervisors, and support personnel to document critical tasks, operating practices, and common errors.

* Prioritize knowledge capture for roles affected by anticipated retirements and identify conflicting practices for technical review.

Crawl Walk Run Program Development

* Build role-specific learning pathways with defined prerequisites, learning objectives, training activities, and progression criteria.

o Crawl: establish foundational safety, plant orientation, process knowledge, and basic tasks performed under direct guidance.

o Walk: establish supervised task execution, routine process checks, defect recognition, and appropriate escalation.

o Run: establish demonstrated independent proficiency within the employee's authorized role, including normal operating variation and recognition of conditions requiring support.

* Link each pathway to approved procedures and applicable safety and quality requirements. Advancement must be based on demonstrated competency, not time served alone.

Training Materials and Competency Assessment

* Develop practical task guides, checklists, visual aids, trainer guides, and knowledge checks using consistent templates and plain language.

* Create observation-based skill assessments that identify the task, acceptable performance, required evidence, and authorized evaluator.

* Define required signoffs, retraining triggers, and documentation for each stage in collaboration with Operations, Quality, and EHS.

* Route new or revised technical content to the appropriate owners for validation and controlled approval; identify gaps rather than inventing process requirements.

Pilot Implementation and Tracking

* Coordinate a pilot for prioritized roles with supervisors and designated trainers. Support initial training sessions and assessment use as appropriate.

* Collect feedback from trainees and trainers, evaluate usability, and revise materials before broader rollout.

* Establish a practical training matrix and progress tracker showing assigned training, completion, competency status, and outstanding needs. Use existing plant systems where applicable.

* Report progress, barriers, and decisions needed to the project sponsor against agreed milestones.

Program Handover and Sustainability

* Prepare supervisors and designated trainers to use the pathways, coach employees, assess competency consistently, and maintain records.

* Deliver approved pathways and materials for the agreed scope, assessment and signoff forms, a training tracker, pilot findings, and an implementation and maintenance plan.

* Organize editable source files and approved documents in designated plant repositories with clear ownership and revision controls.

* Recommend measures for ongoing review, such as competency progression, training backlog, trainee feedback, and time to qualification. Assign continued program ownership with plant leadership before the temporary assignment ends.

All qualified applicants will receive consideration for employment without regard to race, color, national origin, age, ancestry, religion, sex, sexual orientation, gender identity, gender expression, marital status, disability, medical condition, genetic information, pregnancy, or military or veteran status. We consider all qualified applicants, including those with criminal histories, in a manner consistent with state and local laws, including the California Fair Chance Act, City of Los Angeles' Fair Chance Initiative for Hiring Ordinance, Los Angeles County Fair Chance Ordinance, and San Francisco Fair Chance Ordinance.