Youth Programs Manager, The Andy Warhol Museum

The Warhol is one of the four Carnegie Museums of Pittsburgh, and a collaborative project between Carnegie Institute, Dia Art Foundation, and The Andy Warhol Foundation for the Visual Arts, Inc. Plans to house The Warhol in Pittsburgh were announced in 1989, and the museum opened its doors during a 24-hour celebration on May 13, 1994. Originally built in 1911 as a distribution center for products sold to mills and mines, The Warhol was redesigned by architect Richard Gluckman and features seven floors of gallery and exhibition space as well as an underground level that houses The Factory education studio and the conservation lab. Carnegie Museums of Pittsburgh is interested in candidates who, through their experience and collaborations, will contribute to diversity and excellence of the Carnegie Museums community.
 

This Full-Time position is eligible for the Carnegie Museums of Pittsburgh’s many Benefits. 

Please scroll to the bottom of this page to see information on the starting pay rate.

The Youth Programs Manager plans, develops, manages, teaches and evaluates youth programs and events. The manager will establish and maintain relationships with artists, arts organizations, community leaders, local teachers and schools, and education staff of other Carnegie museums with a focus on developing youth programming across the four Carnegie Museums of Pittsburgh.

QUALIFICATIONS

EDUCATION AND EXPERIENCE:

• Degree in Fine Arts, Art Education, Museum Studies or a related field/experience.
• Experience working with teachers and students in schools, and/or arts and cultural organizations.
• 2-3 years developing, teaching, managing and evaluating innovative youth programming with specific oversite of recruitment, retention, and student record keeping.  

KNOWLEDGE, SKILLS, AND ABILITIES:

• Love of learning, art and working with diverse audiences; teachers and youth in particular.
• Experience working in school and community settings.
• Excellent writing, communication, interpersonal and public speaking skills.
• Demonstrated ability to supervise projects and subordinates.
• Demonstrated ability to develop and design educational curriculum and programming.
• Experience coordinating professional artists to lead student-based workshops and projects.
• Collaborative and creative team player that also works well on own initiative. 
• Practicing artist with studio teaching experience preferred.
• Knowledge of Andy Warhol, pop culture and contemporary social, artistic and cultural issues.
• Proficient in Microsoft Office (Word, Excel) with working knowledge of Adobe Creative Suite (Photoshop, Premiere).
• Ability to work in the evenings and weekends both onsite and numerous sites outside of the museum as needed.

PHYSICAL REQUIREMENTS:

• This position requires working with large groups of learners in the museum, classroom, and community setting.
• Requires a valid driver’s license and the ability to transport 30-50 pounds of program supplies to sites throughout the Pittsburgh region.

 PRINCIPAL ACCOUNTABILITIES:

• Plan, develop, manage, teach and evaluate onsite and offsite youth programs with specific oversight for Youth Arts Council, a year-long teen leadership program, Youth Invasion, LGBTQ+ Prom, and other teen engagement initiatives, in collaboration with Artist Educators.
• Plan, develop, manage, teach and evaluate onsite and offsite youth workforce programs under Learning and Public Engagement and The Warhol: Academy.
• Develop long-term vision, goals, and plans for teen programs and youth workforce development at The Andy Warhol Museum together with LPE and TWA staff.
• Oversee budgets, student recruitment, retention, evaluation, and record keeping and reporting for teen programming and youth workforce development.
• Supervise Student Assistants, Teen Interns, Volunteers, and Fellows and manage all accompanying administrative duties such as hiring, evaluating, submitting timesheets, etc.
• Work with school and youth community groups and organizations to build relationships and outcomes in line with museum mission and department goals.
• Assist in the development of appropriate curricular resources and ensure relevance and usefulness to local, regional and national learning communities and standards.
• Assist in departmental planning and operations and in the preparation of written reports, grants, presentations, etc.
• Assist in the planning, development and implementation of other education programs and museum wide programs such as tours/workshops, The Factory, and interpretive materials/programs for exhibitions.
• Other duties as assigned.

The following PA Act 153 clearances, or proof of application of clearances, are required beginning employment and as a condition of continued employment: Pennsylvania Child Abuse History Clearance Pennsylvania State Police Criminal Record Check FBI Fingerprint Criminal Background Check Obtaining the required clearances is completed as part of the new hire process.

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.