1.0 Performance Relative to Stated Mission & Goals
1.5 PDP's Capacity
During the 2020-2021 period, PDP continued to maintain an effective organizational structure and had sufficient staff resources to develop, schedule, deliver, and evaluate training activities, as well as interact with stakeholders. It retains the necessary fiscal, organizational, technical, and program capacity to effectively meet its varied contract deliverables.
1.5.1 Organization Structure
In 2020–2021, PDP managed a diverse portfolio of projects covering a wide range of education and training initiatives. The program is directed by an Interim Executive Director (RF title: Principal Investigator) who serves as its chief executive officer. In addition, there is one Director (RF title: Project Administrative Officer) and 11 Managers (RF titles: Principal Education Specialist, Principal Research Support Specialist, and Project Staff Associate) who function as the management team.
Each Director has responsibility for designated programs within the PDP portfolio. The Managers in turn report to specific Directors. Managers have day-to-day responsibility for program development and delivery, and staff supervision. Each project is staffed with the necessary curriculum development, training, and technical and project support staff needed to accomplish all project objectives. PDP is structured with the checks and balances necessary to maintain accountability and meet all deliverables in an exemplary and timely fashion while adhering to all required regulations, both internal and external.
The flowchart illustrates PDP’s organizational chart for 2020. The data is presented hierarchically as follows: R. Karl Rethemeyer – Dean of Rockefeller College of Public Affairs and Policy; June Mastan– Interim Executive Director; Deborah McGuire – Director, Professional Development Program; Julie Aversa – Manager, Finance and Project Suppor; Patricia Seeberger – Manager, Department of Computer Training Services; Diane Hodurski-Foley – Manager, Department of Temporary Assistance Training; Bryan Sotherden – Manager, Information Systems and Programming; Penny LaRocque – Manager, OTDA CSTOP & Upstate Homeless Services Training / OTDA Specialized Services; Susan Gieryic – Sr. Research Scientist, Evaluation Unit; James Bonville – Manager, Public Service Workshops Program; Colleen O'Grady – Manager, Department of Early Childhood Training; Colleen Faragon – Manager, Department of Media Production / Department of Child Care Subsidy and Regulated Care Training; Edward Skawinski – Manager, Instructional Technologies; Molly McHale– Manager, Department of Child Welfare Training; John Thompson – Manager, Training and Technical Assistance to Support Local DSS Permanency Planning.
1.5.2 Staff Resources
Appropriate staff resources were utilized for PDP’s programs to ensure the timely completion of high- quality program deliverables. All staff members have appropriate education and experiential credentials to meet job requirements. Programs are structured to maintain smooth continuity of operations in the event of a personnel change through the use of knowledge transfer tools such as cross training, written procedures, and mentoring programs for staff.
1.5.3 Staff Selection and Hiring
PDP’s selection and hiring practices during the reporting period continued to follow the guidelines set forth by both the Office of Diversity and Inclusion of the University at Albany, State University of New York and the University at Albany Research Foundation Human Resources Office of The Research Foundation for SUNY. These are stated in the Office of Diversity and Inclusion’s Recruitment and Selection Procedures. These procedures are designed to promote a fair and inclusive search process, ensure the University follows all federal and state regulations, and promote equal employment opportunities for all qualified individuals including but not limited to minorities, women, individuals with disabilities, and veterans.