Program Coordinator

Our client, the world’s leading entertainment streaming service, is looking for a *Program Coordinator.
* This is an *onsite* *11-month contract*.
*Hourly rate: $25.
00*.
You must be available to work in Los Angeles, CA, and authorized to work without sponsorship.
*\*\*\*You must be located in the Los Angeles, CA area to be considered for this position\*\*\** *Administrative:* * Create and keep up-to-date the Next Up Program folders on the Google Drive * Create and keep up-to-date the Next Up Program templates, forms, documents, and trackers (i.
e.
intern tracker, budget tracker, sourcing orgs tracker, IA training programs tracker, etc.
) * Create and maintain a calendar of all Next Up Program related key dates * Schedule all Next Up Program related syncs * Under the supervision of the Program Manager, plan all Next Up Program related events.
* Process all Next Up Program related invoices for payment, with approval from the Program Manager.
* Set up any Next Up Program related vendors in Ozark.
* Add any Next Up Program bill backs to the reclass tracker for Content Accounting and FinOps.
* Assist with the above duties for other BTL and ATL programs as needed.
* Ad hoc projects for the Creative talent Development team as needed.
*Next Up Programs Focused:* _*Sourcing & Selection*_ * Source Candidates * Assist production point of contact and HOD in completing the Sourcing Inquiry Form as needed.
* Ensure that Sourcing Inquiry Form responses are received correctly (i.
e.
they auto populate the Airtable w/o errors).
* Select Candidates - Two Phase Interview * Phase 1: Interviews with the Client * Sends the candidate list and resumes to Production Management for initial vetting, when requested.
* Schedule interviews with the candidates and: * CTD Program Manager * Production HR * Production Management, requested * After the interviews, share the shortlist of candidates with the production’s point of contact for the Next Up I.
A.
T.
S.
E to then share with the appropriate HODs for consideration.
* Note: Considerations for selection should be based on skills, experience, career aspirations, and challenges entering the industry _*Hiring*_ * Job Offer and Acceptance * Send the candidate an official “Acceptance/Welcome Letter” welcoming them to the Next Up I.
A.
T.
S.
E.
Training Program and providing them with the “Intern Onboarding Memo” (copying Production Management, Production HR and Labor) * Add the selected candidate and their supervisor’s information to the Intern tracker _*Onboarding*_ * CTD Create and Distribute a Copy of The Participants Onboarding Memo * An Intern Onboarding Memo should be distributed to the Interns in response to their acceptance of the offer via email including contact information for their specific Supervisor.
* Intern Onboarding Memo * Respect@ training with HR * First day of work & set etiquette * Details on I&D collection * Online learning modules “From Script to Screen: The ABC’s of How Content Gets Made” * A training plan outline * Submitting Feedback * Expectations (warning, travel, etc.
) * Create and distribute a copy of the Induction Itinerary * Once all events are confirmed and scheduled, distribute via email to the Interns.
(insert doc.
link) * Checklist of trainings: * Classroom Training * Inclusion Training (during induction) * Expectation Talk / Orientation (during induction) * Welcome Pack (ensure it’s distributed) * Department Tours * Internal Client visits and intros.
to Interns * Create copies of Individual Intern Plan Documents * Each Intern should have a plan, created with their supervisor, to think about Specific, Measurable, Attainable, Relevant and Time based (SMART) goals to achieve during their placement.
* Create a copy of this document per individual Intern and amend where appropriate.
* All Intern plans should be saved in an Intern Plan folder.
* Share each Intern plan with the individual Intern and their supervisor to fill in the live document.
These should not be printed nor filled in by hand.
* Review Individual Intern Plans * TBD to review the individual Intern plans once completed and flag any issues to the Client.
* Create and share copies of End of Episode/Block HOD Feedback Form * This HOD feedback form should be shared with the HODs at the end of each episode/block, and should not be anonymous.
* This Intern feedback form should be shared with the Intern at the end of each episode/block, and should be anonymous.
* For productions without blocks or episodes, the “End of Block” is defined as the end of each set of 30 days, or at wrap for shoots less than 30 days.
* Create copy of End of Production Feedback Form * This should be shared with the Interns at the end of production.
This Intern feedback form should be anonymous.
_*Ongoing Participant Support / Tracking*_ * Track Participant work days toward union membership * Maintain alignment with the Sourcing Org regarding the tracking of days needed for union membership * Schedule bi-weekly and/or monthly calls with studio & production point of contact to obtain updates and address any issues.
Updates to include: * Participant Updates * HOD and/or Crew Updates _*Wrap*_ * Distribute the Final Feedback Form * Distribute the End of Production Feedback Form * This form should be shared with the Interns at the end of production, and should be anonymous.
* Set up Final Review Sync * The purpose of the sync is to verbally share feedback to include learnings and how to best improve these pathway programs and build greater alignment between all key stakeholders: * Interns * Client Production Management * Production HR * Creative Talent Development * LaborProgram Coordinator Job Type: Contract Pay: $25.
00 per hour Work Location: In person