Address
Form of workJob Description
Program Coordinator, Training Development Programs
For all programs that fall under the Next Up umbrella, which currently includes: Next Up
I.A.T.S.E. Training Program, Next Up PATH Program, Next Up VFX PA Program and other
administrative duties/projects as needed. This list of programs is subject to change as the
Creative Talent Development slate of programs evolves and may include programs beyond
the Next Up umbrella.
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 Netflix
- 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”
- EA 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 Netflix visit 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 Netflix.
- 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
- Netflix Production Management
- Production HR
- Creative Talent Development
- Labor
Pay Rate Range:
- $18-25/hr.
