How much does a Talent Performance Specialist II make in Rhode Island? The average Talent Performance Specialist II salary in Rhode Island is $87,020 as of April 24, 2024, but the range typically falls between $75,930 and $98,793. Salary ranges can vary widely depending on the city and many other important factors, including education, certifications, additional skills, the number of years you have spent in your profession.
Percentile | Salary | Location | Last Updated |
10th Percentile Talent Performance Specialist II Salary | $65,833 | RI | April 24, 2024 |
25th Percentile Talent Performance Specialist II Salary | $75,930 | RI | April 24, 2024 |
50th Percentile Talent Performance Specialist II Salary | $87,020 | RI | April 24, 2024 |
75th Percentile Talent Performance Specialist II Salary | $98,793 | RI | April 24, 2024 |
90th Percentile Talent Performance Specialist II Salary | $109,512 | RI | April 24, 2024 |
Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Workforce Development: workforce development improves worker performance and prepares them for increased responsibility in the future; the knowledge and experience gained from this process may be used by those workers to educate students or train their coworkers.
Family Support: Family support is the support of families with a member with a disability, which may include a child, an adult or even the parent in the family. In the United States, family support includes "unpaid" or "informal" support by neighbors, families and friends, "paid services" through specialist agencies providing an array of services termed "family support services", school or parent services for special needs such as respite care, specialized child care or peer companions, or cash subsidies, tax deductions or other financial subsidies. Family support has been extended to different population groups in the US and worldwide. Family support services is currently a "community services and funding" stream in New York and the US which has had variable "application" based on disability group, administrating agency, and even, regulatory and legislative intent.
Instructional Design: Instructional design (ID), also known as instructional systems design (ISD), is the practice of systematically designing, developing and delivering instructional products and experiences, both digital and physical, in a consistent and reliable fashion towards an efficient, effective, appealing, engaging and inspiring acquisition of knowledge. The process consists broadly of determining the state and needs of the learner, defining the end goal of instruction, and creating some "intervention" to assist in the transition. The outcome of this instruction may be directly observable and scientifically measured or completely hidden and assumed. There are many instructional design models but many are based on the ADDIE model with the five phases: analysis, design, development, implementation, and evaluation.
Talent Performance Specialist II develops, implements, and administers programs that evaluate, measure, and improve employee performance. Conducts assessment activities to evaluate and identify the current and emerging skills, competencies, and behaviors required to achieve desired organizational results and prepare for future needs. Being a Talent Performance Specialist II designs performance management strategies and processes that measure outcomes, identify areas for improvement, and align teams to organizational goals. Identifies the types of training and development and resources needed to achieve workforce performance improvements. Additionally, Talent Performance Specialist II encourages a culture of objective setting and result measurement aligned to pay and rewards using tools, training, and communication. Requires a bachelor's degree. Typically reports to a manager or head of a unit/department. The Talent Performance Specialist II occasionally directed in several aspects of the work. Gaining exposure to some of the complex tasks within the job function. To be a Talent Performance Specialist II typically requires 2-4 years of related experience. (Copyright 2024 Salary.com)... View full job description
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Location | Avg. Salary | Date Updated |
---|---|---|
Location Coventry, RI | Avg. Salary $87,270 | Date Updated April 24, 2024 |
Location Cumberland, RI | Avg. Salary $87,437 | Date Updated April 24, 2024 |
Location East Providence, RI | Avg. Salary $87,437 | Date Updated April 24, 2024 |
Location Narragansett, RI | Avg. Salary $87,937 | Date Updated April 24, 2024 |
Location Tiverton, RI | Avg. Salary $88,187 | Date Updated April 24, 2024 |
Location Westerly, RI | Avg. Salary $88,687 | Date Updated April 24, 2024 |
Location Woonsocket, RI | Avg. Salary $87,353 | Date Updated April 24, 2024 |
Location Adamsville, RI | Avg. Salary $88,187 | Date Updated April 24, 2024 |
Location Albion, RI | Avg. Salary $87,437 | Date Updated April 24, 2024 |
Location Ashaway, RI | Avg. Salary $88,854 | Date Updated April 24, 2024 |
A career path is a sequence of jobs that leads to your short- and long-term career goals. Some follow a linear career path within one field, while others change fields periodically to achieve career or personal goals.
For Talent Performance Specialist II, the first career path typically starts with a Leadership Development & Planning Analyst III position, and then progresses to Leadership Development & Planning Analyst IV.
Additionally, the second career path typically starts with a Talent Performance Specialist III position, and then progresses to Talent Performance Specialist IV.
Salary.com's CompAnalyst platform offers:
Job Title | Experience | EDUCATION | Salary Compared to This Job |
---|---|---|---|
Job Title Talent Acquisition Specialist I | Experience 0 - 2 | EducationBachelors | Salary Compared to This Job |
Job Title Talent Acquisition Specialist II | Experience 2 - 4 | EducationBachelors | Salary Compared to This Job |
Job Title Talent Acquisition Specialist III | Experience 4 - 7 | EducationBachelors | Salary Compared to This Job |
Job Title Talent Acquisition Specialist IV | Experience 7 + | EducationBachelors | Salary Compared to This Job |
Job Title Talent Performance Manager | Experience 5 + | EducationBachelors | Salary Compared to This Job |
Jobs with different levels of education may pay very differently. Check the Talent Performance Specialist II salary of your education level.
Talent Performance Specialist II salary varies from country to country. There are several factors that mainly impact the Talent Performance Specialist II salary, including cost of living, economic conditions, market rates and legal differences. Click below to Talent Performance Specialist II salary of the other country.
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About Rhode Island Rhode Island (/ˌroʊd -/ (listen)), officially the State of Rhode Island and Providence Plantations, is a state in the New England region of the United....More
Skills associated with Talent Performance Specialist II: Performance Evaluation, Leadership Development, Skills Assessment, Training & eLearning Software ...More
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