Course Developers/Non-teaching Coadjutant, CELG

About the role

Rutgers University-Camden, Center for Executive Leadership in Government (CELG), is seeking Course Developers for the for academic year 2026-2027. Programs are designed for training managers in non-profit, government, and public service organizations. The training provided includes professional certification and/or professional development for managers. The position/s will collaborate with content experts and instructors preparing materials to be used in the creation of an online version; provide pedagogical support for new instructors building modules including public sector specific examples for cases and course framing content. Collaborates with other team members to develop project plans that ensure work is consistent with the mission and goals of CELG, and meets deliverables as projected. Completed work will meet the standards defined by CELG for each work product. Complete work will be delivered to the Associate Director, CELG for review and approval. Ownership of the final product will belong to Rutgers University and may not be produced or used without Rutgers approval.

Responsibilities

• Non-credit course content development, course administration and content delivery, material development, revisions, updates, online materials and audio/visual/presentations.
• Mini Master in Public Administration
• Public Leadership
• Strategic Communications
• Elevating Personal Leadership Skills
• Technology for Public Managers
• Human Resources and the Public Manager
• Grant Writing
• Other courses and seminars as needed

Qualifications

• Bachelor’s degree in a related field.
• Minimum of 2 years of experience working in or with non-profit Federal, County, or Local government organizations.
• Instructional experience or successful completion of a Rutgers approved Train-the-Trainer program.
• Government, nonprofit or professional teaching or course development experience.

Benefits

• Medical, prescription drug, and dental coverage
• Paid vacation, holidays, and various leave programs
• Competitive retirement benefits, including defined contribution plans and voluntary tax-deferred savings options
• Employee and dependent educational benefits (when applicable)
• Life insurance coverage
• Employee discount programs

Pay

A minimum of $100 for the contract period. The final salary offer may be determined by several factors, including, but not limited to, the candidate’s qualifications, experience, and expertise, and availability of department or grant funds to support the position. Market benchmarks, if and when appropriate, and internal equity are also considered to ensure fair compensation relative to the university’s broader compensation structure. The university is committed to offering competitive and flexible compensation packages to attract and retain top talent.