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Program Development Assistant Jobs in New Orleans, LA

Sevita

Direct Support Professional

New Orleans, LA · On-site

$14.25 - $17.25/hr

Deliver support per individual service/program plans, including socialization, health maintenance, medication administration, skill/behavioral development. * Assist with daily activities: Personal ...

Sevita

Direct Support Professional

Harvey, LA · On-site

$13.75 - $16.75/hr

Deliver support per individual service/program plans, including socialization, health maintenance, medication administration, skill/behavioral development. * Assist with daily activities: Personal ...

Sevita

Direct Support Professional

Harvey, LA · On-site

$13.75 - $16.75/hr

Deliver support per individual service/program plans, including socialization, health maintenance, medication administration, skill/behavioral development. * Assist with daily activities: Personal ...

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All JobsProgram Development JobsProgram Development Assistant JobsProgram Development Assistant Jobs in New Orleans, LA

Program Development Assistant information

See New Orleans, LA salary details

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How much do program development assistant jobs pay per hour?

As of Aug 12, 2026, the average hourly pay for program development assistant in New Orleans, LA is $20.97, according to ZipRecruiter salary data. Most workers in this role earn between $16.88 and $23.08 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a program development assistant?

To thrive as a Program Development Assistant, you need strong organizational skills, attention to detail, and a background in project coordination, often supported by a bachelor’s degree in a relevant field. Familiarity with project management software, data analysis tools, and proficiency in Microsoft Office Suite are commonly required. Strong communication, problem-solving, and teamwork abilities distinguish top performers in this role. These skills are vital for effectively supporting program planning, execution, and evaluation, ensuring project goals are met efficiently.

What are some common challenges faced by program development assistants, and how can they be addressed?

Program Development Assistants often juggle multiple projects and deadlines, which can make time management a significant challenge. They may also need to coordinate with diverse stakeholders, requiring strong communication and organizational skills. To address these challenges, it's helpful to develop effective prioritization strategies, maintain clear documentation, and proactively seek clarification when project objectives are unclear. Building strong relationships with team members and leveraging project management tools can also contribute to smoother workflows and successful program outcomes.

What is the difference between Program Development Assistant vs Program Coordinator?

AspectProgram Development AssistantProgram Coordinator
CredentialsTypically requires a bachelor's degree in related fieldUsually requires a bachelor's degree; some roles prefer experience or certifications
Work EnvironmentSupports program planning and development teams, often in office settingsOversees program implementation, liaising with stakeholders and managing logistics
Employer & Industry UsageCommon in nonprofit, government, and educational sectorsFound in similar sectors, often with more responsibility for execution

The Program Development Assistant primarily supports the planning and development of programs, focusing on research and preparation. In contrast, the Program Coordinator manages the execution and coordination of programs, ensuring smooth operation. Both roles require similar educational backgrounds but differ in scope and responsibilities.

What is a program development assistant?

A Program Development Assistant is a professional who supports the creation, planning, and implementation of programs within an organization. Their responsibilities often include conducting research, helping with program design, coordinating logistics, and assisting with documentation and reporting. They work closely with program managers and other team members to ensure that programs meet organizational goals and run smoothly. This role is common in nonprofit organizations, educational institutions, and various corporate sectors.
What are the most commonly searched types of Program Development jobs in New Orleans, LA? The most popular types of Program Development jobs in New Orleans, LA are:
What job categories do people searching Program Development Assistant jobs in New Orleans, LA look for? The top searched job categories for Program Development Assistant jobs in New Orleans, LA are:
Program Development Assistant jobs near you
Infographic showing various Program Development Assistant job openings in New Orleans, LA as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 17% Part Time, 1% Temporary, and 2% Contract. Highlights an 93% Physical, 1% Hybrid, and 6% Remote job distribution, with an average salary of $43,609 per year, or $21 per hour.

Mariner Development Specialist

Canal Barge Company, Inc.

New Orleans, LA • On-site

Full-time

Posted 14 days ago

Job description

Canal Barge Company
Job Description
Mariner Development Specialist
I. BASIC FUNCTION
The Mariner Development Specialist is responsible for executing and continuously improving the onboarding and development experience for new hire mariners. This role ensures effective delivery of Deckhand Orientation, supports consistent and objective shoreside assessment standards within the Mariner Progression System, and contributes to strategic initiatives within the Mariner Development Team. The position plays a critical role in early mariner success, retention, and long-term development across the fleet. This position is based in the greater New Orleans, LA area and requires residence within reasonable commuting distance of the assigned work location. Travel will be a necessary function within this role.
II. KEY RESPONSIBILITIES
A. Deckhand Orientation Facilitation & Coordination
  • Coordinate Deckhand Orientation logistics with Crewing, Human Resources, and the Mariner Development Team.
  • Lead planning and preparation activities in advance of each orientation session.
  • Execute Deckhand Orientation to ensure consistency, quality, and alignment with company standards.
  • Maintain and uphold the Deckhand Orientation schedule and training objectives.
  • Ensure a professional, engaging, and effective onboarding experience for all new hire mariners.

B. New Hire Deckhand Acclimation Support
  • Partner with Human Resources and the Employee Engagement functions to support the successful transition of new hire deckhands into the marine industry and vessel work environment.
  • Provide training-related observations and feedback regarding new hire readiness, adjustment, and development needs.
  • Help identify onboarding or training improvements that may better prepare new hires for the lifestyle, expectations, and responsibilities of working aboard a vessel.
  • Coordinate with Human Resources when additional support or follow-up may be needed.

C. Shoreside Mariner Assessments (Promotion System)
  • Execute shoreside assessments for mariners eligible for promotion.
  • Conduct practical evaluations including line handling, wire handling, and deck operations at any New Orleans facility.
  • Administer and manage promotion testing for applicable mariner ranks.
  • Ensure consistency, fairness, and integrity in all assessment standards.
  • Deliver Development Action Plans (DAPs) for unsuccessful assessments, providing clear guidance for improvement.
  • Submit successful assessments for approval and coordinate with Crewing and Payroll for promotion processing.

D. Vessel Visits & Onboard Support
  • Conduct routine vessel visits when not engaged in orientation or assessments.
  • Support and complement the Safety Coach Program through onboard coaching and assessments.
  • Assist with deployment and training of safety initiatives, including tethering systems and other safety equipment.
  • Reinforce company safety culture and best practices across the fleet.

E. Special Projects - Mariner Development
  • Support and lead special projects aligned with Mariner Development and Training initiatives.
  • Contribute to continuous improvement efforts related to onboarding, training systems, and mariner progression.
  • Assist in developing training materials, processes, and tools that enhance learning outcomes.

F. Training Manager Support
  • Serve as the primary operational backfill for the Training Manager during periods of leave, travel, or other absences.
  • Ensure continuity of daily Safety Coach Program operations, including Safety Coach coordination, routine problem resolution, and promotion process support, including:
  • Serve as the primary point of contact for Vessel Management Teams (VMTs), Port Captains, and other operational stakeholders regarding routine Mariner Development matters during the Training Manager's absence.
  • Communicate routine updates, resolve day-to-day issues when appropriate, and elevate significant operational or personnel matters to the Director of Mariner Development as needed.
  • Maintain continuity of daily Mariner Development operations until the Training Manager returns or additional leadership directions are provided.

III. EXPERIENCE & QUALIFICATIONS
  • Minimum of 3 years of experience in marine operations, which includes onboard mariner experience.
  • Proven ability to self-manage and execute programs independently.
  • Demonstrated experience managing or contributing to operational or training programs.
  • Strong leadership, communication, and interpersonal skills.
  • Ability to lead cross-functional collaboration and support strategic initiatives.
  • Experience in training, coaching, or safety programs preferred.
  • Ability to travel to vessels in remote locations for vessel visits and onboard assessments, when necessary, as well as to remote offices and company/industry events held out of state.

IV. CORE BEHAVIORS & COMPETENCIES
A. Integrity
  • Demonstrates a high level of accountability and professionalism.
  • Ensures fairness and consistency in evaluation processes that directly impact mariner progression and compensation.

B. Leadership
  • Leads by example and fosters a culture of excellence, accountability, and continuous improvement.
  • Acts as a role model for mariners and future trainers.

C. Communication
  • Maintains clear, consistent, and transparent communication with all stakeholders.
  • Ensures alignment across Recruiting, Training, Crewing, and Operations teams.

D. Innovation & Continuous Improvement
  • Identifies leading and lagging indicators within training and onboarding processes.
  • Uses data and observations to improve Deckhand Orientation and development systems.

E. Self-Management & Ownership
  • Operates independently with minimal oversight.
  • Effectively prioritizes responsibilities across orientation, assessments, and field engagement.

F. Coaching & Development
  • Trains, mentors, and develops Safety Coaches and future trainers.
  • Promotes a "train-the-trainer" mindset to scale capability across the organization.

V. KEY OUTCOMES & MEASURES OF SUCCESS
  • High success rate through Deckhand Orientation.
  • Improved early retention of new hire deckhands in partnership with Human Resources and Crewing.
  • Accelerated promotion timeline from Deckhand Trainee to Deckhand 2.
  • Positive feedback from vessel Captains regarding quality and readiness of new hires.
  • Demonstrated standards enforcement, including appropriate failure rates during orientation and assessments.
  • Measurable improvement in onboarding effectiveness and training outcomes over time.
  • Increased consistency and reliability within the Mariner Progression System.

VI. SCOPE OF AUTHORITY
A. Financial Authority
  • Authorized to approve and expense up to $1,000 for Deckhand Orientation, assessment activities, and related training program needs.
  • Expenses exceeding $1,000 require prior approval from the Training Manager.

B. Personnel Decision-Making Authority
1. Authorized to issue pass/fail determinations for:
  • New hire deckhand trainees during Deckhand Orientation.
  • Experienced mariners participating in the Mariner Progression System assessment process.

2. Failed assessments may result in:
  • Termination of deckhand trainees who do not meet orientation standards.
  • Denial or delay of mariner progression and promotional advancement.

3. Responsible for issuing Development Action Plans (DAPs) for unsuccessful assessments.
4. The Training Manager must be informed of failed assessments; however, the Mariner Training Specialist maintains the authority to make assessment determinations.
C. Program & Process Improvement Authority
  • Authorized to identify, recommend, and support improvements to onboarding, assessment, and mariner development programs.
  • Recommendations for significant program or system changes are submitted to the Training Manager for final approval and implementation authorization.

Canal Barge Company and its subsidiaries are Equal Opportunity Employers - All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran or disabled status, or genetic information.

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