Director-Teacher Effectiveness
Baltimore City Public Schools - Baltimore, MD

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Overview:

The Office of Human Capital for Baltimore City Public Schools is currently seeking a proven team leader to oversee the critical responsibility of managing school staffing for the district's nearly 230 schools and programs.

The Director of Teacher Effectiveness will manage a team of 15 to develop and execute an approach to school staffing that considers all aspects of the human capital process, from recruitment through retention. Some key elements of this approach will include:
  • Understanding and balancing staffing needs across the district
  • Managing, evaluating and cultivating talent pipelines to ensure a robust pool of high caliber teaching talent
  • Utilizing teacher evaluation systems and data to improve teacher effectiveness and retention by better matching staff to the most appropriate schools/programs
  • Equipping principals/school leaders to improve teacher effectiveness in their own schools by utilizing district-developed approaches to human capital at the school level
Ideal candidates for this role will have experience working in a school district (preferably a large, urban district) in staffing, recruitment and/or human capital management. Candidates who also have previous experience in education policy are highly preferred.

Essential Functions:

Recruitment
  • Manage and evaluate existing teacher pipelines (e.g., Teach for America, The New Teacher Project, university partners) to determine if they are strategically meeting teacher staffing and quality expectations
  • Cultivate high-caliber talent pipelines by developing a targeted strategy for recruiting teachers from the current talent pools, including the research-based identification of early-stage competencies, experiences, dispositions, and performance indicative of effective teaching potential
  • Brand, communicate and provide on-going career guidance and career ladder development opportunities for teachers and those aspiring to teach in the district in conjunction with other Human Capital Effectiveness teams
Selection/On-Boarding
  • Refine and enhance the selection process for teaching positions in accordance with board policy requirements for teaching positions
  • Develop and implement an improved teacher on-boarding experience that inspires, provides essential support, and articulates organizational expectations
Placement
  • Develop a systemized approach for purposefully matching candidate expertise with school/community need
Evaluation/Development
  • Revise and refine the teacher evaluation system, in conjunction with the Office of Academics and the Office of Achievement and Accountability, to increase alignment with the Instructional Framework and increase overall efficiencies
  • Work in coordination with the relevant internal stakeholders to align staff evaluation systems with organizational evaluation systems
  • Assess the professional development needs of teachers and support the Office of Academics to develop/identify training to address the most critical issues
  • Collaborate with the Office of Academics, to ensure teachers have the data, tools, training and clearly articulated processes needed to provide effective instruction
Compensation
  • Support the Baltimore Teachers Union (BTU) Joint Governing Panel's implementation of the school administrator contract that has enabled a system of career pathways and salary intervals that encourages "self-paced advancement" and performance-based compensation
  • Inform the negotiation of future BTU contracts for teachers
Retention
  • Develop regular, transparent systems to monitor, analyze and recommend policy and practice adjustments to mitigate the root causes of the district's teacher attrition
Other
  • Manage and support the acquisition of internal and external (public and private) resources (contracts, personnel, time) for the high quality execution of the responsibilities listed above
  • Develop systems and processes for district leadership to have regular access to and analysis of critical data and information with regards to the effectiveness of existing and potential future teachers within City Schools
  • Work collaboratively with the other Effectiveness teams (School leader and District) to share, enhance and implement promising practices
Accountabilities
  • Meets established goals and objectives for assigned projects within designated time frames
  • Increase the number of highly effective teachers serving in City Schools
  • Increase the pool of candidates with demonstrated skills and competencies applying for teacher openings in City Schools (and thus moving hiring to May)
  • Reduce teacher attrition as a result of better preparation, matching and support from school leadership team
  • Increase skills and retention of talented school staff on leadership pathway
  • Develop a targeted strategy for recruiting school leaders from the current talent pool in City Schools
  • Increase retention of effective teachers and teacher leaders and effective placements in leadership positions regardless of whether ultimately become teacher leaders
Qualifications
  • Masters degree in Human Resources, Education or related field required; Doctorate or other terminal degree preferred. Degree must be from an accredited college or institution.
  • 3 years of progressively responsible leadership experience required
  • Administrator I certificate preferred
  • 2 years of school or district leadership experience preferred
  • A combination of education and experience that demonstrate the knowledge, skills and abilities necessary to perform effectively in the position may be considered
  • Demonstrated knowledge of instruction and education policy, practices and research
  • Demonstrated understanding of project management principles and practices
  • Excellent interpersonal communication skills and the ability to effectively lead and work in teams
  • Demonstration of excellent verbal and written communications skills
  • Proficient in the use of computer applications, including Microsoft Office Suite

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