Director of Teaching Excellence & Leadership Development

Position:  Director of Teaching Excellence & Leadership Development

Department: Human Resources

Wage/Hour Status:  Exempt

Immediate Supervisor(s):  Executive Director of Human Resources           

Pay Grade:   Per Compensation Manual

Days Employed: Per Compensation Manual

POSITION SUMMARY:  

• Provide strategic leadership for the district's comprehensive educator development programs, including new teacher induction, leadership development pathways, and teacher effectiveness initiatives
• Responsible for the effective and efficient operation of educator professional growth systems, performance evaluation processes, and talent development programs

QUALIFICATIONS:

Education/Certification:

• Master's degree in educational administration, human resources, or related field
• Texas Mid-management or other appropriate Texas certificate
• Certified T-TESS appraiser

Special Knowledge/Skills:

• Comprehensive knowledge of teacher development and leadership programs
• Expert knowledge of T-TESS framework and implementation
• Strong project management and program development skills
• Excellence in professional development design and delivery
• Ability to manage multiple complex initiatives simultaneously
• Strong data analysis and program evaluation skills
• Outstanding communication and presentation skills
• Demonstrated ability to build and maintain effective professional relationships
• Proficiency in budget management and resource allocation

Experience:

• Minimum of 5 years of campus principal experience
• Experience with teacher evaluation systems and professional growth initiatives
• Demonstrated success in developing and implementing professional learning programs

MAJOR RESPONSIBILITIES & DUTIES: 

Leadership Development Program Management:

1. Direct the Teacher Leader Academy and support pathway progression
2. Manage the Aspiring AP Academy and Principal preparation programs
3. Coordinate with Rice University for Executive Education program implementation
4. Develop and maintain program curricula, schedules, and resources
5. Track participant progress and program effectiveness metrics

New Teacher Support and Development:

1. Direct the First-Year Teacher Academy program
2. Oversee the Navigators program for second-year and new-to-district teachers
3. Plan and execute annual Back-to-School week for new hires
4. Develop and maintain new teacher orientation materials and resources
5. Design and deliver comprehensive mentor training programs
6. Recruit, select, and support teacher mentors
7. Monitor mentor-mentee relationships and provide intervention when needed
8. Plan and execute mentor appreciation events and recognition programs
9. Evaluate the effectiveness of mentor support systems
10. Monitor and evaluate the effectiveness of new teacher support programs
11. Develop and maintain mentor program documentation and guidelines

University Partnerships & Educational Pipeline Development

1. Research, develop, and implement paid residency internship programs
2. Coordinate university intern placements:

• Match interns with appropriate campus assignments
• Select and prepare mentor teachers
• Manage required documentation and compliance
• Monitor intern progress and provide support as needed

     3. Process and coordinate campus observation requests for pre-service teachers

     4. Build and maintain relationships with university education programs

     5. Track the effectiveness of university partnership initiatives

     6. Ensure alignment between district needs and partnership programs

Teacher Effectiveness and Evaluation

1. Manage district-wide T-TESS implementation and compliance
2. Maintain certified appraiser database and certification records
3. Develop and deliver T-TESS refresher training
4. Coordinate late-hire T-TESS training programs
5. Create and maintain T-TESS calendar and documentation systems
6. Provide support to campus administrators on teacher evaluation processes

Teacher Incentive Allotment Program

1. Oversee the implementation of the Teacher Incentive Allotment program
2. Coordinate communication regarding TIA opportunities and requirements
3. Manage data collection and reporting for TIA
4. Collaborate with the Finance department on TIA funding and distribution
5. Monitor program compliance with state requirements

Program Evaluation and Improvement

1. Collect and analyze data on program effectiveness
2. Create and present program evaluation reports
3. Make recommendations for program improvements
4. Stay current with best practices in educator development

Communication and Stakeholder Relations

1. Serve as liaison between HR and campus leadership for:

• T-TESS implementation, timeline adherence, and compliance requirements
• Leadership development program recruitment and participant progress
• New teacher support program implementation and mentor assignments
• Teacher Incentive Allotment eligibility, documentation, and processes
• Teacher evaluation concerns and support needs
• Leadership pathway opportunities and candidate recommendations
• New hire orientation and training coordination

     2. Present program updates to district leadership

     3. Respond to stakeholder inquiries and concerns

SUPERVISORY RESPONSIBILITIES:

• Provide guidance to program mentors and facilitators
• Oversee external consultants and service providers

EXPECTATIONS OF MENTAL DEMANDS/PHYSICAL DEMANDS/ENVIRONMENTAL FACTORS:

Tools/Equipment Used:

• Standard office equipment including computer and peripherals
• Presentation and audiovisual equipment
• Professional development materials and resources

Motion:

• Frequent walking and standing during presentations and training sessions
• Regular sitting and computer use for administrative tasks

Environment:

• Primarily indoor work environment
• Some travel between district locations
• Occasional evening or weekend work for special events

Mental Demands:

• Maintain emotional control under stress
• Manage multiple projects simultaneously
• Handle frequent interruptions
• Meet deadlines
• Problem-solve and make decisions
• Communicate effectively with diverse stakeholders

Professional Dress:

• Dress must be clean, neat, in a manner appropriate for his or her assignment, and in accordance with any additional standards established by his or her supervisor and approved by the Superintendent

Evaluation:

• Performance of this position will be evaluated annually