Director of Principal Successor Program (21-22)
Company: IDEA Public Schools
Posted on: May 2, 2021
Description Position at IDEA Public Schools About IDEA Public
Schools : At IDEA Public Schools, we believe in college for ALL and
we are committed to ensuring that all our students graduate from
college. IDEA Public Schools has grown from a small school to the
fastest-growing network of tuition-free Pre-K-12 public charter
schools in the United States sending 100% of our students to
college. 50% of our students graduate from college in 6 years -
that's 3 times the national rate for students in our communities!
IDEA was founded in 2000 as a single school with 150 students in
the Rio Grande Valley. When interest exceeded building capacity, to
meet the demands, IDEA's co-founders committed to serving more
students in the Rio Grande Valley of Texas and beyond. We now serve
over 65,000 students across Texas and Louisiana. Be on the lookout
for IDEA schools opening near you-with continued growth in our
current regions an d new launches in Tampa Bay , FL (2021) , and
Jacksonville, FL (2022) ! When you choose to work at IDEA, you are
part of our IDEA Team and Family. You will work alongside team
members who set and reach ambitious goals every day, are excited to
continue to grow with IDEA, and work relentlessly to make college
for all a reality. To learn more about IDEA, check out this . Role
Mission: The Director of Principal Successor Program is responsible
for ensuring first year successor principals meet key goals
(student persistence, staff retention, student enrollment, and A
rating or equivalent) and choose to remain in the principal role
beyond their first year . To achieve this, the Director of
Principal Successor Program is charged with implementing a
two-pronged approach. First, the Director will design and
facilitate a semester-long Successor Principals Academy program to
proactively prepare named successors and potential successors to
lead existing campuses in the coming school year. Second, the
Director will partner with Vice Presidents of Schools and the
Principal Preparation team to ensure current successor principals
receive high-quality in-field coaching and wraparound support for
successors throughout their first year of principalship . The
Director will also use these in-field coaching experiences to
identify best practices and common pitfalls, then use these
learnings to inform future Successor Principal Academy trainings.
By doing this, the Director will ensure all regions have a strong
bench of potential successors who are prepared to lead existing
IDEA campuses when vacancies occur, while at the same time
supporting current successor principals so that they achieve their
topline goals and choose to remain in their roles. The Director of
Principal Successor Program partners closely with Vice Presidents
of Schools, the Principal Preparation team, the Director of Rhodes,
and other key members of the Human Assets team . Accountabilities
90% of schools led by first year successor principals earn an A
rating or equivalent at the end of the year .
- Design and facilitate Successor Principals Academy to prepare
named successors and potential successors to lead existing
- Partner with VPs of Schools and Principal Preparation team to
provide in-field coaching and wraparound support for successors
throughout their first year of principalship .
- Solicit feedback from stakeholders on program scope and
sequence and implementation .
- Use data and trends from in-field observations to inform
training scope and sequence , monitor progress toward goals,
provide feedback and coaching, and adjust strategies and tactics
accordingly . 90% of first year successor principals achieve 90%
student persistence at the end of the year .
- Prepare successor s to build relationships with both new and
returning students and families .
- Prepare successors to implement a strong school culture plan by
evaluating current school culture, deciding what to keep and what
to revise, and rolling out plan effectively to staff, students and
- Prepare successors to implement excellent schoolwide systems by
evaluating existing sy s tems, deciding what to keep and what to
revise, and rolling out systems effectively to staff, students and
- Prepare successors to lead their schools to have strong
operations that build trust and credibility with families at the
beginning of the year and throughout the year .
- Monitor progress toward goals, provide feedback and coaching ,
and adjust tactics accordingly . 90% of first year successor
principals achieve 85% staff retention at the end of the year.
- Prepare successors to build trust and a sense of community with
and among staff .
- Prepare successors to hire and onboard new staff members.
- Prepare successors to coach and develop other leaders on campus
to be excellent coach and managers for staff.
- Monitor progress toward goals, provide feedback and coaching,
and adjust tactics accordingly 90% of schools led by first year
successor principals are fully enrolled by the end of the first
week of school .
- Prepare successor s to coach and manage their APO to design and
execute a strong recruitment plan .
- Prepare successor s to effectively onboard and build
relationships with new students and families, including executing
high-quality Welcome to IDEA events.
- Prepare successors to coach and manager APO to ensure all new
students are registered and tested.
- Monitor progress toward goals, provide feedback and coaching ,
and adjust tactics accordingly . 90 % retention of successor
principals through their first year of principalship.
- Ensure 100% of successor principals meet principal-ready
definition by using Successor Principal Academy to prepare named
successors and build a bench of strong candidates for successor
- P artner with VPs of Schools and Principal Preparation team to
ensure successor principals receive in-field coaching and
wraparound support throughout their first year of principalship. We
look for Team and Family who embody the followingvaluesand
- Believes and is committed to our mission and being an agent of
change: that all students are capable of getting to and through
- Has demonstrated effectiveoutcomes and results, and wants to be
held accountable for them
- Has a propensity for action, willing to make mistakes by doing
in order to learn and improve quickly
- Works with urgency and purpose to drive student outcomes
- Thrives in an entrepreneurial, high-growth environment; is
comfortable with ambiguity and change
- Seeks and responds well to feedback, which is shared often and
freely across all levels of the organization
- Works through silos and forges strong cross-departmental
relationships in order to achieve outcomes
- B elieve s in education asa professionand hold s oneself to a
high level of conduct, professionalism and behaviors as models for
our colleagues and students. Supervisory Responsibilities
- Coaching and developing named successors and potential
successors; no direct management responsibilities Qualifications:
- Education: Bachelor's degree required; master's degree or
equivalent experience preferred
- Experience: Teaching and school leadership experience required
; successor principal experience preferred Knowledge and Skills:
- Strong project management skills including establishing
outcomes, determining evaluative measures, tracking progress, and
course correcting when necessary
- Exceptional design & facilitation of adult professional
development programs & sessions as well as the ability to coach and
develop others on their design and facilitation
- Ability to evaluate deliverables for strengths and areas of
risk to provide high-quality feedback both verbally and in
- Ability to coach and influence school leaders across the
- Ability to invest, influence, seek input from, and build
relationships with key stakeholders across the network, including
regional and national team members Additional Expectations
- Up to 3 0% travel required at certain points of the year
- Salaries for people entering this role typically start between
$91,100 and $112,900, commensurate with relevant qualifications and
experience . This role is also eligible for a performance bonus
based on individual and organizational performance and goal
attainment. IDEA Public Schools does not discriminate on the basis
of race, color, national origin, age, sex or disability, in
admission or access to, or treatment of employment in its programs
and activities. Any person having inquiries concerning the
organization's compliance with the regulations implementing Title
VI of Civil Rights Act of 1964 (Title VI), Section 504 of the
Rehabilitation Act of 1973 (Section 504), or Title II of the
Americans with Disabilities Act of 1990 (ADA), may contact IDEA
Human Resources at (956) 377-8000.
Keywords: IDEA Public Schools, Edinburg , Director of Principal Successor Program (21-22), Education / Teaching , Weslaco, Texas
Didn't find what you're looking for? Search again!