EdinburgRecruiter Since 2001
the smart solution for Edinburg jobs

Director of Principal Successor Program (21-22)

Company: IDEA Public Schools
Location: Weslaco
Posted on: May 2, 2021

Job Description:

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 campuses.
    • 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 families.
      • 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 families.
      • 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 roles.
                  • 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 characteristics:
                    • Believes and is committed to our mission and being an agent of change: that all students are capable of getting to and through college
                    • 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 writing
                                • Ability to coach and influence school leaders across the network
                                • 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 Compensation:
                                    • 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

Click here to apply!

Didn't find what you're looking for? Search again!

I'm looking for
in category
within


Log In or Create An Account

Get the latest Texas jobs by following @recnetTX on Twitter!

Edinburg RSS job feeds