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Director of Operations Talent Development (Immediate Opening)

Company: IDEA Public Schools
Location: Weslaco
Posted on: May 4, 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 Operations Talent Development is responsible for training and developing of Assistant Principals of Operations (APOs). The Director reports to the VP of Regional Operations and ensure excellent onboarding, training, development, and evaluation of school operations leaders. The Director supports school operations leaders in becoming excellent managers who lead high-performing, highly satisfied teams of staff who remain at IDEA.Accountabilities85% retention of APOs

  • Supports the Talent Acquisition team in developing the APO hiring and selection process to ensure that we attract and hire the absolute best talent to fill the APO role
  • Supports Principals, Executive Directors, and RDOs in customizing and executing onboarding plans to ensure all APOs and RDOs are set up for success
  • Ensures talent reviews occur with fidelity by delivering training, coaching, and support for in-the-field implementation and execution of the established development plans
  • Establishes retention plan operating mechanisms to regularly monitor data, identify trouble spots, and provide coaching to managers as necessary
  • Designs and prepares facilitators of APO Professional Development sessions that are differentiated by need across various cohorts
  • Supports the launching APO (Rhodes) cohort with design and facilitation of Professional Development session that are geared towards Y0 APOs
  • Responsible for the creation and build-out of the APO Career Pathway including yearly placement calculations and delivery of payout information to the compensation teamCreation of Ops training library for APOs consisting of 25 courses published in Roadmap by EOY
    • Develop a training library in Roadmap for APOs that focuses on the core skills necessary to fulfill the job responsibilities of the APO role
    • Develop differentiated program tracks in Roadmap that are aligned to the need of the APO role according to tenure and regional preferences
    • Implement Checks for Understandings to ensure participants in this asynchronous PD track reach mastery of content being delivered
    • Ensures that training participants are completing the assigned programs and courses in Roadmap in the allotted time
    • Assess training effectiveness based on feedback from participants and makes adjustments to the training approach accordingly90% of APOs (Launch/Successor) Agree or Strongly Agree that their onboarding experience was highly effective at the end of their first 90 days
      • Partner with the Manager of Onboarding to refine onboarding plans for launch and successor APOs
      • Ensure consistency of onboarding plans and tools across all regions
      • Train APOs on use, differentiation, and personalization of onboarding tools and on onboarding best practices
      • Partner with the Manager of Onboarding to curate onboarding tools to enable new hires and their managers to easily access resources
      • Provide data visibility to managers and leaders about new hire retention and about onboarding experience survey results at the end of their first week, first 30 days, and first 90 days at IDEA
      • Collect ongoing quantitative and qualitative evidence about user experience, outcomes, needs, and interests in order to refine an approach
      • Review onboarding plans once a quarter to ensure that confirm that the tools remain relevant, up-to-date, and useful
      • Prioritize interventions based on trends in attrition across the functional teams
      • Partner with the Staffing, New Hires, and Talent Management team to develop high-quality modules in Roadmap to facilitate the onboarding process
      • Coordinates the APO Bootcamp onboarding experience for newly hired successor APOs on existing operating campusesFoundationsAPOs demonstrate proficiency on 85% of prioritized SLL rowsincluded in APO Foundationsby EOY
        • Collaborate with the Director of Operations Leadership Development to conduct effective PD of Regional Directors of Operations to unpack and rate prioritized SLLs
        • Train APOs on how to effectively navigate TeachBoost to track their individual SLL ratings performance and to leverage the tools available to help them schedule the ratings in accordance to their individual Operations Leadership Development Plan (OLDP)
        • Create a tracker and update the RDOs on progress towards goal during tactical meetings
        • Design Professional Development sessions for the Foundations cohort in accordance with the established monthly priorities on the APO playbook and prioritized SLLs
        • Conduct a mid-year assessment on progress towards goals on SLL ratings and host individual intervention sessions to help APOs reach proficiencyProfessional development for APOs is effective and achieves an average net promoter score (NPS) of 60 or above (Foundations, Seminars, Quarterlies, APO/Aux Day).
          • Design and develop high quality professional development training sessions that are executed with a high level of professionalism and preparation
          • Collect and analyze survey data to identify areas of growth to enhance subsequent professional development experiences
          • Execute debrief meetings with staff who score sessions low to determine ways to improve session effectiveness
          • Conduct in-field observations of APOs to ensure that training session objectives are being executed out in the field and translate to gains in management capabilities and goal attainment
          • Train and coach regional operations leaders on effective delivery and facilitation of professional development
          • Deliver PD materials (slide decks, facilitator guides, guided notes, and logistics) two weeks in advance to enable facilitators enough time to internalize and practice the delivery of sessions
          • Partner with operations functional leaders to develop a scope and sequence of professional development for APOs that will drive outcomes on campuses
          • Collaborate with other Regional Operations staff to provide peer feedback on professional development design and facilitationLive values of IDEA.
            • Believes and is committed to our mission: that all students are capable of getting to and through college
            • Is driven by outcomes 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
            • 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 outcomesQualifications:
              • Education: Bachelor's degree
              • Experience: Teaching experience (preferred), experience designing and delivering training for adults (preferred)Knowledge and Skills:
                • Working knowledge of at least 3 aspects of the human capital continuum (recruitment, selection, onboarding, development, evaluation, career progression/pathways) with deep knowledge in at least one aspect
                • Record of achieving measurable goals and results
                • Experience in K-12 education
                • Ability to analyze given data in order to address gaps and drive decision makingCompensationSalaries for people entering this role typically start between $82,000 and $100,900, commensurate with relevant qualifications and experience. This role is also eligible for a performance bonus based on individual and organization 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 Operations Talent Development (Immediate Opening), Executive , Weslaco, Texas

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