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Director of Leader Development - Tampa Bay (Immediate Opening)

School Year: 2022-2023
Location: Tampa Bay Regional Office
Region: Tampa Bay, FL
Category: Headquarters
Job Type: Full-Time

Description

Role MissionDirectors of Leader Development (DLD) build a strong school leadership pipeline to ensure that every school is led by a transformational leadership team.  This is in service of the ultimate goal of a transformational teacher in every classroom, driving rigorous and joyful learning to ensure equity for all students.  DLDs focus primarily on the onboarding, development, retention, and career progression of IDEA’s principals and their instructional lead team members, due to our belief that excellent school leaders are the key to hiring, developing, and retaining strong teachers.  DLDs also work alongside other regional partners to help to build a strong long term school leadership pipeline, beginning with teacher leadership development, continuing with campus lead team member development, and culminating in the Principals-in-Residence and New Principal coaching programs. Directors of Leader Development play critical roles in regional leadership teams, partnering with Executive Directors and Vice Presidents of Schools on the growth and stability of the human capital pipeline. 

In order to live into our Diversity, Equity and Inclusion Anti-Racist and Anti-Bias commitment, San Antonio as a region is commitment to centering equity in everything that we do.  Our DLD will support our leadership team members to strengthen our diversity, uplift equity for all students and staff, and honor inclusion across our region.

 

Accountabilities:

 

1. 63% of teachers managed by Principals in Residence (PIRs) achieve Level 3+ (out of 5) in the Teacher Career Pathway student achievement measure (portfolio-specific)

  • Implement IDEA’s Principals-in-Residence principal preparation program by providing intensive 1:1 coaching for a portfolio of PIRs
  • Regularly analyze PIR student achievement data across lines of difference and respond by adjusting coaching with strategic urgency

 

2. 90% of PIRs will be rated as proficient or advanced in at least 90% of their target School Leadership Levers

  • Implement IDEA’s Principals-in-Residence principal preparation program by providing intensive 1:1 coaching for a portfolio of PIRs
  • Communicate to mentor principals the measures of excellence for principalship (defined within the School Leadership Levers) and, when needed, build mentor principal capacity to model proficiency for their PIR
  • Provide specialized coaching to PIRs in the Rhodes Fellowship so that at least 90% of Rhodes Fellows achieve an adequate or superior rating on their Rhodes Vision Defense
  • Collaborate with regional leadership team and other Human Assets, Schools Team, and Academic Services team members to provide aligned, strategic coaching to support the success and development of PIRs
  • Share best practices and collaborate with other DLDs on best practices to arrange peer visits, school tours, etc.

 

3. 100% of principal vacancies will be filled with a Principal in Residence

  • Partner with regional leaders, staffing team, and principal managers to help engage in selection and matching of Principals in Residence to vacant principal roles
  • Monitor and support each PIR’s progress toward meeting or exceeding their individual development and campus goals
  • Ensure that each PIR is building both technical and adaptive proficiency in the most important areas of instructional leadership and visionary team leadership
  • Partner with principal hiring manager to identify and address other local needs for principal preparation
  • Facilitate sessions (as requested) in the Rhodes Fellowship
  • Collaborate with other DLDs to share best practices across the organization

 

4. 100% of new principals in coaching portfolio receive an A/B state rating (or achieve their PK – 2 goal, if no state testing yet)

  • Provide coaching to portfolio PIRs in the Rhodes Fellowship to ensure new principals are set up for success in their new role (ensuring that 90 - 100% of Rhodes Fellows achieve an adequate or superior rating on their Rhodes Vision Defense)
  • Coordinate new principal school reviews to evaluate implementation and impact of the vision & plans created during the Rhodes Fellowship
  • Support the creation & implementation of new principal coaching plans that align to each principal’s highest priority development focus, if/as requested by the principal's manager

 

5.  Retain 90% of all principals, 95% of PIR-Alumni principals, and 95% of mentor principals from August to August

  • Consult with principal managers to provide thought partnership around principal retention. 
  • Periodically (if needed & requested), provide short-term coaching to high priority principals (and sometimes their lead teams) to address a specific need.
  • Help identify prospective mentor principals
  • Support mentor principal development in modeling excellence in principalship, if/as needed
  • Help design and/or facilitate sessions in principal professional development programs, if/as requested by principal managers

 

6. 85% Campus lead team retention, with no gaps by position

  • Lead the regional Leadership & Management Academy (2nd year cohort for all campus lead team managers of intact teams)
  • Support design of IDEA coaching and leadership trainings, including: New Leader Institute, Coaching Academy & Leader Content Knowledge Institute (e.g. facilitate sessions as requested/available)
  • Support other local campus leader collaboration days as requested/available (e.g. Principal collaboration)
  • Coach PIRs & Principals to effectively coach & manage their lead team members

 

7. 90|50% of Leadership & Management participants will respond to the key quality measure survey question with 8+|10, with 90% average attendance & 90% achieving target proficiency in final triathlon tasks

  • Serve as regional lead for the region's Leadership & Management PD program for campus leaders, managing all local elements of the program (designed nationally & executed regionally)
  • Lead communication and build relationships of trust with participants in region
  • Customize session design if/as needed to meet the local needs of your leaders
  • Facilitate sessions and/or select and prepare facilitators
  • Supervise the work of a regionally-selected logistics manager
  • Partner with the Regional Director of Operations and Director of College Success (as needed) to support high quality in-field coaching of Assistant Principals of Operations and Directors of College Success in Leadership & Management Academy

 

8. Build relationships of trust and collaboration with principal managers, mentor principals, and other school & regional leaders, so that 100% report being satisfied or highly satisfied with the partnership

  • Initiate regular communication about the performance of leaders you support and about the health of the business partnership itself
  • Embrace the challenge of navigating complex business partnerships (sometimes encountering resistance), and seize this challenge as an opportunity to influence transformation at any and all levels of the organization
  • Help business partners understand the connection between sometimes seemingly dichotomous priorities (e.g. national/regional, individual/collective, short term/long term, coaching/management)

 

9.  Live 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 outcomes
  • Embodies IDEA’s core values 
  • Believes in our IDEA's Diversity, Equity and Inclusion Anti-Racist and Anti-Bias commitment and supports leaders to live into our commitment found here:

Competencies:

  • Mission Focus
  • Strategic leadership
  • Effective management of self and others
  • Building strong trusting relationships across all lines of differences
  • Designing and facilitating adult learning experiences
  • Project management
  • Navigating complex partnerships
  • Leading change
  • Humility with a commitment to continuous improvement

 

Qualifications:

  • Education:  Bachelor’s degree required; Master’s degree strongly preferred
  • Experience:  3+ years principal experience and/or 10+ years of instructional and leadership coaching experience required

 

Knowledge and Skills:

  • Mastery of School Leadership Levers (or similar school leadership rubric)
  • Ability to coach and influence senior leaders across the organization
  • Familiarity with Relay Graduate School of Education/Leverage Leadership Coaching model
  • Comfortable & skilled at managing others to results through both direct supervision and influence
  • Exceptional design & facilitation of adult professional development programs & sessions
  • Successful experience with project planning and executing large-scale professional development programs
  • Execute organizational strategy at the regional level


IDEA Public Schools in Florida intends to promote and establish a Drug-Free Workplace Program to maximize safety and productivity in the workplace, enhance our competitive position in the marketplace, without experiencing the costs, delays, and tragedies associated with accidents that result from drug or alcohol abuse by employees. A Drug-Free Workplace means that of our employees must remain Drug-Free both on and off the job, and free from alcohol on the job. In holding to this policy, all staff members will undergo drug testing prior to starting in their new role with us.

To read our full policy, please click the following link: https://ideapublicschools.org/wp-content/uploads/2022/06/FL-Drug-Free-Workplace-Policy.pdf

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