Director of Campus Leader Development
Mission:
At IDEA, we believe excellent school leaders are key to ensuring our scholars receive a world-class education. Driven by this belief, in this role, you will develop Assistant Principals of Instruction (APIs) to ensure our first year APIs meet their goals and choose to remain in the role, and to ensure that our veteran APIs continue to receive excellent development that empowers them to continue growing in their role. To achieve this mission, you will partner with regional and national leaders to ensure new APIs receive high-quality onboarding and first-year training, to ensure veteran APIs have access to differentiated development opportunities aligned to their growth areas and career interests (including certification opportunities), and to ensure that the API role is both sustainable and attractive to qualified candidates.
Supervisory Responsibilities:
This role has no direct management responsibilities.Location:
This is a full-time (remote/on-site) position based in (Texas/Louisiana/Florida/Ohio) with preference given to candidates who live in Austin, El Paso, Houston, Permian Basin (Midland/Odessa), Rio Grande Valley, San Antonio, and Tarrant County (Fort Worth), or who are willing to relocate.Travel Expectations:
This role requires 30% travel to campuses across multiple regions. This role works remotely when not traveling and visiting campuses.
What You’ll Do:
Essential Duties:
Lead new API development programs (New Leader Institute and Coaching Academy) by designing training content in partnership with subject matter experts, providing Train the Trainer sessions for regional leads, facilitating a virtual cohort for small regions, analyzing & responding to data for attendance, participant satisfaction, skill proficiency, and impact on student achievement & staff retention, providing tools to empower API managers to follow up and coach key skills to mastery, and spending time in field with training participants to evaluate the impact of the training.Ensure high-quality onboarding for all APIs, especially mid-year hires, by designing and promoting mid-year onboarding tools for new APIs (including an API Playbook), building the capacity of managers to leverage these tools, offering monthly virtual mid-year API onboarding training (and empower regions to lead their own version of this training if they have capacity), tracking and respond to new API retention data, and partnering with regional leaders, such as Directors of Leader Development (DLDs) and Managing Directors of Academics (MDAs), to promote the development of new APIs in their region and problem-solve challenges they are facing. Provide differentiated development for veteran APIs by partnering with subject matter experts and regional leaders to design and/or build the capacity of others to design differentiated development opportunities for veteran APIs aligned to their growth areas and career interests, and by partnering with regional and national stakeholders to identify the best platform for each development opportunity (e.g. asynchronous, cohort-based, etc.) and provide APIs with access to those development opportunities (such as by providing regions with materials for monthly API cohort calls and professional learning communities, and/or offering nationally facilitated pop up sessions throughout the year).Provide access to principal certification opportunities for veteran APIs by first exploring a variety of options (e.g. establishing university partnerships, providing leaders with information about local certification opportunities and tuition reimbursement, etc.), then providing a menu of options to senior leaders to decide which opportunities to invest in, and then designing and implementing plans to provide veteran APIs with access to these certification opportunities.Serve as a subject matter expert for the development of both new and veteran APIs by supporting the creation of resources and best practices for them.Ensure the API role is sustainable and attractive by working closely with the Managing Director of New Leader Development to analyze the parameters of the API role (including work calendars, average management loads, and other required workstreams) and make recommendations for improving role sustainability and impact.
Additional Duties and Responsibilities:
In addition to the essential duties listed above, you may be asked to or given the opportunity to choose to take on additional work. These additional responsibilities may include (but are not limited to):
Serve on an Organizational Priority committee, such as Disciplinary Literacy or Staff Experience.Co-facilitate Organizational Priority trainings and other Talent Development trainings.Co-facilitate Staff Culture and Belonging trainings, depending on your interest and capacity.Collaborate with subject matter experts on other HQ teams to build their capacity to design high-quality resources and trainings.
Knowledge and Skills – Competencies
Make Strategic Decisions: This leader is responsible for guiding the decision-making process within the team. They foster a collaborative environment where team members contribute to decision-making, ensuring that diverse perspectives are considered and team consensus is built when appropriate. Manage Work and Teams: This leader is responsible for the overall performance and cohesion of their team. They build operating mechanisms, establish strategic plans, and implement project management systems that ensure that their team operates smoothly and achieves its targets.Grow Self and Others: This leader is responsible for fostering a culture of growth within the team. They create opportunities for team learning, facilitate team development sessions, and ensure that team members have the resources and support they need to grow professionally.Build a Culture of Trust: This leader is responsible for ensuring team members feel safe to express their ideas and concerns. They proactively address conflicts and facilitate open communication, setting the standard for trust and safety within the team.Communicate Deliberately: This leader prioritizes open channels of communication on their team. They facilitate team meetings, ensure clear dissemination of information, and encourage feedback loops within their teams to promote understanding and cohesion.
Additional Skills:
Strong ability to analyze data to identify root causes and implement strategic solutions.Strong ability to self-reflect on strengths and areas of growth, seek out and implement feedback, and take ownership of one’s own learning and development.Ability to lead and improve complex systems in a dynamic network serving schools across multiple states.Ability to identify and regulate one’s own emotions, as well as identify and respond effectively to the emotions of others.Ability to manage multiple competing priorities and manage one’s time effectively in order to consistently meet deadlines and achieve priorities.Ability to preserve and remain solutions-oriented in the face of challenges and setbacks.Strong knowledge of instructional coaching and ability to coach teachers to improve outcomes for students.Strong ability to develop instructional leaders, and ability to build the capacity of others to do the same.Strong organizational, communication, and interpersonal skills.Required experience:
Education: Bachelor’s degree is required.Experience: Minimum of 2 years of teaching experience and 2 years of campus-based instructional leadership experience is required.Preferred experience:
Education: Master’s degree is preferred. Principal certificate is preferred. Experience: Additional years of experience in teaching and campus leadership are strongly preferred.Physical Requirements:
The ability to travel between campuses and regionsThe ability to move throughout a school building, including outdoor spaces, shared indoor spaces, and classroomsThe ability to engage in virtual meetings and work remotely
What We Offer:
Compensation & Benefits:
Salaries for people entering this role typically fall between $81,800 and $95,800, commensurate with relevant experience and qualifications and in alignment with internal equity. This role is also eligible for performance pay based on organizational performance and goal attainment.
Additionally, we offer medical, dental, and vision plans, disability, life insurance, parenting benefits, flexible spending account options, generous vacation time, referral bonuses, professional development, and a 403(b) plan. You can find more information about our benefits at https://ideapublicschools.org/careers/benefits/.
* IDEA may offer a relocation stipend to defray the cost of moving for this role, if applicable.
Application process:
Submit your application online through Jobvite. Please note that applications will be reviewed on an ongoing basis until the position is filled. Applicants are encouraged to apply as early as possible.
Learn more about IDEA
At IDEA the Staff Culture and Belonging Team uses our Core Values to promote human connection and a culture of integrity, respect, and belonging for all Team and Family members. Learn more about our Commitment to Core Values here: https://ideapublicschools.org/our-story/#core-values
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.