Manager, Teacher Effectiveness Strategy, Office of Human Capital

Manager, Teacher Effectiveness Strategy, Office of Human Capital

Manager, Teacher Effectiveness Strategy, Office of Human Capital


Openings (1)

Our public school students need your expertise, passion and leadership.

We are looking for highly motivated and skilled talent to join our team at District of Columbia Public Schools (DCPS). We seek individuals who are passionate about transforming the DC school system and making a significant difference in the lives of public school students, parents, principals, teachers, and central office employees.

DCPS serves 45,000 students in the nation's capital through the efforts of approximately 4,000 educators in 123 schools. As part of a comprehensive reform effort to become the preeminent urban school system in America, DCPS intends to have the highest-performing, best paid, most satisfied, and most honored educator force in the nation and a distinctive central office staff whose work supports and drives instructional excellence and significant achievement gains for DCPS ition Overview

The Office of Teacher Effectiveness is at the center of many of the Chancellor's most important reforms, which focus on what has come to be recognized as the most critical school-based factor in driving student achievement: teacher quality. Under the direction of Jason Kamras, the office works toward the goal of having a highly effective teacher in every DCPS classroom through a range of initiatives spanning teacher recruitment, selection, compensation, evaluation, recognition, and retention. In the 2009-2010 school year, DCPS implemented a groundbreaking new teacher evaluation system, IMPACT. Other key initiatives to come out of the Office of Teacher Effectiveness over the past two years include a revolutionary teachers' contract and an innovative performance pay system designed to provide the best educators in DCPS an unprecedented level of compensation for the extraordinary work that they do. This work places DCPS at the cutting edge of the national education policy landscape, as states and districts, spurred by Race to the Top, increasingly focus on teacher quality and look to DCPS as a model.
The Manager of Teacher Effectiveness Strategy will be part of the team charged with driving the strategic work that continues to push the district toward our goal of having the strongest educator force in the nation. Current priorities of the Teacher Effectiveness Strategy team include designing the next iteration of the district's teacher evaluation system, developing and implementing new teacher leadership opportunities and career ladders, managing a research agenda around our human capital work, and revising our systems for assessing the effectiveness of other school-based educators. Each member of the team's work ranges from high-level strategy development to hands-on implementation of initiatives.
The manager reports to the Director of Teacher Effectiveness cational Requirements

Bachelor's degreeQualifications

. Bachelor's degree and 3-5 years work experience required
. Master's degree and specific experience in project management strongly preferred
. Teaching experience strongly preferred
. Previous exposure to or experience in education policy a plus
. Experience with data analysis and statistical software a plus
. Strong analytical ability
. Professional demeanor and exceptional interpersonal skills
. Outstanding written and oral communication skills
. Focus on outcomes and willingness to work as hard as necessary to achieve the program's goals
. Ability to work independently and to be a self-starter
. Ability to exercise good judgment in quickly dealing with difficult situations and unexpected challenges
Personal Qualities of Top Candidates:
. Commitment to Equity: Passionate about closing the achievement gap and ensuring that every child, regardless of background or circumstance, receives an excellent education.
. Leadership: Coaches, mentors, and challenges others to excel despite obstacles and challenging situations.
. Focus on Data-Driven Results: Relentlessly pursues the improvement of central office performance and school leadership, instruction, and operations, and is driven by a desire to produce quantifiable student achievement gains.
. Innovative Problem-Solving: Approaches work with a sense of possibility and sees challenges as opportunities for creative problem solving; takes initiative to explore issues and find potential innovative solutions.
. Adaptability: Excels in constantly changing environments and adapts flexibly in shifting projects or priorities to meet the needs of a dynamic transformation effort; comfortable with ambiguity and non-routine situations.
. Teamwork: Increases the effectiveness of surrounding teams through collaboration, constant learning and supporting others; sensitive to diversity in all its forms; respects and is committed to learning from others
. Dependability: Does whatever it takes to consistently deliver with high quality under tight deadlines; successfully manages own projects through strong organization, detailed workplans, and balancing of multiple priorities.
. Communication and Customer Service Skills: Communicates clearly and compellingly with diverse stakeholders in both oral and written forms; anticipates and responds to customer needs in a high-quality and courteous ponsibilities

. Design and implement revisions to DCPS's evaluation systems for teachers and other staff
. Design and implement new teacher leadership, recognition and retention initiatives and strategies
. Review literature and have discussions with education policymakers on relevant human capital topics; synthesize findings and make policy recommendations
. Manage relationships with policy organizations and external researchers
. Design and carry out quantitative and qualitative analyses of human capital data and develop policy recommendations
. Conduct interviews and focus groups with DCPS teachers, principals, and other educators
. Build relationships with teachers, principals and other school-based staff
. Project manage teacher leadership, recognition and retention programs
. Respond to inquiries from the press and other external stakeholders
. Build relationships and collaborate with staff across offices in DCPS, including the Office of the Chief Academic Officer, the Office of Family and Public Engagement, the Office of Data and Accountability, and the Transformation Management Office
. Support the work of other parts of the Office of Teacher Effectiveness as necessary, including the IMPACT Operations, Recruitment and Selection, and Master Educator teams
. Propose new initiatives to meet the goals of the Teacher Human Capital Office
. Perform other related duties as assigned
Notice of Criminal Background accordance with the Criminal Background Checks for the Protection of Children Act of 2004, this position has been designated and identified as one which requires a criminal background check and/or traffic record check. If you are tentatively selected for the position, a criminal background check and/or traffic record check (for positions which require the operation of a motor vehicle) will be conducted. A final offer of employment is contingent upon the receipt of a satisfactory criminal background check and/or traffic record check.

Notice of accordance with Title VI of the Civil Rights Act of 1964, Title IX of the Education Amendments of 1972, Section 504 of the Rehabilitation Act of 1973, the Age Discrimination Act of 1975, Title II of the Americans with Disabilities Act of 1990 and the D.C. Human Rights Act of 1977, as amended, District of Columbia Official Code Section 2-1401.01 et seq. (Act), the District of Columbia Public Schools (DCPS) does not discriminate (including employment therein and admission thereto) on the basis of actual or perceived race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family status, family responsibilities, matriculation, political affiliation, genetic information, disability, source of income, status as a victim of an interfamily offense, or place of residence or business. Sexual harassment is a form of sex discrimination, which is prohibited by the Act. In addition, harassment based on any of the above-protected categories is prohibited. Discrimination in violation of the aforementioned laws will not be tolerated. Violators will be subject to disciplinary action.
Title IX regulation requires schools to implement specific and continuing steps to protect students and others against discrimination on the basis of sex. Students, parents and/or guardians with inquiries regarding Title IX non-discrimination policies related to students and student activities shall contact:
Title IX Coordinator
Office of Youth Engagement
District of Columbia Public Schools
1200 First St, NE, 8thFloor Washington, DC 20002
Washington, DC 20002

or
Assistant Secretary for Civil Rights
U.S. Department of Education
Office for Civil Rights
400 Maryland Avenue, SW
Washington, D.C. 20202-1100
Telephone:
FAX: ; TDD:
Email:
Inquiries regarding the non-discrimination policies of DCPS will be handled as follows:
Employees with inquiries regarding non-discrimination policies related to employment and employees or who wish to file a discrimination complaint should contact:
Equal Employment Opportunity Specialist
Office of Labor Management & Employee Relations
District of Columbia Public Schools
1200 First St, NE, 10th Floor Washington, DC 20002

Students, parents and/or guardians with inquiries regarding non-discrimination policies related to students and student activities, including Section 504, should contact:
Director of Targeted Student Support
Office of Youth Engagement
District of Columbia Public Schools
1200 First St, NE, 10th Floor Washington, DC 20002

Position InformationOpening Date: August 23, 2011
Closing Date: August 23, 2012
Vacancy Announcement Number: 10-OHC-093
Salary: $67,333-$73,816
Location: Washington, DC

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