768 Education jobs

Associate Partner Motivation Race and educational inequity have been intertwined throughout our nation’s history. On May 17, 1954, in the Brown v. Board of Education ruling, the Supreme Court observed “… it is doubtful that any child may reasonably be expected to succeed in life if he is denied the opportunity of an education. Such an opportunity, where the state has undertaken to provide it, is a right which must be made available to all on equal terms.” However, oppression, inequity, and violence still obstruct the path to self-determination and a life full of choices for young people from historically marginalized identities.   In fall 2017, Xiomara Padamsee and her team of nearly a dozen professional talent advisors formed Promise54 -- driven by the conviction to help organizations deliver on the promise implied in the Supreme Court’s 1954 ruling. We envision a day when organizations committed to educational equity have maximum impact because they have the right people excelling in the right roles, their teams reflect the communities served, their cultures are inclusive, and their internal structures are equitable. Essentially, Promise54 helps adults to thrive so that they can do their best work for students, families, and communities. Organization  Promise54 is a nonprofit 501(c)3 with a small, strong, passionate, and growing team of 20+ experienced advisors. Our partnerships balance investments in people and the organizational systems and culture around them, spanning topics such as recruitment systems, competency modeling, compensation, performance management, change management, board development, management / leadership development, communications, decision-making and more. All of our work includes a deep focus on diversity, inclusion, and equity (DEI), based on our belief that creating a thriving, sustainable workplace for a diverse team will both generate greater impact for students as well as more durable relationships with the communities these organizations serve.  We have committed to specific goals by 2023: first, we aim to engage 1,000 leaders about the link between talent and DEI in achieving strong organizational outcomes for kids; second, we will support 100 organizations to material progress on diversifying their teams, increasing staff performance, and strengthening retention without gaps by seniority or identity.  Promise54 provides services to support these goals at three levels:  For the field, we conduct research, mine for insights, and disseminate widely to support leaders in their work to build thriving organizational environments with effective DEI to drive better outcomes in service of kids, families, and communities. Our research products include quantitative and qualitative reports such as 2017’s Unrealized Impact and a set of deep and vulnerable case studies which examine the experiences of three client organizations and their experience implementing new DEI initiatives.   For organizations, we focus on supporting and enhancing organizational effectiveness, inclusive culture, and equitable systems through tailored advising partnerships and cohort programs. Finally, for individuals, Promise54 focuses on supporting and developing leaders to thrive through 1:1 executive coaching, and cohort-based workshops and institutes.   In service of this work, our team is committed to the following core values : Champion Justice : We acknowledge the impact of historical inequities and are committed to pursuing justice. We will do this by reshaping mindsets, behaviors, and structures one organization and one leader at a time, while examining ourselves in the process. We believe all young people, especially those of color and those growing up in low income communities, deserve to have adults acting boldly on their behalf – challenging the status quo, spotting and addressing inequities, sharing power and, perhaps most importantly, making room for silenced voices to be heard.  Pursue Impact : We are committed to helping adults live out their fullest potential, so they can offer their very best to the young people they serve. This means we relentlessly pursue the best outcomes with our partners and, in the process, we always choose courage over comfort. We strive to consistently deliver excellent work and an unparalleled client experience to inspire effective action, advance equity, and help our partners realize their missions. Embrace Possibility : We approach our work/h with a sense of possibility, adaptability, and optimism. We invest time in new ideas, engage in thoughtful problem solving, and explore innovative ways to team with each other and partner with our clients. Be Well: We know that to do our best work, we must accept and support each other in all of our humanity. We have fun, laugh out loud, celebrate each other’s life milestones, and live unapologetically in our own skin. We practice flexibility related to where and how we get our work done, respecting each other’s professional preferences and life priorities. We carve out time to relax, recharge, and refuel individually and as a team.  Be Humble: We don’t have all of the answers, so we listen closely to our colleagues, our partners, our schools, and our communities, as they tell us what’s working and what’s not. We embrace those who push our thinking while helping us make progress. This learning makes us and our work better.  Promise54’s first two years of operations have been auspicious; client demand for our services exceeds our capacity, we have gained the support of several national funders, and we have high standards for how we operate internally. Specifically, we’re trying to build a radically human organization whose policies and practices support all of our team members to bring their full selves to work. But, like any relatively new organization, we are making critical internal operational decisions in real time while serving clients, developing our team, and building our brand. This combination of aspirations means that we are juggling the different kinds of work we need to do for ourselves, and that for the field which, in turn, has revealed areas where we have room for improvement. Specifically: we don’t yet have all of our systems and structures in place; our website needs a refresh (and one is underway); we need to grow our team even further to serve the work we’re being asked to do in the field; and sometimes we achieve the elusive work/life balance we’re after, and other times we fail. Essentially, we are a work-in-progress. Position To accomplish all of this and live up to our aspirations, Associate Partners (APs) are vital. APs work as leaders of small teams and take strong oversight roles in both external and internal capacities. Externally, APs play an important role with clients by managing client projects and relationships, identifying issues, forming hypotheses, designing and conducting analyses, synthesizing conclusions into recommendations, developing work plans, and ultimately helping to implement change. Throughout a client engagement, an AP leads the majority of discussions and presentations with senior client leadership. Further, internally, APs play an essential leadership role; not only are they assigned to support and develop more junior colleagues, but they lead a wide variety of initiatives and decisions within our evolving organization.   Duties and Responsibilities In that context, the Associate Partner’s primary responsibilities and duties will be to take on client and team leadership responsibilities, as described above, and specifically: partner with clients to develop sustainable and impactful talent strategies, and implement these plans to address the hardest people-related issues in response to real-world, time-sensitive challenges brought forward by the client; serve as a thought partner to client project teams working on all Promise54 service offerings on how to conduct all of our work through a lens of cultural competence; write blogs, conference presentations, website materials, and other eminence building materials to share our approaches and findings related to DEI with the field; perform quantitative and qualitative analysis on core talent issues for clients; identify key data sources, and gather data through interviews and secondary research; develop and execute work with independence and a high degree of ownership, but also work in close collaboration with the internal team producing client deliverables (reports, analysis, decks, recommendations, presentations, facilitation, plans, etc.); coach and develop internal Consultants; support business development through relationship building in the field, input to proposals, and overseeing sales efforts with existing clients or smaller pursuits;   take on internal roles to build out Promise54’s key capabilities; and  contribute to Promise54’s intellectual property and knowledge dissemination. Requisite Experience, Skills, and Personal Characteristics First and foremost, the Associate Partner must share Promise54’s conviction that organizations will best maximize their impact and truly thrive when their teams are diverse, their cultures are inclusive, and their practices model the equity they wish to see in the world. Ideally , we are seeking the following professional experience in candidates for the position: experience leading/facilitating change and creating organizational strength and synergy; experience leading work at the organizational level, through talent systems and structures, with a strong emphasis on diversity, inclusion, and equity; experience developing and/or enhancing talent systems and structures (eg compensation, performance management, competencies, etc.); experience working in or with schools and/or organizations supporting schools; and  a minimum of 8 years of professional experience, ideally including strategy consulting involving project and team management specifically related to serving clients on talent-related challenges. Candidates must also have the following skills: familiarity with the U.S. education sector and past efforts to reform its systems and practices, particularly those related to the challenges facing young people from historically marginalized identities; capacity for client services demonstrated by comfort with developing guiding frameworks, or structured approaches, organizing complex ideas, translating ambiguity into clear direction, and the ability to develop written communications and presentations, including PowerPoint decks analytical inclination, demonstrated by a strong grasp of key takeaways from data sets and visuals and strong intuition in designing analyses and graphical depictions that lead others to insight; the ability to develop, manage, and inspire a highly proficient team; the ability to manage a project with thoughtfulness, confidence, and follow-through, all while prioritizing among several different projects and tasks at once;  a track record demonstrating ability to motivate and lead a team of professionals; the ability, willingness, and—ideally—comfort with working virtually; and agility in Excel and PowerPoint. Finally, candidates should demonstrate the following personal characteristics : unwavering commitment to Promise54, its mission, and its core values;  sound judgment and discretion with respect to critical information and decisions; attention to detail; comfort working autonomously as well as taking direction as needed; willingness to proactively take on leadership roles within project teams and the firm;  integrity;  a sense of humor; and a well-rounded interpersonal skill set with the capacity to move others, build relationships, work collaboratively in teams, and facilitate joint problem-solving with clients. Reporting Relationships Associate Partners report directly to Partners. This AP will report to Lora Cover, specifically. Compensation Promise54 provides competitive compensation and an attractive benefits package including a performance-based bonus based on individual and firm success, full health care coverage, a generous PTO policy, and access to 401(k) accounts with a generous matching contribution policy.   Location Our work is national in scope, and our team is virtual (though concentrated primarily in the Northeast, Chicago, and Atlanta). The location for this role is flexible, though the AP should possess the willingness and availability to travel approximately 30% of the time (or 2 trips/month with a typical duration of 1-2 nights per trip), for team retreats, national conferences, and other critical in-person meetings. Start Date As soon as possible. To Apply The review of applications will begin immediately and will continue until the position(s) is filled, although submission by December 13 is strongly encouraged .  Inquiries or applications (consisting of a letter of interest and a current resume) should be directed to Monisha Lozier, Partner, via: [email protected] Finally, Promise54 is deeply committed to providing equal opportunities. We serve diverse organizations, we are a diverse organization, and we are committed to non-discrimination. It is our policy to ensure that all individuals with whom we are in contact are treated equally without regard to age, color, ability, gender, marital status, national origin, religion, sexual orientation, expression, gender identity or veteran’s status. www.promise54.org

Principal in Residence   The Principal will become a school leader with the ability to change the educational landscape for thousands of children. The Principal will become part of the core “Lead Team” at their school site. He or she will support teachers, leaders, students, and families daily, while sharing responsibility for school goals. Principal in Residents are full time, salaried instructional leaders that will receive feedback and coaching throughout the residency program in preparation to launch their own school within one to two years.   Primary Responsibilities Include: Coach and manage teachers and the school lead team members. Achieve student outcomes aligned with one hundred percent college matriculation. Attend trainings, coaching sessions, and school visits.   Skills & Experience Required: Bachelor’s degree. Minimum of three years demonstrated success at full-time teaching. A minimum of one year demonstrated success as a full-time instructional leadership experience. Experience achieving success and leading others to succeed.

President                                        Who are we?   Achievement First (AF) exists to address the legacy of racism in education in America. We know that all children—regardless of race, zip code, or economic status—need and deserve access to a great education.  At the core of our approach is the shared journey by our students and staff to fulfill our incredible potential.   Just the facts.  Achievement First has consistently been rated one of the top charter school networks in the country, AND we are still learning and growing.  AF is a non-profit 501(c)3 organization that currently supports 37 public charter schools in New York, Connecticut, and Rhode Island. The mission of AF is to deliver on the promise of equal educational opportunity for all children. We currently employ more than 2,000 staff -- 47% of whom identify as Black, Latinx, or Multi-racial -- who collectively educate more than 14,300 students in Brooklyn, NY; Providence, RI; and New Haven, Bridgeport, and Hartford CT.  More than 85% of our students qualify for free or reduced priced lunch. Our students are proving what’s possible by achieving breakthrough results in terms of academic achievement and long-term college persistence.    Our focus and reach extend beyond the students and communities that we serve directly.  Achievement First is an engaged and prominent partner in the broader education-reform movement, partnering with schools and networks from across the country and openly sharing all of our resources with all educators free of charge.  We currently serve more than 100,000 additional students through two key partnership initiatives.  Our Charter Network Accelerator is an intensive cohort-based training program for CMO leaders (with a focus on leaders of color) who are looking to increase the number of top-quality options available to parents across the country; and through our Navigator Program, we provide coaching and support for district and charter schools who want to adopt and adapt our curriculum and instructional practices to help students achieve breakthrough results.    Why work at Achievement First?  First and foremost: you should work at AF if you believe in our values and want to surround yourself with people who share them. We are committed to leading for racial equity. W e approach our work with humility, humanity, and the recognition that both what we do and how we do it must model the equity we seek.  We strive for excellence by setting a high bar in all areas and pursuing it relentlessly.  We care about the whole person and are known to be as warm as we are demanding. We choose joy and actively seek out moments of humor, gratitude, and deeper purpose for ourselves and with each other.  We know that we will go further together and intentionally choose to join forces on both big and small things. We name brutal facts, embrace challenge, and see our mistakes as opportunities to get better.   Finally, come to Achievement First if you want to help support schools that are striving to not only close the achievement gap but also to redefine what’s possible in education.  We are obsessed with getting better and are working to create some of the best schools in the country - schools that support not just student academic success but also their social-emotional learning, identity development, independence as learners, passion/enrichment/extracurriculars, and life-long fulfillment.  AND, at AF, we believe getting better starts with looking in the mirror.   We have done a lot of that lately, as we have more aggressively confronted our own biases and unacceptable gaps in our student experience.  We are committed to addressing inequity within our systems, culture, and talent with resolve to walk the long road ahead to the true equity and opportunity that our kids and families deserve.  So, come to Achievement First if reflection, challenge, and growth feed your soul. THE OPPORTUNITY Position Overview   At the end of the 2019-20 school year, Doug McCurry, Achievement First’s Co-CEO and Superintendent, will be leaving AF after 20 years of service. As a network, we are using Doug’s transition as an opportunity to redesign our organizational structure. Dacia Toll, Co-CEO, will remain as sole CEO and is seeking two exceptional senior leaders to fill two new roles and help her lead AF’s next chapter: a President and a Superintendent.   Achievement First’s President will be the leader of our 220+ person Network Support team and ultimately responsible for overseeing many of the functions which support our schools at the network level: talent, external, financial, and operations. As such, the President must ensure that the efforts of all our network support teams are cohesive, equitable, and result in student success and school satisfaction. The President will manage and lead our C-Suite, comprising the Chief Financial Officer, Chief Talent Officer, Chief External Officer, Chief of Staff, and a newly created Chief Operating Officer role.  In partnership with our CEO and Superintendent, the President will be one of the three most senior officials responsible for overall leadership of the entire network.   MAJOR DUTIES AND RESPONSIBILITIES: Manage and coach a team of senior network leaders, including: the Chief Financial Officer, who oversees our financial policies and procedures, manages all of our network-wide real estate, and ensures we’re on the path to financial sustainability the Chief Talent Officer, who oversees recruitment, HR, leadership development, ensures that we retain our strongest people, and creates a high-performing and high-equity adult culture the Chief External Officer, who oversees our advocacy, development, and communications efforts to help ensure strong philanthropic funding and community support the Chief of Staff, who works hand-in-hand with the President to ensure that these functions operate seamlessly together, that the overall network support culture is strong, and that we have strong multi-year plans aligned to our goals and priorities a Chief Operating Officer, likely to be added in 2020-21, who will oversee our Operations, IT, Systems & Data, and Enrollment teams to ensure all these functions are consistently strong and we have robust, multi-year expansion planning Ensure great service, support delivery, and communication between Network Support and our schools Work with the Chief of Staff to oversee the process for two-way feedback between Network Support and Schools and ensure we respond effectively to the feedback Address alignment and cohesion issues across Network Support to reduce the overall volume and complexity of asks and tasks that we are making of our school leaders Ensure AF’s Intranet (Many Minds) serves as a key knowledge management and support tool; assist teams in defining the what, where, when, and who for critical organizational knowledge management and hold them accountable for meeting that vision As needed, problem-solve support and communication challenges and rally the team to meet essential school needs Lead annual and multi-year planning processes to ensure alignment with strategic goals and priorities Develop and regularly update a rolling 3-year plan for AF and Network Support that is aligned to our strategic plan and ensures that we intentionally plan backwards from our most important goals and strategic priorities Clearly define, communicate, and manage toward strong outcomes and timelines for this planning process -- including Team First Class Plans, staffing, budgets, individual goals -- ensuring alignment across the organization Lead the effort to have disciplined processes to create and track progress on organizational and team goals/wins, including ensuring that the CEO, Cabinet, and Leadership team are aware of any “alarm bells” in the interim data around teams’ performance against their annual plans and are coordinating responses Lead the development and continued enhancement of AF’s Network Support team culture Working with the Chief of Staff, ensure Network Support culture is grounded in a clear purpose and set of essential mindsets so that we are a best-in-class support organization for our schools Oversee implementation of a two-way, org-wide communication strategy that ensures people have the essential information they need to be effective, that we leverage their voice and insight, and that we strengthen our overall culture Refine a set of essential talent practices for all Network employees and ensure they are consistently implemented to ensure equitable talent development Through modeling and feedback, serve as a powerful culture leader of AF, ensuring we all consistently walk the talk of our core values Serve as a key senior leader and steward for our network Along with the CEO and Superintendent, serve as one of the most senior leaders in our organization helping us achieve our excellence and growth goals; exercise strong judgment in making critical decisions about what we prioritize and how we operate Serve internally and externally (e.g., at large network gatherings, with public officials, at Board meetings, at public events) as a representative of Achievement First’s leadership   You should consider this role if you are…   An outstanding leader with a track record of achieving excellence with equity AF’s President has to have an impressive track record of results - ambitious goals set and achieved.  Our preference is that you have achieved results in K-12 or K-16 education, but we are open to candidates whose professional experience is broader but equally impressive.  You must have shown that you have been able to achieve excellence in an area while being very attentive to issues of equity (ensuring that success if equally shared across different demographic groups).  In addition, we are looking to leverage your deep expertise in at least one of the areas you will lead at AF (finance/facilities, talent, external relations, strategy, operations).  While we do not expect you to be an expert in all areas, you need to demonstrate baseline competence and an ability to learn quickly.  We are looking to create a Network Support team that is the best in the country - and we are looking to our President to be able to leverage their personal experience and learning to lead the way.     A “warm AND demanding” coach The President will support AF in meetings its goals by effectively managing and coaching a team of senior leaders. As the leader overseeing many of our Network Support functions, you must be exceptionally strong at setting clear, ambitious goals and effectively coaching leaders and teams to achieve them. You must also be an effective listener and relationship-builder who creates trust with--and between--senior leaders and who successfully coaches leaders through adaptive challenges that may be holding back leaders or teams from fulfilling their potential.    A big picture thinker who can inspire and align a team to achieve breakthrough results As the leader of all our Network Support teams, you must develop a holistic vision for how our network team collaborates together to support our schools. You must not only develop this vision, but you must also inspire the team to achieve it. Finally, you will need the planning, change management, and organizational development skills to implement this vision across teams to ensure that we operate in support of schools in a coherent and maximally effective way.  Specifically, we want you to be able to bring historically siloed groups together to achieve shared goals.  You will need to be vigilant about naming and managing the team to go after areas where we are not delivering for schools at the level we need to.   An equity champion and organizational culture leader The President will need to set the standard for how Achievement First models our core values and specifically what leading for racial equity looks like for one of the country’s biggest charter networks. Therefore, you are an empath who works hard to understand the experience of people of all identities at all levels of the organization, you approach issues with an explicit values-based lens, and you are a tested organizational culture leader whose background includes getting to the root of adaptive challenges and tackling equity issues manifested at the systemic level.   EXPERIENCE, QUALIFICATIONS, AND CHARACTERISTICS   While the President is not expected to have expertise in all of the C-level areas they will oversee (finance/facilities, talent, external relations, strategy, operations), the President needs to have direct expertise in at least one of the functional areas and baseline expertise in a number of the others A minimum of 10 years of professional experience in leadership / management A demonstrable commitment to pursuing equity A strong track record of experience and results as a trusted member of an organization’s senior leadership team A reputation as an exceptional manager, coach, and team leader Excellent communication and influencing skills that lend themselves to effective influence across all levels of the organization Exceptional strategic and critical thinking skills   KEY RELATIONSHIPS   Reports to: the Chief Executive Officer   Manages: Four C-level officers overseeing Talent, External, Operations, Finance, and our Chief of Staff.  Most leaders are currently based in NY with team presence (CEO, Finance) also in CT.    Location of next President: NY, CT or Rhode Island   COMPENSATION: Salary is competitive and commensurate with experience. Achievement First is an equal opportunity employer and an organization that values diversity. People from all diverse backgrounds are strongly encouraged to apply. Spanish language proficiency is a plus. You can learn more about diversity at Achievement First here: http://www.achievementfirst.org/about-us/diversity/ . TO APPLY Achievement First welcomes comments, referrals, or expressions of interest. If you would like to refer someone or to apply, please send a resume and any supporting materials by 12/6 to [email protected]            

    GENERATION CITIZEN Position Description: Chief Executive Officer     OVERVIEW Generation Citizen champions real-world democracy education that equips all young people with the skills and knowledge needed to effect change. Our Action Civics program inspires robust civic participation by inviting students to engage directly with the local issues and institutions that affect their communities. To ensure that our democracy represents the voices of all people, we prioritize working with students from communities that have been historically excluded from the political process. By centering youth voice and equitable participation, we can shift the balance of power to accelerate a more just society.   Beyond the classroom, we provide thought leadership, conduct research, and build coalitions to advocate for state and district level policies that ensure schools prioritize Action Civics. Combining our program work with policy and advocacy, we aim to push for systems change on a broad level, scaling our ideas across the country.   Founded in 2008 by college students, Generation Citizen is nearing its official 10th year of operations. To date, we have served more than 60,000 students, and we are on track to serve more than 25,000 this academic year.  Generation Citizen has also helped to pass state-level legislation and contributed to Action Civics becoming a well-known academic discipline through hosting convenings, organizing coalitions, and serving as one of the pre-eminent leaders in the emerging civics education field. We have opened six offices in diverse parts of the country (California, Texas, Massachusetts, New York, Oklahoma, Rhode Island), and have built a committed and effective Board of Directors. We have engaged hundreds of stakeholders through Local Boards, Associate Boards, Student and Teacher Leadership Boards, and we have trained and mobilized thousands of college volunteers as Democracy Coaches. Above all, our students have taken real and effective action: helping to pass new laws, changing school policies, and galvanizing their peers to use their voices in powerful ways to change our political system and disrupt traditional power structures.   OPPORTUNITY Generation Citizen was co-founded by Anna Ninan and Scott Warren, and has been led for the past decade by Scott, whose ability to articulate and act upon a vision for an equitable democracy fueled by youth empowerment has propelled the organization to achieve its place at the forefront of the field of Action Civics. In early 2020, after supporting and ensuring a smooth leadership transition, Scott will step down to make way for his successor to craft a vision for the next chapter that both honors and interrogates GC’s rich history, and boldly advances GC’s mission and  strategic goals.   Our new CEO will maximize impact as the face of external/field leadership and resource development. They will drive strategic clarity, create equity-centered systems, and lead infrastructure and talent development by addressing sustainability and organizational structure, and implementing more equitable and inclusive decision-making frameworks. The CEO role represents an opportunity to join a nationally recognized organization with a strong, dedicated, values driven team, field-changing program and policy models, and established network of partners and funders. The new leader will leverage GC’s momentum and success, while guiding strategic choices and moves that strengthen the organization overall, and position it to play an increased leadership role in the field. ROLE & RESPONSIBILITIES Our next CEO will work closely with GC’s board, leadership team and staff, collaborating to achieve ambitious goals. Specific responsibilities include: Organizational Leadership   assuming ultimate oversight and accountability for the leadership, vision execution, and management of GC, our current budget of $6+ million, and current team of approximately 50 personnel; actualizing GC’s mission by ensuring a disciplined organizational focus, clear goals, and strong partnerships that invest and engage stakeholders across GC and externally; providing inspirational leadership, guidance and support that fosters equity, inclusion, accountability, transparency, cohesion and productivity across the leadership team and broader organization, and engaging and leveraging the Board.   Strategic Direction   serving as GC’s chief fundraiser, translating the organization’s competitive strengths and existing key donor base into an institutional fundraising strategy and revenue model that support growth and sustainability; cultivating strategic relationships with policymakers, major investors, and other key players to support development and delivery of programs and policy initiatives at scale; leading the execution of multi-year strategic, programmatic and financial plans that are responsive to the needs of the field and leverage opportunities to optimize GC’s impact on students, and ensuring that the GC team is receiving the training and development necessary to optimally execute these plans.   National Visibility   providing provocative and pace setting national and local thought leadership; collaborating to advocate for youth voice and youth leadership opportunities in the civics and education fields; collaborating with other advocacy and policy organizations to increase collective impact, and furthering GC’s work as a national leader on civics education, consistently pushing to ensure that its focus on equity, and youth leadership explicitly, continue to shape and advance the broader field.   EXPERIENCE The next CEO of Generation Citizen will be an inspiring, visionary and highly relational leader, whose expertise combines the capacity to connect across a wide range of internal and external stakeholders, with the instincts, authenticity and gravitas to gain their trust and confidence. They will drive results by investing the team in a co-created, organization-wide vision, and tying it in a meaningful way to the aspirations, realities and desired outcomes of local sites and communities with widely varying conditions and context. Valuing the voices and perspectives of youth, our new CEO will exude a level of interest and accessibility that invites young people into dialog. They will be skilled at identifying adaptive challenges, and dismantling organizational systems and structures that impede the development and ascension of team members of color or other marginalized identities. GC’s CEO will balance this attention to internal, structural change with equal accountability for the external facing work of resource and partnership development and field building. Additionally, our new CEO will possess some combination of the following professional experience and personal characteristics that validate their readiness to lead a complex, geographically dispersed education organization with an ambitious mission.   Experience & Skills A proven track record of success in building and/or managing a complex organization or enterprise (e.g., a successful non-profit or for-profit organization, government entity, political campaign, etc.) with a multi-million-dollar budget A successful track record of stewardship and fundraising and/or the ability to identify and secure new sources of funding by building relationships with foundations, corporations, investors, and/or individual donors Track record of creating the conditions for high performance and talent retention by fostering a development-oriented environment of support and accountability Experience effecting healthy change and creating organizational strength and synergy through rigorous strategic planning, collaborative and transparent decision making, and demonstrated commitment to mutual-accountability and impact Proven ability to develop systems and infrastructure that are grounded in equity and optimize efficiency across regions with site-specific conditions and needs Reputation as a leader in the field of education, youth development, policy/politics   Personal Characteristics Passion for GC’s mission and the power of young people; dedication to ensuring that student voices are included, heard and valued Demonstrable commitment to racial equity and social justice, and a track record of identity-informed, values-driven leadership Ability to develop deep and productive relationships and inspire confidence and cooperation; support and advocate for staff who are being impacted by issues of equity and inclusion Strong personal and professional integrity Humility and self-awareness The inclination to create space for difficult conversations and dissonance, and the ability to mediate and resolve conflict Entrepreneurial spirit; propensity for innovation; grit and tenacity   REPORTING RELATIONSHIPS The CEO will report to the Board of Directors. Direct reports include the Chief Operating Officer, Senior Director of Programming, Senior Director of Policy and Advocacy, Senior Director of Development Strategy, and Chief of Staff.    LOCATION Boston or New York City   WHAT WE OFFER Generation Citizen offers a competitive salary and comprehensive benefits. We cover the majority of the employee premium for all medical plan options. Other benefits include dental and vision plans, disability, life insurance, parenting benefits, flexible spending account options, generous vacation time (plus a winter break between December 24 and January 2 of each year), commuter benefits, and a 401(k).   At Generation Citizen, we believe each of us has the capacity to make a difference within our communities. Our hope for a better democracy, and brighter future for all, fuels our commitment to seek systems-level responses and solutions to present challenges. We invite collective inquiry, experimentation, failure, and resilience to inspire inventive outcomes, learning, and growth. We strive for an inclusive work environment where employees are encouraged to bring their whole selves to work and come together to create a collaborative, fun and collegial team driven by our big mission and living into our core values.   OUR COMMITMENT TO DIVERSITY IN HIRING Generation Citizen is an equal opportunity employer and places a high value on creating a workforce that reflects the diversity of the communities we serve. Generation Citizen does not discriminate against any employee or applicant for employment because of race, color, ethnicity, religion, gender, sexual orientation, gender identity or expression, national origin, disability, age, marital status, military status, pregnancy, or parenthood. We believe diverse teams are effective teams, and that innovation is only possible when a set of diverse experiences and perspectives are at the table.   HOW TO APPLY Please send a cover letter and resume to [email protected] . For best consideration, apply on or before January 17. While the hiring timeline is subject to change, the Generation Citizen team hopes to have the new Chief Executive Officer identified by March 15.

About Rocky Mountain Prep Rocky Mountain Prep is a growing network of innovative public charter schools serving students in pre-kindergarten through fifth grade in the Greater Denver Area. Its mission is that every child realizes their full potential through a rigorous and loving elementary education. Rocky Mountain Prep staff members believe that potential is everywhere, but opportunity is not. Its educators believe all children deserve access to a great public education and that their commitment to equity and academic rigor means that they can help every student achieve. The network’s culture of love and inclusion means that they welcome, support, and challenge everyone with kindness and respect. View more about Rocky Mountain Prep’s commitment to equity   here . Rocky Mountain Prep opened its first school in 2012 with 130 students and has grown to four schools, working with over 1,500 scholars across two districts. Grounded in a culture of rigor and love, Rocky Mountain Prep’s schools consistently outperform local districts academically, while also ensuring that its scholars are developing in the network’s PEAK values of perseverance, excellence, adventure, and kindness. Rocky Mountain Prep's People Rocky Mountain Prep seeks staff members that share their deep belief that every child deserves an outstanding education and that with the right supports, every child can realize his or her full potential. The organization prioritizes hiring staff with incredible growth mindsets - staff at the organization don't see problems, they see possibilities, and each and every team member has a deep desire to continue to grow and learn. Rocky Mountain Prep educators bring a track record of success and achievement from previous classroom experiences or other educational and professional pursuits. Rocky Mountain Prep’s leadership team believes that when you love someone, you hold them to high expectations - this applies to their work, the work of their colleagues, and the work of their scholars. Staff take their work seriously, but themselves less so - they laugh and joke and bring joy to work every day. And finally, Rocky Mountain Prep’s people value a diversity of perspectives and experiences, recognize the humanity of those around them, and seek to build an inclusive environment that models what they wish to see in the world. Principal-in-Residence Opportunity Rocky Mountain Prep is seeking a strong instructional leader and skilled builder of culture to serve as a principal-in-residence during the ‘20-’21 school year with the plan on having them serve as a full-time principal for the network in the ‘21-’22 school year. Rocky Mountain Prep principals are expected to: Articulate a clear, rigorous instructional vision with a school-wide focus on teaching and learning that is evidence based, data-driven, standards aligned, and rooted in a belief that all students can achieve at high levels; Model continuous learning and a growth mindset as demonstrated in an openness to feedback and a willingness to improve their own practice as leaders; Provide timely feedback, effective coaching, and quality professional development to teachers and staff in order to improve the quality of instruction and student achievement levels throughout the school; Develop and maintain a loving school culture for children and adults that fosters a safe, equitable, and inclusive environment conducive to everyone’s success; Inspire students, faculty, staff, and other partners to follow the school’s vision and their actions as a leader; Build strong relationships with, listen to, and communicate effectively with all school stakeholders; Serve as the “Educator-in-Chief” on campus, modeling lessons and instructional strategies as needed and providing specific examples to teachers to improve their teaching practices; See parents as partners, develop and mobilize resources for active parent community involvement; Set appropriate goals while also anticipating challenges, organizing people and resources as needed to keep the school on track. Qualifications: In order to fulfill these responsibilities, the ideal Principal-in-Residence candidate will be: An accomplished educator with a minimum of 5-7 years professional experience and a minimum of three years teaching experience including demonstrated success serving a diverse population of learners, and a strong preference for previous administration experience. In very particular cases, we will consider teacher-leader experience. Inspiring in their leadership style, willing to devote time to coach and develop colleagues while holding them accountable to measurable results. A self-reflective leader who understands the effects of race, class, ethnicity, income, gender identity and other issues of difference in our society and has personally worked in similar communities to ensure all students have an opportunity to achieve their personal dreams of college and career success. Knowledgeable about the academic and social-emotional needs of children, especially as related to supporting special education students, those who have experienced emotional trauma, students of color, students living in poverty, and English language learners.  A strong written and oral communicator who is able to engage students, parents and faculty in dialogue and speak in a clear and authentic manner about the school’s goals and priorities. Compensation and Benefits Rocky Mountain Prep offers a competitive compensation and benefits package with a salary range of $75-85K annually. More details can be provided upon request. To Apply Please apply by submitting your resume and detailed cover letter which highlights your interest in the position, relevant experience, and how you meet the qualifications and qualities sought for the position online at   https://goo.gl/ZXqkF3 .   For additional questions about this position or to speak with someone about your interest, please contact Ron Rapatalo at   [email protected]   or at   510.575.9635 . As an equal opportunity employer, Rocky Mountain Prep is committed to providing employment opportunities to all qualified individuals and does not discriminate on the basis of race, color, ethnicity, religion, sex, gender, gender identity and expression, sexual orientation, national origin, disability, age, marital status, veteran status, pregnancy, parental status, genetic information or characteristics, or any other basis prohibited by applicable law.

At Rocky Mountain Prep, our teachers are the most important asset we have in educating our scholars. It is the job of our Assistant Principal of School Culture to push our teachers to become the best that they can possibly be and to ensure a safe and loving environment for every single scholar. An RMP AP of School Culture is a leader by nature, someone who forms deep bonds with co-workers while holding them accountable to their behavior and classroom management data, builds an engaging and loving school community and is constantly on the lookout for ways to improve systems to help scholars grow in living out the PEAK values each and every day. RMP is committed to hiring staff representing diverse backgrounds and experiences. We have made it our goal to partner with diverse communities and we know that the better we are at hiring from backgrounds that challenge our own understanding, the better we will be at educating the scholars that need it the most. Diversity means a lot of different things and a Rocky Mountain Prep staff member is one that embraces what makes them unique and uses that as a guiding force in becoming an excellent educator. There are many public charter schools and many models. Rocky Mountain Prep prides itself on being different. We balance rigor and love - taking head-on the challenges that make a person academically successful and building the relationships that make them emotionally independent. We teach our scholars through our PEAK values of Perseverance, Excellence, Adventure, and Kindness, and we strive to value our scholars as people, not just as numbers pointing to achievement. Our model has made us one of the most successful networks in Denver - leading our scholars to both academic success, and more importantly, to a love of learning rooted in a joyful school and a tight-knit community. We are changing education in the Denver Metro area, and we’re having a great time doing it. This is a chance for you to be a part of a growing education network dedicated to our scholars, our families, our communities, and each other. This is the start of something great… If you are our next Assistant Principal of School Culture... You have been a highly successful classroom teacher in a diverse learning environment for at least 3 years and have served as an elementary or middle school instructional coach or culture leader for at least a year. You are creative, strategic, and knowledgeable. You have spent years in the classroom helping your own scholars grow by creating new and interesting engagement techniques, using data to drive decisions that drive results! You are an excellent coach with a proven track record - people say you are both personable and direct;  the type of coach that teachers want to impress and are excited to approach for help and mentorship. You easily see flaws in systems and are excited and eager to work together with our network team to tackle them. You are deeply committed to the idea that ALL scholars can be successful through the right systems of support and interventions. You work best on a team and take the values of Perseverance, Excellence, Adventure, and Kindness to heart. You’re ready for anything and so excited to get to know teachers and scholars. Within the first month, you'll... Attend the June and July Base Camps and learn the basics of Rocky Mountain Prep. Go on our yearly retreat and get to know the Rocky Mountain Prep staff in the beautiful Colorado mountains. Meet the Lead Teachers that you’ll be coaching and begin forming relationships and helping them start their year off strong with our first quarter culture goals. Learn our data and coaching systems and roll out some of your own. After the first year, you'll... Shepherd our teachers to a score above 3 on the RMP Lead Teaching Rubric. Track data school-wide and use it to create and deliver data presentations. Look over your first year and create systems that will make your second even stronger! Rocky Mountain Prep offers competitive salary and benefits packages commensurate with experience. RMP is an equal opportunity employer. We seek applicants of diverse backgrounds and hire without regard to color, gender, religion, national origin, citizenship, disability, age, sexual orientation, or any other characteristic protected by law.

Position Summary Reporting to the School Principal and working closely with the Director of Enrollment, the Assistant Principal of Operations will establish and manage exceptional operations at a Rocky Mountain Prep (RMP) campus to ensure that students receive an excellent education in a safe, supportive, and physically beautiful space for learning. Roles and Responsibilities The Assistant Principal of Operations is responsible for managing a school-based operations team towards ambitious outcomes. They are a critical member of the school administrative team, managed by the School Principal and working in partnership with Assistant Principals of Instruction and other school-based staff. In partnership with the network operations team, they also play a key role in identifying and putting in place systems to improve operations across the RMP network. At the school-level, APOs manage their teams towards excellence in the following ten priority areas: Highly effective operations team : School operations teams operate as highly effective teams with systems that support continuous improvement (e.g., regular candid feedback) Maximized learning time : All schools average 96% Average Daily Attendance (ADA), and systems for attendance tracking and follow-up are easy to use and consistent. Fully enrolled schools with minimal student attrition:  All schools meet budgeted enrollment targets, with clear systems and follow through on managing and coordinating student recruitment support. Family and scholar satisfaction lead 85% + of students returning for subsequent school years. Facilities that support learning:  All RMP facilities are well maintained, reflect RMP’s culture of love and rigor, are conducive to all scholars and staff realizing their full potential, welcoming to families, and managed through effective and efficient operational systems. Safe and secure school environments:  School facilities are safe and secure with clear procedures to maintain those conditions. Accurate and usable data:  RMP scholar and family data is always accurate and easily accessible in core RMP data systems to inform timely and effective response to scholar and family needs and compliance. Family engagement:  Strong structures are in place to support family engagement, and our community actions are aligned to RMP vision for family engagement. Effective and responsible use of resources:  School remains on budget, and school teams are able to engage in informed conversations about how to reallocate resources to best drive school-wide goals. Timely and effective assessment logistics:   Logistics are tightly managed so that all scholars receive timely assessments with appropriate accommodations which enable RMP to adjust instructional approach effectively. Evergreen school operations responsibilities:  Additional school operations systems have strong processes in place to maintain excellence with a small portion of ops team time to enable focus on top priorities. Key Competencies Planning and Execution -  Exceptional project manager with a track record of developing effective project plans, executing against those others, and managing self and others - does not let details slip through the cracks and has incredible follow-through. Culture Add and Alignment to Peak Values –  Internalizes, embodies, champions, and holds others accountable to the RMP mission, vision, and PEAK values. Brings a diverse perspective, a strong desire to learn, and a spirit of generosity and curiosity to the team. Organizational Understanding  – Understands the workings, structure, and culture of Rocky Mountain Prep as well as the climate in which our organization operates. Thinks strategically to influence individuals, organizations, and social groups to build excitement and engagement with our schools. Action Management  – Manages and coordinates tasks, develops project plans, monitors performance, and achieves project goals in alignment with outcomes. Works collaboratively to set expectations and standards, to evaluate effectiveness, and to hold people accountable to meeting commitments. Service Orientation  – Builds relationships with others by acting with the needs of stakeholders in mind. Facilitates delivery of solutions that meet expressed and unexpressed needs with a genuine desire to assist others and “move the boulders in the road” that impede success. Technological Fluency  – Feels comfortable and confident learning and utilizing new technology and programs, as well as helping others with tech needs, specifically utilizing Google and Apple products. Qualifications Minimum of 3 years in an operations role, preferably in an education setting, with success redesigning overall processes and implementation plans Relevant experience engaging with community members and/or families (educational context preferred )- Drive to create efficient and effective systems, structures, and procedures, sweating the details, and driving towards outcomes Bachelor’s degree required Bilingual Spanish and English speaker strongly preferred Rocky Mountain Prep offers a competitive salary based on experience, as well as comprehensive benefits.

About Rocky Mountain Prep Rocky Mountain Prep is a growing network of innovative public charter schools, serving students in pre-kindergarten through fifth grade in the Greater Denver Area. Rocky Mountain Prep opened its first school in 2012 with 130 students and has grown to four schools, working with over 1,500 scholars across two districts. Grounded in our culture of rigor and love, our schools consistently outperform local districts academically, while also ensuring our scholars are developing in our PEAK values of perseverance, excellence, adventure, and kindness. Our Mission Every child realizes their full potential through a rigorous and loving elementary education. Our Vision and Commitment to Equity We know potential is everywhere, but opportunity is not. We believe   all   children deserve access to a great public education. Our commitment to equity and academic rigor means that we help every student achieve. Our culture of love and inclusion means that we welcome, support, and challenge everyone with kindness and respect. You can see more about our commitment to equity   here . Where We Work The Denver metro area is a vibrant and diverse community with great restaurants, outstanding culture, and access to all of the beauty and outdoor activities of Colorado. Our schools currently span four locations, and campuses will continue to grow each year to serve Pre-K through 5th grade. Who We Seek First and foremost, we are looking for staff members that deeply believe that   every   child deserves an outstanding education, and that with the right supports,   every   child can realize his or her full potential. Our staff members have incredible growth mindsets - we don't see problems, we see possibilities, and each and every one of us has a deep desire to continue to grow and learn. We also bring a track record of success and achievement from our previous classroom experiences or other educational and professional pursuits. Our staff believes that when you love someone, you hold them to high expectations - and we apply this to our own work, the work of our colleagues, and the work of our scholars. We take our work seriously, but ourselves less so - we laugh and joke and bring joy to work every day. And finally, we value a diversity of perspectives and experiences, recognize the humanity of those around us, and seek to build an inclusive environment that models what we wish to see in the world. Overall, we're good people with big hearts, who care a whole lot about our people - both big and small - and are constantly improving our practice to be the staff our scholars truly deserve. Our Assistant Principals of Instruction... Establish a culture of rigor and love with our co-workers and with our scholars Use our high quality curriculum and data systems to coach teachers towards outstanding scholar growth and proficiency Develop meaningful relationships with families and community members to build trust and partnership Demonstrate a "by any means necessary" work ethic to ensure our teachers receive the support they deserve to provide the highest quality education for our scholars Support the recruitment and enrollment of scholars, the recruitment and retention of staff, and family engagement activities, as needed Perform other duties, as required In order to be an Assistant Principal at RMP, you must... Have been a lead teacher and/or instructional coach in schools for at least 5 years and can demonstrate a track record of success in the classroom as a teacher Have at least 1 year of experience as a teacher leader or teacher coach and can demonstrate a track record of success leading others Be able to provide an official transcript demonstrating graduation from an undergraduate institution Provide evidence of passing the Praxis 5001 exam in or other  Colorado Department of Education   approved test scores Pass a background check Demonstrate eligibility to work in the United States Rocky Mountain Prep offers competitive salary and benefits packages commensurate with experience. RMP is an equal opportunity employer. We seek applicants of diverse backgrounds and hire without regard to color, gender, religion, national origin, citizenship, disability, age, sexual orientation, or any other characteristic protected by law.