Mar 25, 2020

Classroom Management and Culture Coach - Greater Houston (20-21)

  • IDEA Public Schools
  • Houston, TX, USA
Full-time Executive Leadership

Job Description


Description
Position at IDEA Public Schools

At IDEA Public Schools, we believe in college for ALL and we are committed to ensuring that all of our students graduate IDEA Greater Houston Area was announced in 2017 and we are preparing for a rapid expansion plan. Houston is known for being one of the most diverse cities in America, yet children of color and children living in poverty continue to lack access to the highest quality schools. We are the fourth largest city, with more than 51 independent public school districts and the home base for two fantastic public charter school operators, Yes Prep and KIPP Texas-Houston.

Houston's reputation is based on economic opportunity and affordable living with a massive sprawl that exceeds the size of New Hampshire.Despite the presence of great public charter schools and a strong district magnet schools system, the need for more great schools is ever present. IDEA Greater Houston Area will help solve the challenge to offer more children a choice-filled life through a transformational public education.

Fully cognizant of the need across the Greater Houston Area, IDEA Public Schools will launch with a commitment to open our first four schools in 2020 and follow with an ambitious growth plan to grow to 20 schools by 2025-26 andultimately serve15,000 students once fully enrolled

Role Mission: IDEA's Classroom Management and Culture (CMC) Coach plays an integral role in ensuring that IDEA's campus-based leaders are excellent managers of staff and student behavior and culture. Coaches spend time in the field with leaders observing practices, modeling IDEA's frameworks and core beliefs, providing feedback, and ensuring successful implementation of IDEA's instructional and culture frameworks. Additionally, they partner cross-functionally with the Human Assets, Operations, Academic Services, and regional Schools teams to envision, design, and facilitate professional development training sequences. Successful CMC Coaches will ensure that the region's students are achieving and persisting at high levels, highly effective staff members are staying and growing within the organization, and IDEA has a strong regional brand in a new market.

Accountabilities

1 . Campuses earn highest academic achievement (e.g., an A assigned by TEA w/all distinctions, District targets for DI Math, Language, and Reading)
  • Analyze performance metrics and identify gaps, trends, and patterns
  • Coach leaders to accurately prioritize coaching needs based on data-driven problem solving
  • Coach leaders to establish, institute, and refine individualized coaching plans that include type, frequency, and duration of support
  • Coach leaders to plan for and facilitate effective direct report check-ins and performance management conversations
  • Coach leaders to develop and maintain driving goal trackers and systems to track daily student mastery, behavior, and attendance data

2. Student Engagement and Connection:
  • 90% student persistence
  • 97.5% ADA
    • Analyze attendance, behavior, and persistence trends to identify gaps, trends, and patterns
    • Coach leaders and GTLs to prioritize coaching/management needs based on data-driven problem solving
    • Partner with Schools, Academic Services Team, and Operations teams to secure resources and strategic plan input
    • Schedule and facilitate monthly Academic Counselor/Assistant Principal of Operations strategy meetings and professional learning
    • Manage design, administration, and data analysis of quarterly family and student perception surveys
    • Coach leaders to effectively conduct CMC rounds and utilize data to identify grade-level trends
    • Partner with Regional Director of Operations, Leadership Coach, and ED to align tracking mechanisms and regional strategy for ADA and persistence
    • Coach leaders on how to interpret the Student Code of Conduct to assign consequences, implement campus-wide rewards system, and accurately code discipline in PEIMS
    • Coach leaders on how to plan events and promote school happenings via internal and external communication mechanisms
    • Track student participation in clubs and extracurricular sports/activities
    • Coach le aders how to craft and execute behavior plans and tiered behavior support for struggling students

3. Building Knowledge and Skill
  • 85% of campus leaders earn 'proficiency" in appropriate School Leadership Levers (SLL): SLLs 1B (Analyze Teacher Level Data), SLL 2A (Classroom Obs ervations - Accurate Diagnosis/Prescription), SLL 2C (Follow-Up and Coach to Mastery), SLL 4D (Monitor Student Culture), SLL 4E (Prevent and Respond to Misbehavior), and SLL 5F (Build Trust and Team)
    • Partner with campus principals, Leadership Coach, and ED to determine sequence of SLLs and make adjustments according to data sources
    • Model SLLs in-field, engage leaders in the coaching cycle, collect multiple datapoints over time, and assess-with principal input-mastery of discrete SLL
    • Schedule monthly performance conversations with the principal, leadership coach, and leader to review leaders' driving goals and goal achievement progress
    • Partner with Human Assets, Academic Services Team, and Schools teams to secure resources and coaching plan input
    • Partner and strategize with stakeholders to establish effective operating mechanisms to norm feedback and progress monitor leaders' driving goal and SLL progress (e.g., monthly check-in, regional huddle)
    • Partner with Human Assets and regional team, design and facilitate cohort PD (e.g., Leadership and Management, Coaching Academy) based on data sources, including campus, teacher, and student achievement
    • Envision, design, and execute Classroom Management and Culture (CMC) Institute

4. Building and Sustaining Relationships:
  • 85% leader and teacher retention
    • Partner with H uman Assets and H R to quarterly evaluate leaders' Great Places to Work and retention data
    • Partner with the Regional Director of Staffing ( RDS ) to coach leaders to customize retention strategies for effective teachers and provide in-field observations and follow-up
    • Provide feedback on clarity, directness, and degree of empathic communication during leader-direct report check-ins
    • Observe leader-teacher check-ins and provide quality on effectiveness of feedback
    • Coach leader to deliver effective real-time feedback to direct reports
    • Coach leaders on motivation/influence strategies so they learn who their teachers are and what they value
    • Build high accountability, high respect, and high love relationships with leaders, teachers, and principals
    • Coach leaders on how to plan events that promote staff connection

5 . We look for Team and Family who embody the following values and characteristics:
  • Believes and is committed to our mission and being an agent of change: that all students are capable of getting to and through college
  • Has demonstrated effective 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
  • Works with urgency and purpose to drive student outcomes
  • 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
  • We believe in education as a profession and hold ourselves to high level of conduct, professionalism and behaviors as models for our colleagues and students.

Supervisory Responsibilities:
  • Provide coaching to APIs, PIRs, Principals and other regional lead team members, as assigned

Competencies:
  • Mission Focus
  • Strategic leadership and planning
  • Effective management of self and others
  • Buildingstrong trusting relationships
  • Designing and facilitatingadult learning experiences
  • Project management
  • Navigating complex partnerships
  • Driving Results
  • Giving and Using Feedback to Improve
  • Bias Towards Urgent Action
  • Resourcefulness

Qualifications:
  • Education: Bachelor's Degree required; Master's degree preferred
  • Experience : Teaching and Principal experience preferred

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 GSE/Leverage Leadership Coaching model
  • Familiarity with Get Better Faster framework
  • Ability to coach leaders to establish campus-wide behavior management system
  • Familiarity with TEA Accountability
  • Comfortable & skilled at managing others to results through motivation 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 regionallevel

Compensation:
  • Salaries for people entering this role typically fall between $7 0 ,000 and $ 8 5,000 , commensurate with relevant experience and qualifications. This role is also eligible for a performance bonus based on individual and organizational performance and 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.


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