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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

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]            

Superintendent 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’s 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.  In this revised structure, the Superintendent will lead our team in ensuring that we keep the sacred promises we make to students and families: that our scholars will graduate with the skills and mindsets they need to succeed in college and career and to have a fulfilling, empowered life. To deliver on these promises, the Superintendent will lead both our program and regional superintendent team. This means they will coach and manage the Academy Leads of all three academy levels (elementary, middle, and high school), as well as (directly or indirectly) the leaders of our school program teams (Teaching & Learning, Student Experience, Special Services, and Academic Operations). In partnership with our CEO and President, the Superintendent will be one of the three most senior officials responsible for the overall leadership of the entire network.  MAJOR DUTIES AND RESPONSIBILITIES:  Manage and coach a team of senior school and program leaders, including:  The three leaders of each of our Academy Levels (Elementary, Middle, and High School); these Academy Leads then manage and coach Regional Superintendents and are responsible for the achievement of all schools within their grade band The leaders (Vice-Presidents) of our K-12 instructional support teams including Teaching & Learning, Team Student Experience, Team Special Services, and Academic Operations (these leaders may be directly or indirectly managed by the Superintendent) Ensure a strong culture among Regional Superintendents and program teams that spikes in care, challenge, and psychological safety - and creates the conditions for equity among senior leaders Ensure strong attention-to-results practices within and across our K-12 schools so that we achieve our two North Star goals: (1) More Consistent Excellence across AF schools: At least 85% of AF schools achieving strong or exemplary status on our comprehensive AF Report Card (our summative measure for school success, including student achievement, investment, equity, and talent measures) and (2) Long-Term Alumni Success: At least 65% Expected College Completion (which would be greater than the average for top-income quartile families); in addition to the K-12 program alignment work outlined below, achieving these goals will require more effective support of AF schools that are currently in the bottom third of our performance distribution   Set the standards and ensure we have a strong, ever-evolving core program to achieve our goals and our vision of “great teaching fueling an exceptional student experience” In partnership with the Superintendent and program teams, co-design a shared, inspiring, and crystal-clear vision of what an AF school/classroom should look like grounded in our priorities of great teaching and student experience that does not stop at eliminating the achievement gap but that provides a truly world-class education to our scholars Ensure that this vision is translated into a strong, aligned, K-12 program (curriculum/schedule, assessments, student experience elements, talent and culture practices, etc.); this will require the Superintendent to identify and work through the biggest K-12 alignment pain points Ensure that we leverage both internal and external bright spots to constantly evolve our core program and school support practices  Build team alignment around the shared commitments made by leaders across all AF schools and the areas where teachers / school leaders are encouraged to innovate Lead the process of integrating lessons learned from our Greenfield school design with our “classic”  model, leveraging the most successful elements of both school models Oversee the systems/processes to assess progress against our vision and course correct when gaps develop Oversee systems/processes to ensure equitable implementation of these systems that serve ALL students (including equity across students with disabilities and English Language Learner subpopulations) Serve as a key senior leader and steward for our network Along with the CEO and President, serve as one of the most senior leaders in our organization, helping us achieve our goals and exercising strong judgment in making critical decisions about what we prioritize and how we operate Through modeling and feedback, serve as a powerful culture leader of AF to help ensure that we all consistently walk the talk of our core values Serving internally and externally (e.g., at large network gatherings, with public officials, at Board meetings) 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 Superintendent has to have personal experience - as a teacher, principal, and systems leader - of achieving gap-closing student achievement results AND leading schools that are affirming, empowering, and position students for long-term success.  You must have first-hand experience leading a culture and program that achieves excellence (strong academic results for ALL students) with equity (e.g, low suspensions, low attrition). We are looking to create more schools that are amongst the best in the country - and we are looking to our Superintendent to be able to leverage their personal experience and learning to lead the way.    A “warm AND demanding” coach  The Superintendent will support AF in meeting its goals by effectively managing and coaching a team of senior academic leaders. Therefore, as the leader overseeing our school management and program 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 of our instructional teams, the Superintendent must co-develop (with the team) a holistic vision for our K-16 program and subsequently guide and inspire the team to achieve that vision. You will need the change management and organizational development skills to implement this vision across teams and schools to create a coherent, K-16 aligned school design that consistently delivers excellent outcomes for students.  You will need to be vigilant about naming and managing the team to go after areas where we are not delivering for students at the level we need to.  An equity champion and organizational culture leader  The Superintendent will be a standard-bearer for how Achievement First models our core values and, specifically, what leading for racial equity looks like at one of the country’s biggest charter networks.  You must approach all issues with an explicit values-based lens and bring a skill set that includes getting to the root of adaptive challenges and tackling equity issues manifested at the systemic level. It is particularly important that the Superintendent ensures that our school design is culturally competent, enrichment-oriented, and designed to unleash the intellect and confidence of our scholars. You must be an empath who works hard to understand the experience of people of all identities at all levels of the organization. Passionate and knowledgeable about great instruction The Superintendent must define--and hold--the bar for what instruction should look/feel/sound like across our growing network. To do that, you must be deeply passionate about supporting all of our scholars through strong school model and curriculum design, socio-emotional learning, teaching, and pedagogy. In this context you will be more than just a manager; you will be a “chief learner” -- someone who will continue learning about great instruction and continually pushing our network to get better.  IDEAL EXPERIENCES AND QUALIFICATIONS    The ideal candidate will be a results oriented, determined, skilled instructional leader with a strong track record of gap-closing student achievement results as a teacher, principal, and systems leader A minimum of 10 years of professional experience in school 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 Deep familiarity with pedagogy, instructional methods, and program design This candidate should be an exceptional manager, coach, and team leader Excellent communication and influencing skills to interact effectively with all levels of the organization and the school network Exceptional strategic, analytical and critical thinking skills KEY RELATIONSHIPS Reports to: The Chief Executive Officer  Manages: Three Academy Leads for each grade level (Elementary, Middle, High Schools) and, directly or indirectly, the regional superintendent who leads our Greenfield model and the VPs of Student Experience, Student Services, Academic Operations, and Teaching & Learning.  Most leaders are currently based in NY with team presence also in CT and RI.   Location of next Superintendent: 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]

Chief Talent Officer   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 feeds your soul.  THE OPPORTUNITY  Position Overview  At Achievement First, the Chief Talent Officer (CTO) is our #1 people leader. They co-create and hold a talent vision for AF that puts racial equity squarely at the center of our work so that we can attract the strongest talent in our sector, and develop and deploy them to cultivate a spirit of self-determination and possibility in our communities. After fourteen years at Achievement First - 4 of which were in the CTO role - incumbent CTO Tom Kaiser will be transitioning from AF.  The next CTO will carry on Tom’s work to foster a culture of values-driven excellence AND support AF at this critical juncture by helping us realize the next iteration of our talent vision -- operationalizing the strongest set of talent practices to fuel success and drive equity in our next chapter. YOU should consider this role if you are… A Big Thinker (who sweats the details)  You understands that mission and values alignment are not the same, and you are committed to the values-driven pursuit of goals and outcomes. You are not about the “status quo,” but are a disruptor who encourages continuous learning and interrogation of how things are done. You are a facilitative leader who is curious and who can co-design a vision with people at all levels of the organization, and capture that vision in a talent strategic plan that will unite the talent team behind a “theory of action” in which the threads of the strategy are stronger than the sum of their parts. A Culture Leader  You are one of the top leaders of our organizational culture. You  have deep beliefs and strong views about what makes a culture “great,” and you can paint a compelling picture of what AF can be for all of our employees. You deeply understand and can model how to build an outstanding adult culture, both with your own talent teams, and within AF’s top executive team. The most important goals you will own relate to building a culture of “high equity / high excellence” teams (as evidenced through our organizational health survey) and retention of school-based staff ( especially our teachers), so experience working directly on these or similar challenges will be highly valued.   A Technical and Tactical Talent Expert You will leverage your talent and human resources expertise to ensure that AF has best-in-class systems to evaluate, nurture, train, and reward staff and the tremendous talent that exists in our schools, so that those who are on the front lines working with students every day are maximizing their professional potential. You will oversee initiatives to improve human resource management functions, and build and support internal systems designed to support equity and minimize organizational risk. An Equity Champion You will shape the way the entire organization thinks about and develops talent, and help Achievement First model what it looks like for one of the country’s biggest charter networks to truly lead for racial equity. Your background includes getting to the root of adaptive challenges and tackling  organizational systems and structures that block leaders of color from thriving and ascending. You are an empath who values and elevates the experience of people of all identities at all levels of the organization.   MAJOR DUTIES AND RESPONSIBILITIES Set the strategy and drive results through others. Team Leadership .  Set and refine our talent strategic plan (goals, priorities, tactics), oversee strong sub-plans (recruitment, sustainability, etc.) and set up strong systems to monitor progress and course correct in order to ensure AF is best-in-sector at attracting/selecting, developing, engaging, and retaining top talent with no gaps along lines of race.  Managing up .  Serve as a member of AF’s senior cabinet, acting as a major player in key discussions and decisions about the direction of the organization, thereby requiring the gravitas to effectively manage up and, occasionally, a willingness to push colleagues when necessary and have courageous conversations in order to do what is best for students.   Build and develop a team of talent leaders. Manage and support our talent team leaders, including: The Vice President of Equity, to create an execute a strong strategic plan that promotes equity for students and adults in our highest priority areas  The Vice President of Talent Operations, to ensure that each AF employee receives the most competitive and comprehensive compensation and benefits packages, that all AF core HR policies are strong and further equity, and that our teacher career pathway represents an empowering and equitable path for our network’s teachers The Vice Presidents of Recruitment, to ensure that we are recruiting the best / most diverse talent The Senior Director of School Leader Pipeline and Preparation, to ensure all schools are led by a highly effective principal and our leader pipeline is robust and diverse  The Senior Director of Adaptive Leadership, to ensure the strongest people leadership training for our principals and beyond The Talent Chief of Staff, to ensure that the talent teams function and collaborate effectively Nurture organizational culture.  Oversee the organizational culture of the entire network, including:  Playing an active role in building organizational culture, including robust internal communications that reinforce our core strategy and values  Constantly partnering with other senior leaders to ensure strong “adult culture” health in all areas of the organization Overseeing implementation of the bi-annual organizational health survey  Setting clear goals for our organizational health (adult culture -- not financial health or student achievement)  and aligning all talent teams and levers to delivering on those goals Executing robust analysis of survey data from our organizational health and adult culture surveys    EXPERIENCES AND QUALIFICATIONS   The ideal candidate will have the following experience and characteristics: A minimum of 10 years of professional experience with a majority of time spent in talent management roles coupled with a strong track record of experience and equity-driven results at a senior level Specific expertise in attracting, selecting, developing and retaining diverse talent  Deep familiarity with the talent challenges facing urban schools strongly preferred (especially issues of principal/teacher development and retention)   A human capital professional with broad exposure to all HR functions who understands how various talent systems- and their corresponding legal and policy implications -   impact employees and fuel - or hinder - equity within an organization   A track record of pursuing equity within their leadership  Deep familiarity with talent management issues and the talent challenges facing urban schools strongly preferred (especially issues of principal/teacher development and retention.)   an exceptional manager, coach, and team leader Excellent communication and influencing skills to interact effectively with all levels of the organization and the school network Experience bringing strategic, analytical and critical thinking skills as a member of an organizational leadership team   KEY RELATIONSHIPS Reports to:  President Manages:  Five leaders of our talent teams (Recruit, Leadership, Equity, Talent Operations) and one Talent Chief of Staff. Most are currently based in NY with team presence (Talent Operations and Recruit) also in CT.   LOCATION NY, CT, or RI. COMPENSATION:  Salary is competitive and commensurate with experience.   TO APPLY  Achievement First welcomes comments, referrals, or expressions of interest. The review of applications will begin immediately and will continue until the position(s) is filled. However, please note that the search for Achievement First’s first-ever President, to whom this position reports, is also underway. Therefore, while applications submitted by 12/19 are strongly encouraged, the finalist round of interviews will not occur until after the President has been selected, which is likely to be in February 2020 . Inquiries or applications (consisting of a letter of interest and a current resume) should be directed to [email protected] .  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 .

    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.

The Associate Program Consultant (APC with Math focus) will deliver face-to-face and/or online professional development for mentors, coaches, principals, and/or client stakeholders, continuously deepening her/his own capacity as well as strengthening and refining the presentation skills of co-presenters. The APC- Math will support the Program Delivery team in providing consultative services to district-level leadership in client districts to ensure sustained high-quality program implementation. The APC- Math will also contribute to the design, development, and refinement of NTC's products and services. Responsibilities & Essential Functions: The following is an overview of the duties and responsibilities assigned to this position. The employee may perform other duties as required. Present and facilitate a variety of professional development to mentors, coaches, and school and/or program leaders. Will be expected to cultivate expertise in at least two of NTC's main product lines With PC, build trusting relationships and a culture of collaborative partnership with client stakeholders through ongoing communication, being cognizant that APC serves in a highly visible role for those educators participating in professional development sessions Provide professional development facilitation support to local client presenters Provide technical assistance to support logistical components of professional development delivery and other aspects of program administration Thought-partner with/Support PC in utilizing program standards to identify/analyze/ monitor all available program data (Learning Zone, etc.) Utilize Learning Zone and other available data to design customized Forums to meet specific needs presented by client context Engage actively with senior NTC colleagues to develop consulting skills and deepen knowledge Engage in constructive, collaborative communication with NTC supervisor and PC/APC colleagues regarding client programs' successes, challenges, strategic support, and progress/alignment against contracted scopes of work As appropriate, conduct and/or participate in in-field coaching sessions with PC, client program lead, and/or other educators in the partner organization (i.e. principals, coaches/mentors, etc.) Collaborate with/make contributions to NTC staff to design and give feedback regarding professional development products and services Serve on NTC work teams in order to have opportunities for direct organization-level input May be asked to present or facilitate sessions at annual NTC Symposium May manage a project-focused workgroup Professional Learning Responsibilities: Engage actively in collaborative NTC meetings, work sessions, and internal initiatives: could include developing/co-developing or leading/co-leading sessions and projects to support the professional learning of colleagues Remain current with professional readings and research, especially in regards to rigorous learning standards, adult learning theory, and the U.S. K-12 education policy landscape Share video of practice Engage in formal formative assessment practices Develop conference proposals and conduct conference presentations Utilize NTC’s online systems including Learning Zone, Collaborate, Talent, Ascentis, Intranet, and Netsuite Manage personal calendar, travel, and job responsibilities Job Requirements: 5+ years K-12 and/or P-12 classroom teaching experience, math specialty experience required. Minimum 2 years of mentoring experience in NTC supported model or equivalent preferred Must have teacher leader experience and/or responsibilities Strong Instructional coaching background Experience delivering and/or designing professional development Demonstrate basic knowledge of: NTC approach to teacher and principal development (Theory of Change, program standards, tools/protocols/services, etc.), Adult learning theories and practices, School reform movements including professional learning communities, teacher leadership, the impact of coaching/mentoring, etc. Candidates must have knowledge of/experience with: Common Core/New rigorous state standards, Professional teaching and/or administrative standards, Content areas (w/math focus area), formative and summative assessment, instructional strategies/ methods/approaches that improve student achievement Willingness to travel 50-70% of the time based on location/client/project assignments Proficiency in Microsoft Word and PowerPointPossesses Strong interpersonal skills and recognizes the critical role of relationship-building within the client district, as well as within NTC, to ensure effective program implementation Eager to collaborate with clients and internal NTC personnel to assess and improve program implementation utilizing innovative and effective approaches Comfortable and confident with formal meeting facilitation/managing group dynamics as well as peer-coaching interactions Can thrive in a team environment and have a healthy tolerance of ambiguity Must be experienced with Common Core State Standards or New Rigorous State Standards; and/or Early Learning content/standards. Can manage one's own time and productivity in a fluid, team-oriented work environment demanding high levels of initiative, creativity, and flexibility Reflective practitioner demonstrating the ability to use feedback to improve self, program, and community Willing to explore complexity, resist certainty, and seek insight while aiding colleagues and clients in solving implementation challenges (no quick fixes/pre-packaged answers. Successful completion of NTC professional development in Teacher Induction, Instructional Coaching, and/or School Leadership preferred ADA Requirements/Working Conditions: Work normally performed in a typical interior/office work environment Limited physical effort required Hearing, repetitive hand motions, sitting, talking, typing Significant travel required **This is a remote-based position with heavy travel to school sites across the nation.