School Support Coordinator

Federal Way, WA, US
May 01, 2021
School Support Coordinator
Position Type:
Coordinator & Liaison/Coordinator

Date Posted:

Educational Service Center

Date Available:

First consideration for this position will be Friday May 7th, 5pm

SALARY: $81,886 (Non Negotiable)

: The School Support Coordinator is the primary liaison between Human Resources, Learning Improvement Officers, and schools/departments. The School Support Coordinator will help develop the District's capacity to effectively meet the needs of all students by working directly with school leaders to ensure a high quality teacher in every classroom. This position works with administrators to ensure compliance with appropriate procedures and required deadlines. The School Support Coordinator will assist in improving the quality of the teaching workforce, and thus academic achievement results, in all district schools by working closely with principals to support the creation and implementation of a school-specific strategy for teacher recruitment, selection, evaluation, and retention practices. The individual in this position should be familiar labor law and collective bargaining agreements (CBA) including interpretation and application. Assists in recruiting, hiring, and retaining administrators, certificated and classified employees. The individual in this position will be expected to present an exemplary, professional customer service attitude to represent an appropriate District image.

The School Support Coordinator role is crucial in supporting the Superintendent and senior leadership team's efforts to institute a culture of high academic expectations and achievement results for all students.

ESSENTIAL DUTIES AND RESPONSIBILITIES: This list is meant to be representative, not exhaustive, and incumbents are expected to perform all duties as assigned or directed. Some incumbents may not perform all the duties listed while in other cases related duties may also be assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions, consistent with applicable law.
  • Support building principals in all Human Resource matters in service of the Strategic Plan.Work closely with principals to develop and implement highly effective employee recruitment, selection, hiring, evaluation, and retention strategies. Serve as the first HR point of contact for principals and other hiring managers for all questions and concerns related to these processes. Support and coach principals around talent development and performance management issues as needed.Serve as the first HR point of contact for principals for all questions and concerns related to employee recruitment, selection, evaluation, and retention. Support principals' needs related to classified staff changes, such as hour change requests; resolve discrepancies.Enter pay for staff receiving stipends based upon negotiated agreements and regulations; Issues and receives contracts for supplemental pay.Responsible for the accuracy of compensation; input data and update information in the human resource information system (HRIS).Assist applicants and staff with salary questions and concerns.Responsible for ensuring license and certificate compliance of staff upon hire; maintain and update as changes occur for all staff.Through annual staffing needs assessment process and regular meetings, gather data, lead teacher workforce planning and vacancy projections, and identify recruitment and selection strategies that best meet principals' needs. Maintain staffing documentation to ensure FTE allocations remain within budgeted amount.Collaborate with other members of the HR team, Teaching For Learning, and other key internal and external stakeholders to improve employee recruitment, selection, evaluation, and retention throughout the district.Use assessment data and other metrics to help principals make data-based talent management decisions at their schools and to forecast potential talent management needs and areas of concern that should be escalated to department leadership.Provide bargaining support for all units, compiling data, trends, and needs.Interpret and apply CBA language for the purpose of delivering services in conformance with established guidelines. Work closely with union representatives to problem-solve questions regarding provisions of the CBA.Participate on recruiting teams, conduct initial screening process, and function as an HR lead at designated career fairs and recruiting venues. Initiate follow-up contacts with candidates and hiring managers. Complete reference checks when appropriate.Develop and manage complex databases; develop and run complex and accurate reports. Collect, disaggregate, and analyze data to assist the Human Resources Leadership Team in determining effectiveness of recruiting and retention processes. Make appropriate recommendations to designated HR Administrator(s).

  • Take initiative to find solutions, create more effective processes to continually improve the efficiency of position.Serve on committees and undertake projects related to function.Serve as member of the Human Resources team of the District; perform other tasks, related duties, and special projects as directed.

Education and Experience
AA Degree in Business Management or a related field
Three years of increasingly responsible experience in Human Resources. (Additional experience in a related field may substitute for the educational requirement on a year-for-year basis)

Consistently works scheduled work hours

Bachelor's Degree in Business Management or related field
Work experience with a school district Human Resources Department
Knowledge of Washington State employment laws, wage and hour laws, and other federal and state laws and regulations governing education and personnel management
Proficient in Microsoft Office, to include Word, Excel and PowerPoint

Criminal background clearance
Washington State Driver's License

Effective talent management strategies related to identifying human capital needs, including recruiting, selecting, managing, developing, and strategically promoting or exiting teachers as needed to ensure a high quality team.
Washington State employment laws, wage and hour laws, and other federal and state laws and regulations governing education and personnel management.
High-quality instructional practices, demonstrated passion for student learning, and deep belief that every student deserves a quality educational experience.
School board policies and procedures
District personnel processes and procedures
State and Federal Regulations and procedures governing ESEA requirements
State Regulations and procedures governing Sexual Misconduct reporting and recordkeeping

Comply with Federal Way Pubic Schools' Board policies and procedures
Communicate effectively verbally and in writing
Attend to detail and follow tasks through to completion
Organize work, problem-solve, select action plans, and coordinate activities and projects with staff and administrators
Maintain effective working relationships with individuals and groups in a multicultural and diverse community
Remain flexible
Cope with frequent interruptions and shift priorities to meet required deadlines
Operate a variety of modern office equipment, including microcomputers and related software
Exercise initiative, make independent decisions, multi-task, and follow through on assignments
Demonstrate proficiency in computer operation, develop spreadsheets and implement a variety of software programs.
Demonstrate leadership skills, interpersonal skills, effective presentation skills, and public relations skills
Demonstrate customer service
Effectively interact with administrators, office support and teaching staff, applicants and other community members
Maintain a high level confidentiality
Practice ethical and professional standards of conduct including the requirements of confidentiality
Use data and human capital expertise to help principals understand the key risks and benefits of talent management choices
Remove barriers or obstacles that make it difficult for principals to achieve their goals
Ensure that school leaders have the resources they need to succeed
Support the prioritization and alignment of people, time, and resources to the most important issues
Exhibit strong focus on goals and results
Set clear metrics for success
Demonstrate critical thinking skills, including the ability to analyze data, identify trends, pinpoint problems and root causes, and develop innovative solutions
Coach and support principals in the best human capital practices within Federal Way Public Schools to ensure the best teacher in every classroom
Build coalitions and work collaboratively with diverse stakeholders at all levels, including but not limited to central office personnel, teachers, principals, and school support staff
Perform the essential functions of the job with or without reasonable accommodations

Knowledge/awareness of own cultural identity and how this influences behavior, and desire to learn about the cultural identity of others.
Ability to establish and nurture an environment that promotes cultural competence and equitable treatment of staff, students, and patrons of the District.
Ability to understand and hold self and others accountable for promoting the Federal Way Public Schools' commitment to "Each Scholar: A Voice. A Dream. A Bright Future."
Ability to recognize that each person is a unique individual even as we celebrate their group cultural heritage.

PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee will constantly stand and walk, bend neck and back, use hands for repetitive grasping and pushing/pulling. The employee is frequently required to squat, kneel, use of hands for fine manipulation, knee stand and push/pull. The employee will occasionally be required to sit, climb stairs/ladder, lift and reach overhead, crawl, and lift/carry. The employee must constantly lift/carry up to 5 pounds and must frequently lift /carry up to 10 pounds. The employee will occasionally lift/carry a maximum of 20 lbs. The employee is occasionally required to push/pull a maximum weight of 100 pounds.

WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee regularly works in indoor conditions and regularly works near video display. The noise level in the work environment is usually moderate. The position constantly deals with frequent interruptions, demanding deadlines, and occasionally deals with angry and distraught employees and community members.

This position typically works Monday through Friday, 260 days per year. Due to the nature of principal and administrator schedules, some questions and requests will fall outside of traditional business hours.

This position reports to and is evaluated by a designated Human Resources Director. This position may also receive some direction from other Human Resources administrators.


Coordinator level on non-represented salary schedule

The preceding list is not exhaustive and may be supplemented as necessary. The statements contained herein reflect general details as necessary to describe the principal functions of this job, the scope of responsibility and the level of knowledge and skills typically required, but should not be considered an all-inclusive listing of work requirements, skills or duties so classified. All personnel may be required to perform duties outside their normal responsibilities from time to time as needed.

All employment open positions are made available on a nondiscriminatory basis without regard to race, color, creed, religion, sexual orientation, national origin, gender, age, disability or veteran status.

Update with physical demands/working conditions 05/2015
Updated to new format 11/2017
Update 4/2021

Job descriptions are written as a representative list of the ADA essential duties performed by the entire classification. They cannot include, and are not intended to include, every possible activity and task performed by every specific employee.

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