ORGANIZATION AND PROGRAM OVERVIEW
By 2025, KIPP DC will build upon two decades of proven results to develop into a more impactful, innovative, and inclusive school system that provides joyful, identity-affirming learning experiences so that all students and alumni achieve extraordinary outcomes. We are a network of 20 schools educating 7,300 students and employing 1,300 teachers, leaders, and staff members dedicated to our mission.
Our work is grounded in a commitment to excellence, equity, and justice. We believe all students have the right to rigorous, relevant, and joyful learning experiences led by exceptionally talented and diverse educators who promote student achievement and a sense of belonging. We pride ourselves on providing unparalleled professional development and leadership opportunities. We acknowledge the demands of the teaching profession and continually seek to improve sustainability, benefits, and supports for teachers. We are seeking teachers who are passionate about educational equity, driven by student and family relationships, and constantly seeking to grow.
The KIPP DC Principal in Residence (PIR) program is a one- or two-year, regionally-operated residency to prepare aspiring principals in the adaptive, technical, and managerial skills to lead a KIPP DC school. PIRs are full-time members of their residency school leadership teams and will have daily opportunities to practice the skills and competencies required to lead high-performing schools. The PIR program is a one or two year pathway to becoming a principal, pending successful completion of the program, vacancies and an individual PIR’s readiness to fill those vacancies.
A Principal in Residence (PIR) is an aspiring principal preparing to lead a KIPP DC school in an ideal 1 - 2 year timeframe, although this may depend on vacancies and alignment. PIRs are committed to and actively contribute to the success of their placement school and act in alignment with school leadership team vision and priorities. Placement schools are usually the current school where an individual already works, if they are a current KIPP DC employee, but this may also depend on need and match. When and if an unexpected principal vacancy presents itself, KIPP DC may look to the group of current PIRs to step into a principal role on a shorter timeline than described above.
The PIR’s role mirrors that of a vice principal for the majority of the development program, namely: coaching and developing teachers, teacher leaders and deans and contributing to the overall academic and cultural vision of the school. Towards the end of their time as a PIR, the role mirrors more of a school leader, with clear responsibilities fully owned by the PIR at the school-level.
In addition to their school-based performance goals, PIRs are actively developing the leadership skills and competencies outlined in a development roadmap. They actively seek growth through participation in high-quality, meaningful formal and informal professional development, invaluable on the job training, transformative coaching, and cohort based learning experiences with leaders across KIPP DC
The PIR is an exempt role and reports to their school leader in year one of the program and either a school leader or a Deputy Chief Academic Officer in year two of the program.
- Set vision and goals
Plan and prioritize
- Supports development of School Leader’s school-wide vision and takes an active role in investing and mobilizing teachers to achieve the collective goals of the school; owns the implementation of select school priorities in support of the school-wide vision
With guidance from the School Leader, leads the planning and goal setting for the grades/departments that he/she coaches and ensures alignment with school-wide goals
Sets, communicates, and executes a vision for a school-wide initiative/priority that addresses an inequity
Articulate how grade level/department vision and goals connect to KIPP DC's goal of becoming an anti-racist organization
Manage and develop groups of teachers and leaders
- Prioritize and manage own time to accomplish short and long-term goals or priorities
Demonstrate strong judgment and data-based, timely decision making
Lead school culture
- Leads grade level/department level collaboration and learning
Effectively manages and develops teachers of a wide range of skill and experience level by defining responsibilities, setting goals and providing ongoing high-impact feedback and support
Plan and lead a professional development session for new Rising Leaders
Hire and retain highly-effective staff
- Sets a vision of excellence for student and staff culture, along with the School Leader, and executes on plans to uphold it
Supports teachers in leading classrooms with high-quality Tier 1 student learning and engagement
Manages parts of the daily school operations (e.g. arrival/dismissal, lunch/recess)
Acts as the first Leadership Team contact on student intervention and family communication; determines appropriate next steps and follow ups
Supports teachers in understanding process and roles in student support and intervention and develops systems and structures to execute on those roles
Supports teachers in building an inclusive environment for all students including overseeing the Kid Talk process
Plan for and predictably respond to student behavior that doesn't meet school culture expectations. Coach, support and follow up with teachers in service of empowering them to do the same
Build intentional, meaningful relationships with students, their families and communities in the hopes of having a school community where people truly feel as though they belong
Participate in key leadership responsibilities such as recess and lunch duty, monitoring transitions, and any other support necessary to run a positive and smooth functioning school
Leads whole school moments
Designs and leads a project or event that will proactively engage and communicate with families
Leads a reset in student and staff culture when needed
Build own and team’s content knowledge
- Consistently communicates to teachers, through words and actions, that they are valued, supported, and cared for
Implement retention strategies to ensure highly-effective teachers stay teaching
Leads hiring process for at least one instructional position
Develop and coach teachers
- Develops deep mastery over the academic standards, curriculum and assessments in the subjects/grades for which he/she/they coach
Engages in self-driven, ongoing learning regarding curriculum, pedagogy, coaching and school leadership
Collaborates with content coaches to support teachers in instructing and assessing and connects teachers with relevant resources to improve their content knowledge and instruction
Identifies gaps across grade level or department and develops and executes a strategy to address it
- Leads data-driven instruction by analyzing homeroom specific and grade/department level data and developing and executing plans to address gaps and by helping teachers do the same thing for their classes
Provides high-quality coaching by keenly observing classrooms and connecting with teachers, accurately diagnosing classroom instruction, and providing frequent feedback for teachers across skill level; intensively coach new and struggling teachers with a range of coaching techniques
Leads effective school-wide professional development
- Student Focus: Belief that all students, regardless of background, have the ability to go to and through college; demonstrated commitment to the school’s unique community; remain calmly committed to KIPP DC’s mission and vision through difficult circumstances
Direction Setting: Ability to set direction for a team and motivate others to action
Achievement Orientation and Performance Management: Demonstrated student achievement results in own classroom and from teachers that he/she manages
Cultural Competence: Demonstrated ability to create inclusive environments that honors and supports a diversity of backgrounds and perspectives
Instructional Leadership: Adept at data analysis; ability to extract meaningful insights across school-wide data
Instructional Leadership: Expertise in what the school-wide academic standards and state assessments require of students’ knowledge and skills to demonstrate mastery; able to translate student mastery requirements into instructional plans and strategies
Instructional Leadership: Deep understanding of appropriate application and differentiation of high-leverage instructional strategies (e.g. make kids sweat, pacing, stretch it, etc.) based on comprehension of child development and pedagogy
Relationship Building: Expertise in cultivating trusting relationships and managing a diverse group of stakeholders
Individual Reflection: Reflect on own identity; maintain strong self-care practices; demonstrate a growth mindset
Achievement Orientation: Demonstrated resilience and focus on student outcomes
KIPP DC is looking for PIR candidates who are committed to KIPP DC’s mission that all students can learn and achieve at high levels, have a strong instructional background, a commitment to creating identity-affirming learning experiences, and are looking to develop the leadership skills necessary to lead great schools. Specifically, candidates should have:
- Bachelor’s degree required
A combination of five years of teaching and school-level instructional experience required
One year of experience as a vice principal or equivalent role (Preferred)
Demonstrated academic results
Demonstrated leadership, management and coaching experience
Experience teaching core subjects (Preferred)
Unquestioned integrity and commitment to KIPP DC’s mission and to advancing its anti-racist ambition through their work with staff, students, alumni, and families
HOW TO APPLY:
Interested candidates can apply online here between November 15, 2021 and December 17, 2021.
COMPENSATION AND BENEFITS:
KIPP DC offers an extremely competitive compensation and benefits package:
- Salaries for staff are competitive with added compensation for KIPP DC’s extended day and year.
KIPP DC offers its employees competitive rates for medical, dental, life, and long-term disability insurance. KIPP DC’s plans include options for Health Savings Accounts, Flex Spending Accounts, and access to OneMedical.
KIPP DC also offers its employees a 403(b) retirement account with employer contributions and matches vesting after three years.
KIPP DC has various support programs in place during the pandemic, including extended sick leave and robust health and safety protocols and training programs.
EQUAL EMPLOYMENT OPPORTUNITY STATEMENT
KIPP DC Public Schools does not discriminate against, or tolerate discrimination against, employees or applicants for employment on any legally-recognized basis or protected class including, but not limited to, actual or perceived race, color, national origin, immigration status (except as necessary to comply with federal, DC, state, or local law), religion, sex (including pregnancy, childbirth, lactation and related medical conditions), age, physical or mental disability, medical condition, sexual orientation, gender (including gender identity or expression), marital status (including domestic partnership status), genetic information, political affiliation, pregnancy, family responsibilities, personal appearance, veteran status, uniform service member status, status of being unemployed, status of victim a survivor of domestic violence, sexual offense or stalking, matriculation or any other protected class under federal, state, DC, or local law.
Click here or here to review KIPP DC’s non-discrimination policy and KIPP DC’s Title IX Coordinator’s contact information.
KIPP DC requires all staff to provide proof of full vaccination against COVID-19 or obtain an approval for exemption due to medical or religious reasons by the start of employment.