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Coordinator of Talent Development (Interim Contract)

Employer
Stamford Public Schools
Location
Stamford, CT, US
Salary
Competitive
Position Type:
Administration

Date Posted:
9/29/2022

Location:
Stamford, CT

Date Available:
2022-2023 School Year

Closing Date:
Until Filled

The filling of this position is based upon continued funding in the Board of Education budget.

Note: Teachers dually certified in TESOL, Bilingual Education or ESL, with experience in Sheltered Instruction or fluency in a language other than English, will be given preference for all Stamford Public School positions.

General Statement:

The Coordinator of Talent Development is responsible for managing the substitute function; student teacher, intern, and residency programs; employee mentoring programs; employee evaluation programs; employee mandated trainings; orientation and onboarding programs; training and development programs; and staff recognition programs.

The Coordinator of Talent Development reports to the Executive Director of Human Resources and Talent Development.

Major Responsibilities:

Coordinates all aspects of the following areas:
  1. Substitute Function
  1. Substitute Screening and Selection Process - Uses data driven analysis to determine the substitute staffing needs of the District. Determines candidate eligibility based upon state and district requirements. Assesses an applicant's ability to function as a professional substitute teacher in the classroom. Develops screening criteria to provide classrooms with qualified professional substitute staff. Keeps abreast of Connecticut State Department of Education (CSDE) requirements for substitute staffing.
  1. Substitute Orientation and Onboarding Programs - Supervises Human Resources Information Systems staff to ensure adherence to SPS onboarding guidelines; develops and implements an interactive orientation as part of the onboarding process; coordinates building specific orientation sessions with school-based administrators.
  1. Substitute Training and Development Program - Develops and implements substitute training and development programs based on district need and feedback from building administration; serves as a resource to substitutes who are interested in pursuing a career as an educator or in obtaining Connecticut educator certification; ensures performance management concerns are appropriately addressed.
  1. Long-Term Substitute Program - Posts vacancies on applicant tracking system; coordinates with building administrators in identification of qualified long-term substitutes; ensures substitute management system accurately reflects substitute assignments; ensures compliance with Connecticut State Department of Education (CSDE) certification regulations and Connecticut Teachers' Retirement Board (TRB) post-retirement re-employment regulations; completes state reporting for long-term substitutes as required.

  1. Student Teacher, Intern, and Residency Programs
  1. Student Teaching and Internship Programs - Manages and coordinates with teacher preparation programs; organizes the placements within all schools; provides support for and monitors students-teachers and interns for the duration of their assignments.
  1. Teacher Residency Programs - Manages the selection and placement of teacher residents and mentors and ensures alignment with the Capitol Region Education Council (CREC) or other third-party residency program requirements; monitors the progress of teacher residents in collaboration with CREC or other third-party residency programs; acts as the District liaison with CREC or other third-party residency programs.
  1. Employee Mentoring Programs
  1. Teacher Mentoring Program - Manages and oversees Teacher Induction and Mentoring program (TEAM) as prescribed by the Connecticut State Department of Education.
  1. Administrator Mentor Program - Manages and oversees the mentor and induction program for newly hired administrators. Collaborates with Cooperative Educational Services (CES) to provide a training series for their Administrator Induction program.
  1. Employee Evaluation Programs
  1. Employee Evaluation Program - Defines performance objectives for all employees using established evaluation plans, including PGDE plan and other evaluation systems for non-certified employees; monitors review and management of appraisal systems; reviews performance programs. Acts as the District's subject matter expert on evaluation plans.
  1. Manages Evaluation Information System.
  1. Employee Mandated Trainings
  1. Manages District's Annual Mandated Training Program.
  1. Manages Mandated Training Information System.
  1. Manages Other Training Programs as needed.
  1. Orientation and Onboarding Programs
  1. Orientation Programs - Plans and executes employee orientation programs ensuring new employees are effectively introduced to the organization and its existing employees; examines and evaluates the performance of these orientation programs; executes these programs on the ground level.
  1. On-boarding Programs - Creates and maintains employee on-boarding programs through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members in their assigned roles; assesses the performance and effectiveness of employee on-boarding programs; examines the performance of on-boarding program through feedback and reviews from the new employees.

  1. Training and Development Programs
  1. Administrator Aspirant Program - Collaborates with third-party organizations to implement programs at the district level for teachers interested in developing the necessary skills and knowledge needed for leadership positions.
  1. District Training and Development Program - Develops and implements training and development programs based on district and employee needs.
  1. Staff Recognition Programs
  1. Annual Staff Appreciation Week Events - Manages and supports staff recognition programs; coordinates with outside vendors; plans events and services to engage and reward staff.
  1. Annual Retirement Event - Plans and organizes an end of year event recognizing retirees and honorees working collaboratively with the Stamford Educators Association and outside vendors.
  1. Annual Teacher and Para-educator of the Year Event - Works collaboratively with committees to implement a yearlong process of nominating, selecting and honoring staff.

  1. Program Operations
  1. Prepares, administers, and oversees talent development budget and monitors cost-effectiveness.
  1. Trains and advises district staff on talent development practices and procedures.
  1. Ensures compliance with all federal/state/local laws and regulations, and recommended best practices, regarding talent development.
  1. Program Evaluation
  1. Collects, analyzes, and reports on stakeholder feedback related to talent development programs.
  1. Establishes systems to monitor, examine, and evaluate talent development program effectiveness.
  1. Collects and analyzes data.
  1. Prepares reports and metrics associated with the talent development programs.
  1. Keeps well informed about current trends and best practices for talent development.
  1. Refines the talent development programs based on trends and best practices.
  1. Communicates trends throughout the district.
  1. Other Duties
  1. Coordinates with and responds to Board of Education, City Departments and City Boards as needed. Coordination with Teaching and Learning required.
  1. Performs additional duties as assigned
  1. Supervises the following:
  1. Support Staff as needed


Physical and Mental Demands, Work Hazards:

Works in standard office and school building environments.

Knowledge and Skills:
  • Commitment to creating schools that provide an education that cultivates productive habits of mind, body, and heart in every student.
  • Familiarity with talent development practices.
  • Familiarity with mentoring and evaluation systems.
  • Use of data-driven decision making to determine effectiveness of programs and initiatives.
  • Ability to use technology to support systems and programs.
  • Excellent conceptual, analytical, problem solving, organization, and leadership skills.
  • Knowledge of federal, state, and local laws, policies, and procedures related to public schools.
  • Ability to analyze and synthesize information, develop and monitor a plan and produce data-focused reports.
  • Ability to prepare complex oral and written reports.
  • Ability to read and understand complex material.
  • Ability to deal effectively with others.
  • Self-directed with attention to detail and excellent time management skills.
  • Exceptional oral and written communication skills and a proven track record of working collaboratively with multiple and diverse constituencies.
  • High standards of ethics, honesty, and integrity.
  • Knowledge of and/or demonstrate the ability to learn and implement Operating Systems (i.e. Windows); Office suites (i.e. Microsoft Office, Google Docs); Presentation Software (i.e. PowerPoint, Keynote); Spreadsheets (i.e. Excel, Google Spreadsheets); Communication and Collaboration tools (i.e. Skype); Accounting Software (i.e. QuickBooks); Student Information Systems (i.e. Naviance, Power School); or any other technology deemed relevant for this position.

Qualifications:
  • CT CSDE Intermediate Administration or Supervision certification (092).
  • A minimum of three (3) years of extensive and progressively responsible experience in administration and instructional services
  • Experience in labor relations in an educational setting, preferred.
  • Experience in talent development, preferred.
  • Experience in an urban district, preferred.
  • Demonstrated experience and expertise in Stamford Public Schools' strategic focus areas
  • Such alternatives to the above qualifications as the Superintendent and/or Stamford Board of Education may find appropriate

Union:
Stamford Administrative Unit (SAU)

Work Year:
In keeping with contracts for SAU

Salary:
Per SAU Contract

Procedure for Filing an Application:
Online application is required.

Internal Applicants: Please upload a cover letter (summarizing your interest in and qualifications for the position) and resume as part of your Internal Application. In addition, be prepared to provide a three letters of reference to the interview committee.

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