Position Type:
Administration

Date Posted:
5/9/2018

Location:
Stamford, CT

Date Available:
2018-2019 School Year

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THIS IS A RE-POSTING. APPLICANTS WHO HAVE ALREADY APPLIED TO THIS POSTING DO NOT NEED TO REAPPLY.

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.

Preference in hiring for this position will be given to internal candidates.

General Statement:
The Coordinator of Talent Acquisition and Development is responsible for managing talent recruitment, selection and tenure processes and procedures; creating job descriptions; managing employee orientation and on-boarding; developing and coordinating the professional development plan and calendar and monitoring the effectiveness of the plan; overseeing the implementation of evaluation plans for all employees; managing the stakeholder feedback process; establishing systems for succession planning; and induction and mentoring programs.

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

Major Responsibilities:
Coordinates all aspects of the following areas:

Manage Talent Recruitment and Development (35%)

Manage Recruitment and Sourcing of Candidates – Organizes and manages recruiting activities and events; contributes to the evaluation of recruitment effectiveness; coordinates with feeder programs; provides support for and monitors teachers in the certification process; stages recruitment fairs and drives; manages relationships with third party organizations; determines methods and channels for requirement to maximize quantity and ensure quality of candidates; coordinates with schools on placement of employees; publishes employee communications as related to professional growth; manages and collects suggestions from employees; provides guidance to hiring managers on assessment of candidates and other human resource practices.

Job Description Development – Manages processes to develop, update, and maintain job descriptions for all district employees; ensures that recruiting software applications support hiring processes.

Manage Talent Development Systems – Maintains professional development calendar; ensures that all professional development (PD) offerings are tracked and documented; provides training to users, including presenters and attendees on system usage; provides reports and transcripts regarding PD.

Manage Employee Growth and Development (35%)

Manage Employee Development – Defines employee development guidelines; develops employee career plans; manages employee skill and competency development; manages and oversees Teacher Induction and Mentoring program (TEAM) as prescribed by the State; creates and maintains professional development program and calendar; develops and manages employee training programs, including recording of PD; coordinates with teaching and learning regarding plan implementation.

Manage Employee Performance Plans – 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.

Manage Stakeholder Feedback – Develops and manages employee engagement and satisfaction; determines and differentiates engagement elements for different workforce groups; determines workforce satisfaction assessments, including exit interview data, new teacher feedback, and professional development surveys; analyzes and reports engagement and satisfaction results; maintains systems to obtain and analyze stakeholder feedback.

Manage Employee Orientation and On-boarding (20%)

Orientation Programming – Creates and maintains various employee orientation programs in order to ensure that the 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.

On-boarding Systems – Creates and maintains various employee on-boarding programs typically known as induction programs in order to ensure that the new employees are effectively introduced to the organization and its existing employees; creates and maintains a mechanism through which new employees acquire the necessary knowledge, skills, and behaviors to become effective organizational members and insiders; 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; creates web and written forms for feedback and reviews; obtains feedback and information through face-to-face discussions.

Other Duties (10%)

Coordinates with and responds to Board of Education, City Departments and City Boards as needed. Coordination with Teaching and Learning required.

Performs additional duties as assigned

Supervises the following:

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 hiring and recruiting 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.

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 recruitment and 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

Board Approved 05/01/2018

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 respond to the following writing prompt in the comments section of the internal application:

What are the most important factors required in the retention of staff? Provide examples of how you have contributed to these efforts.

Please share the most effective strategies you have used to recruit and hire high quality employees in your organization.

In addition to the online applica tion, please e-mail a cover letter (summarizing your interest in and qualifications for the position), a current resume, and three letters of recommendation to Kimberly Hawreluk at KHawreluk@StamfordCT.gov