** This is a vacancy is a two-year assignment for SY18-19 and SY19-20 **

Job Title: BPS Educators of Color Cultivation and Retention Specialist
Status: Full-time
Reports to: Managing Director of Recruitment, Cultivation and Diversity Programs
Terms: 2 Year Assignment

A growing body of research suggests students benefit in many ways from having a teacher of their race or ethnicity. Not only do children of color benefit from having a teacher of color, but research also shows that white children benefit from having a teacher of color. The Boston Public Schools (BPS) has a deep commitment to workforce diversity. We continue to focus our efforts on three key "levers" for selecting and retaining top-notch, racially and ethnically diverse educators: Cultivate and Recruit, Hire Early, and Develop and Retain. These strategies are at the center of our broader efforts to accelerate student learning.
The BPS Office of Human Capital (OHC) is dedicated to providing an effective teacher in every classroom and an effective leader in every school, every day. In particular, BPS OHC intends to attract, develop, and retain a highly effective team that is responsive to the diverse racial, cultural, and linguistic needs of Boston youth.
The OHC Recruitment, Cultivation & Diversity Programs (RCD) unit supports the District's workforce diversity strategy by specifically developing and delivering both retention programming for educators of color and retention programming available to all BPS educators and partnering with other departments to promote their retention programming.

For the district to continue to reduce the racial/cultural and linguistic diversity gap between students and staff, BPS believes strategic change is needed at both the central office AND individual schools. All of our efforts to recruit highly effective and racially, culturally, and linguistically diverse teachers and school leaders are futile if we do not have a similar and robust effort to retain and develop these educators.

We act on our belief that a diverse and inclusive workforce is a necessary condition for our students' academic success. To have the most talented and effective teachers as part of our team, we know we must draw from candidates who reflect, value, embrace, and celebrate the racial, cultural, and linguistic diversity of our city and our students.

The district's efforts are system-wide, including innovative pipeline programs, aggressive recruitment, state of the art data generation and monitoring, a transformational hiring schedule, inclusive hiring processes, and cutting-edge retention programs. These pioneering strategies are a national model, and the district is asked to present our approach at national conferences on a regular basis, most recently at the National Conference on School Diversity and the Council of Great City Schools - October 2018

General Description :
The Educators of Color Cultivation and Retention Specialist will work closely with the Managing Director of Recruitment, Cultivation and Diversity Programs to support the implementation of the strategic goals of the BPS Office of Human Capital. The Educators of Color Retention and Cultivation Specialist will focus on the retention of educators of color by approaching workforce diversity retention as a design challenge that can be: (1) strengthened through developing new relationships, (2) solved through empathy and user testing-based iterative design processes, (3) hacked through implementing new approaches to recruitment, retention, teaching, learning, and/or operations, (4) shifted through deploying new tools, and (5) adapted and refined with the use of data and insight.

Responsibilities :
Data Collection, Analysis, and Reporting to Drive Action and Innovation.

• Work closely with the Managing Director of Recruitment, Cultivation, and Diversity Programs to research, analyze, and report on BPS teacher retention programs, actions, and their impacts on recruitment, hiring, staffing, development and retention processes.
• Collaborate with OHC Data and Analytics team to create and manage a Retention Dashboard to track trends in real time
• Develop a transparent system design strategy to support Recruitment, Cultivation, and Diversity Programs:
• Perform short-term qualitative and quantitative data analyses to learn as quickly and precisely as possible the outputs and overall effectiveness of district diversity initiatives
• Design and administer formative, qualitative assessments to understand and measure the needs, preferences, and constraints of provisional, newly licensed, and tenured educators of color
• Create and leverage a hub of resources to support new teachers of color through all pipeline pathways leading to licensure and tenure.
• Build a systematic evidentiary basis for determining and communicating the goals, impact, return on investment, and scalability of all workforce diversity efforts for both internal and external audiences

Program Development and Management

• Be a resource for community members seeking information regarding becoming BPS educators and accessing BPS diversity programs and services
• Coordinate, support, and grow the capacity of the following BPS retention programming for educators of color by amplifying existing programming or piloting potential new solutions:
• BPS (WEOC) Women Educators of Color Executive Coaching Program (for individuals with >3 years working in the district)
• BPS (MEOC) Male Educators of Color Executive Coaching Program (>3 years in district)
• BPS (ALANA) African, Latino, Asian, and Native American Educators Network (open to all)
• BPS (SLOC) School Leaders of Color (open to all principals and headmasters)

Educator Cultivation Work

• Partner with the Recruitment and Cultivation Manager to:
• Support the implementation of an in-depth cultivation strategy that engages current educators of color with potential future Boston educators of color through events, networking, online engagement, and personal outreach
• Participate in cultivation work for top priority teacher candidates of color including personal application and interview support, event coordination, and facilitating connections between school leaders, top candidates of color, and hard to fill and high-need teaching positions
• Collect, analyze, and utilize data regarding all candidate cultivation activities and strategies for ongoing reporting to various stakeholders

Qualifications - Required:

• Bachelor's Degree required
• 3 years experience in placement, talent management/acquisition, career development, and/or educational programming
• Experience in community building, community organizing, and/or event planning
• Experience in creating evaluation tools and utilizing evaluation tools to collect and analyze data to inform future work
• Experience developing alumni networks and learning communities
• Cultural competence when interacting with people from a wide variety of racial and ethnic identities
• Strong computer skills including Microsoft Office and Google Suite

Qualifications - Preferred:

• Master's Degree in an education field
• Experience in public education
• Experience in program management
• Knowledge of Boston neighborhoods
• Demonstrated experience in developing strategic partnerships with public school leaders
• Experience working as and/or with faculty in BPS schools
• Demonstrated understanding of the MA State Licensure process for teachers
• Experience developing alumni networks and learning communities
• Knowledge of hiring practices within urban school districts

TERMS: Managerial Tier C. This position subject to the City of Boston residency requirement.

Please refer to www.bostonpublicschools.org/ohc (under "Employee Benefits and Policies") for more information on salary and compensation. Salaries are listed by Unions and Grade/Step.

The Boston Public Schools, in accordance with its nondiscrimination policies, does not discriminate in its programs, facilities, or employment or educational opportunities on the basis of race, color, age, criminal record (inquiries only), disability, homelessness, sex/gender, gender identity, religion, national origin, ancestry, sexual orientation, genetics or military status, and does not tolerate any form of retaliation, or bias-based intimidation, threat or harassment that demeans individuals' dignity or interferes with their ability to learn or work.