Staffing and Human Resources. DECA is committed to hiring content-proficient, creative, and high-energy professionals who relate well to a culturally diverse population. The director of talent acquisition and development, the DECA school director, and operations director will recruit teachers at colleges and universities that serve traditionally underrepresented groups; he will also network with human resource officers from area districts that frequently have an excess pool of candidates. DECA will also work closely with the University of Dayton’s Urban Teacher Academy and Bowling Green State University’s SMART program to identify potential candidates who specifically train for the urban setting. The screening and hiring process will include diverse team members and current DECA faculty. Successful interviewees will be asked to conduct a demonstration lesson engaging students. DECA will place great importance on identifying candidates who reflect the diversity of the student population and who demonstrate intellect, pedagogy, and passion for their content. The teacher-compensation system will be patterned after the highly successful plan currently in operation at DECA. Rather than a typical step system with pay based on seniority and education credentials, DECA will employ a base salary merit system augmented by an annual team bonus. Elements of the compensation system are as follows: (1) multiple salary grades will be established around the differentiated teaching positions (for example, master teacher/coach, teacher, paraprofessional); (2) salary-grade midpoints will be market competitive to attract and retain a talented staff; (3) each staff member will be evaluated annually by the principal; and (4) an annual group or team bonus, similar to DECA’s, will be awarded annually (to be paid the following school year). The purpose of this bonus is to establish an element of variable compensation that reflects school performance and progress. A team bonus is supportive of the highly collaborative culture envisioned for the teaching staff. Both salary actions and bonuses will be reviewed and approved by the Board of Trustees. The board is charged with the responsibility to evaluate and modify the compensation plan periodically to assure that it continues to fulfill its objectives. The experience at DECA with this particular compensation structure, enhanced by best practices in the private sector, convinces us that it will reinforce a culture of high expectations, high motivation, teamwork, ...
Staffing and Human Resources. From the ACS Strategic Plan 2013–2017, the following goals regarding staffing are our focus: 1. Create a committee to design and implement a performance management process for DLA staff. Key elements of this process will be to develop student achievement goals and results, formulate individual strategies to enhance each teacher’s professional expertise, and contribute to the vision and plan for DLA.
Staffing and Human Resources. Teacher recruitment and selection
Staffing and Human Resources. Positions
Staffing and Human Resources. Columbus Collegiate Academy - West aims to attract highly qualified, motivated teachers who want to further strengthen their skills and make a dramatic impact on the educational and life trajectories of their students. Teachers will be evaluated on planning, experience, critical thinking, respect and humility, communication, professionalism, motivation, ability to motivate, others and responsibility. Most importantly, teachers will be evaluated on their ability to dramatically improve student achievement as measured and outlined in our Accountability Plan. We will work to attract entrepreneurial, mission-driven staff members—individuals who hold and enforce the highest academic and behavioral expectations and see student achievement as the ultimate reward. Each staff position at CCA-West will have a clear set of responsibilities and duties. Teachers will be supported through multiple internal structures, such as dedicated daily planning periods, scheduled weekly meeting times, clear expectations, a disciplined and structured school environment, and a visionary and supportive leadership team. Columbus Collegiate Academy - West will take a local and national approach for recruiting teachers. Nationally, CCA-West will tap the alumni networks of various colleges and Teach For America. Position openings may be posted online and in education journals. The executive director and School Director will share the responsibility of reviewing applications, interviewing, and making offers to potential candidates. All final decisions for hiring will be made by the executive director. The office manager will schedule interviews and mail all follow-up materials. The school will ensure the quality of the staff through the use of the following five-step process for selecting and hiring the most qualified candidates. Throughout the process, teachers will be evaluated on planning, experience, critical thinking, respect and humility, communication, professionalism, motivation, ability to motivate others and responsibility. • Step One: Candidate submits an application, resume, and cover letter. • Step Two: Executive director and school director separate candidates into three categories: (1) very strong, (2) good, and (3) weak. Very strong candidates are invited for an interview and to teach a sample lesson. Good candidates are scheduled for a fifteen- minute phone interview. If the phone interview is strong, the candidate will receive an invitation to an in-person interview and ...
Staffing and Human Resources. The leadership team at UPAE will consist of the following positions, subject to change at the discretion of the board or school leader. School director: The school director will be responsible for all matters relating to student, teacher, and parent programs, including the development of the organizational culture of the school. The school director will work to align all stakeholders (teachers, staff, students, families, and Board members) to reinforce and carry out the school’s mission, hire a diverse and capable staff, and educate the community about the school. USN schools will fill each school director role with dedicated professionals who will receive at least a year of intensive training. This school director training ensures that each school leader understands and can balance academic, financial, and operational and community responsibilities during the dynamic stages of starting and growing a successful, high-performing charter school. School leaders will receive focused instruction and curriculum development and leadership training, as well as field experience gained by working as an academic leader within existing USN schools. Director of curriculum and instruction: The director of curriculum and instruction (DCI) will provide daily support of teaching and learning, complete classroom observation and feedback cycles, implement curriculum, maintain quality of instruction, manage the various assessment systems at the school, and lead effective data analysis. The DCI will also work to continually improve the level of instruction at the school, with regular professional development on the teaching taxonomy. Finally, he/she will supervise and coordinate the special-education program at the school. Xxxx of students: The xxxx of students (DOS) will oversee school culture, handle discipline, and manage all after-school programming and activities. The DOS will work with the school director and the family and student coordinator to plan engaging school events, celebrate the academic and character successes of students, and work with the rest of the leadership team to engage families in the school. This position will be added after year one. Director of family and community engagement: This position will oversee all family and community partnerships at UPAE. He/she will build and manage relationships with students and families, local preschools and daycares, community-based organizations, and volunteers across the Columbus area. The family and community coo...
Staffing and Human Resources. Position: Board of Trustees Description: The board of trustees shall be fiduciaries of the corporation and shall set overall policy for the school. The board may make final decisions on matters related to the operation of the school, consistent with the charter granted to the school and other applicable law. Description: The chief executive officer of CCA is hired by and directly accountable to the board of trustees and is primarily responsible for the school’s success, academic achievement, rigorous culture, financial viability, organizational structure, and reputation. Description: The director of operations will be primarily responsible for all matters of school administration that do not directly relate to academics or student behavior at our Main Street and West campuses, including but not limited to finance, facilities, food service, transportation, and administrative functions. Description: The school director is responsible for all internal operations of the school, including the academic program and school culture. The school director will ensure that teachers develop high-quality curricula using CCA’s curriculum-development process, assist the executive director with the recruitment and selection of faculty, and oversee the implementation of interim assessments and the evaluation of results. The school director implements and oversees an effective, building-wide, consistent student discipline system. Description: The xxxx of students will be the primary person responsible for oversight of nonacademic concerns regarding students. S/he will serve as the interface between the school and the students’ homes, ensuring consistent and timely communication from the school. The xxxx of students will also be responsible for student discipline, oversight of parent orientation, and coordination of student and family events outside of the regular academic program. Description: The office manager serves as the primary administrative staff member for the school. The office manager is responsible for effectively managing the information systems, communications, and other administrative systems of the school. S/he works closely with the school director and the director of operations to manage both urgent and long-term administrative needs. Description: The development coordinator position is a part-time position (approximately thirty hours per week) designed to develop and build relationships with the constituencies and agencies that provide revenue support for C...
Staffing and Human Resources. The leadership team at United Preparatory Academy will consist of the following positions: UPA will take a local and national approach to recruiting teachers. Nationally, UPA will tap the alumni networks of colleges Teach for America, post openings on the school website and in education journals, Craigslist, and Idealist, and circulate information via word-of-mouth. Locally, UPA will recruit at many of the major universities within the state, including the Ohio State University, Bowling Green University, Miami University, University of Dayton, Ohio University, and Xxxxxxxxxx University. Board members will also distribute job openings to educators and leaders within their networks to help identify potential faculty and staff. The school director will review applications, conduct interviews, and make offers to potential candidates. The school director will schedule interviews and mail all follow-up materials. The school will verify the quality of the staff through the use of the following five-step process for selecting and hiring qualified candidates. Throughout the process, teachers will be evaluated on planning, experience, critical thinking, respect and humility, communication, professionalism, motivation, ability to motivate others, and responsibility. Step One: Candidate submits an application, resume, and cover letter. Step Two: School director separates candidates into three categories: very strong, good, and weak. Very strong candidates are invited for an interview and to teach a sample lesson. Good candidates are scheduled for an online digital interview. If the digital interview is strong, the candidate will receive an invitation to attend an in-person interview and teach a sample lesson. Weak candidates are sent a message of acknowledgment. Step Three: Candidates come for the in-person interview and teach a sample lesson. For administrative positions, UPA may ask for additional documentation pertinent to their application. If the candidate has potential but would not be an appropriate hire at the time, UPA will put them in the “applicant xxxxxx,” an internal database of individuals who, after more experience teaching or with additional training, may be possible hires in the future. Step Four: If the lesson and interview demonstrates that the candidate is strong, UPA will then request references and transcripts. If UPA is still unsure about the candidate’s potential for success at United Preparatory Academy, UPA may ask for additional mate...
Staffing and Human Resources. The leadership team at United Preparatory Academy will consist of the following positions.
Staffing and Human Resources. Organizational Chart Roles and Responsibilities Overview Necessary Instructional Skills & Expertise Staff Recruitment
