TRENTON BOARD OF EDUCATION
Human Resources Manager- School Base
QUALIFICATIONS: 1. Bachelor’s degree from an accredited college or university.
2. Master’s degree in education, public policy or related field
preferred.
3. Knowledge of K-12 staffing practices and policies.
4. Knowledge of Turn-Around Schools’ Principles.
5. Ability to analyze data.
6. Demonstrate knowledge of educational policy and practice.
7. Experience in consensus building.
8. Ability to motivate and lead a diverse set of stakeholders toward a
common goal.
JOB GOAL
This is an extraordinary opportunity for an individual with skills in talent development practices to share expertise and knowledge they have gained in an effort to improve the district’s lowest performing schools. This position will play an essential role in increasing student performance and the quality of instruction by providing support to the district’s schools to recruit, retain, and develop effective teachers and school leaders. This position will provide the requisite leadership to support the district’s effort to build capacity and school leaders to develop and implement effective staffing practices. He/She will be experienced with teacher and principal evaluation processes and knowledgeable of best practices to inform improvements.
REPORTS TO: EXECUTIVE DIRECTOR OF HUMAN RESOURCES, NEGOTIATIONS AND
LEGAL AFFAIRS
PERFORMANCE RESPONSIBILITIES:
<!--[if !supportLists]-->1. <!--[endif]-->To provide the requisite leadership support to the schools in developing the skills to better recruit, retain, and develop effective principals and teachers.
<!--[if !supportLists]-->2. <!--[endif]-->Serve as the direct linkage between the schools to the Department of Human Resources for all hiring and staffing issues. Works collaboratively with DOE RAC leadership.
<!--[if !supportLists]-->3. <!--[endif]-->Provide professional development to school leaders to implement effective staffing practices connected to the recruitment, retention and development of effective teachers.
<!--[if !supportLists]-->4. <!--[endif]-->Assist in increasing the number of teachers identified as effective or highly effective using the new teacher evaluation system.
5. Work collaboratively with the Senior Administration Team, schools, and departments to implement teacher and evaluation systems to increase the number of effective teachers and school leaders.
<!--[if !supportLists]-->6. <!--[endif]-->To develop positive working relationships with the district’s union leadership to ensure collaborative relationships and transparency in the hiring and staffing process.
<!--[if !supportLists]-->7. <!--[endif]-->To ensure that the collective bargaining agreements provisions are properly implemented as it pertains to vacancies, hiring, transfers, and recommendations for terminations.
<!--[if !supportLists]-->8. <!--[endif]-->To work with the Senior Administration Team to develop and implement a rigorous evaluation process to address the student achievement gap in the schools.
<!--[if !supportLists]-->9. <!--[endif]-->To provide assistance in the development of metrics to monitor staff attendance and its impact on student achievement and to monitor the turnover of staff in the schools.
<!--[if !supportLists]-->10. <!--[endif]-->To review and monitor submission of staff evaluations for the schools and to work with the Assistant Superintendents; which provide oversight over the schools, for any follow up required for evaluations.
<!--[if !supportLists]-->11. <!--[endif]-->To identify areas of need and impact of interventions to address leadership and staffing issues.
<!--[if !supportLists]-->12. <!--[endif]--> To take leadership role in internal and external communications related to all HR Programs, polices, and procedures as it relates to the schools.
<!--[if !supportLists]-->13. <!--[endif]-->To work with the Human Resources staff to streamline the hiring process for perspective teacher and leader candidates for the schools. To monitor the processing of Personnel Action Request Forms (PARS) to ensure that the items reach the appropriate department and are placed on the Board Agenda in a timely manner.
<!--[if !supportLists]-->14. <!--[endif]-->To work with the Management Information System (MIS) Department in the development of a dashboard to collect and link evaluation, professional development, personnel and academic data points.
<!--[if !supportLists]-->15. <!--[endif]-->To serve as a key leader on topics relating to teacher and principal effectiveness, while successfully accounting for the operational complexities associated.
<!--[if !supportLists]-->16. <!--[endif]-->Coordinates with and certifies personnel information to the Payroll Department for all school based personnel.
<!--[if !supportLists]-->17. <!--[endif]-->Monitors the maintenance of school based personnel records and the prompt submission of reports when requested.
<!--[if !supportLists]-->18. <!--[endif]-->Assists with the review of trends for future educational needs pertaining to staff and helps prepare plans for in-district internship programming to foster expansion of potential administrative personnel.
<!--[if !supportLists]-->19. <!--[endif]-->Works with the HR Analyst to monitor staff attendance patterns at schools. Works with the principals to develop corrective action plans to address any attendance issues with staff at schools.
<!--[if !supportLists]-->20. <!--[endif]-->Ensures that the SMID information is entered on a regular basis by working with the Data Specialist and verifying all information.
<!--[if !supportLists]-->21. <!--[endif]-->Ensures the timely submission of all state and federal reports as it pertains to staffing reports. Works collaboratively with the HR Manager for the Business office, and Central Services for the accurate submission of reports and addressing all audit requests in a timely manner.
<!--[if !supportLists]-->22. <!--[endif]-->Ensures the timely determination of salary for school based new hires, longevity, super maximum and outside credits.
<!--[if !supportLists]-->23. <!--[endif]-->Coordinates all aspects of the Provisional Teachers Program and Leader to Leaders, as well as any other provisional administrator as assigned by the Executive Director for Human Resources, Negotiations, and Legal Affairs and/or the Superintendent of Schools.
<!--[if !supportLists]-->24. <!--[endif]-->Supervises, implements and is responsible for the efficient maintenance, operation, and management of the district’s computer data base for personnel records of school based employees, in order to provide comprehensive, efficient, accurate, and current records of all matters pertinent to employment and employment related areas such as transfers, tenure, retirement, leave of absences, and promotion for all school based personnel and others as assigned.
<!--[if !supportLists]-->25. <!--[endif]-->Monitors the preparation of all pre-employment documents for new hires.
<!--[if !supportLists]-->26. <!--[endif]-->Monitors the process for interviewing applicants, checking references and verifying the personal information for all school based personnel.
<!--[if !supportLists]-->27. <!--[endif]-->Coordinates and monitors the vendor which provides substitute services for all school based personnel.
<!--[if !supportLists]-->28. <!--[endif]-->Directs the administration of the Unemployment Compensation Program, salary increments and verification of employment for all school based personnel.
<!--[if !supportLists]-->29. <!--[endif]-->Conducts exit interviews and collects district materials from school based personnel leaving the district.
<!--[if !supportLists]-->30. <!--[endif]-->Performs any other duties as assigned by the Executive Director of Human Resources, Negotiations and Legal Affairs and/or Superintendent of Schools.
TERM OF
EMPLOYMENT: Twelve (12) Months
BARGAINING UNIT: Confidential
SALARY: In accordance with the Confidential Administrator’s contract.
STATUS: Hourly___ Salaries_X__
Exempt___ Non-Exempt_X__
EVALUATION: Performance of the position will be in accordance
With the Board’s policies and procedures on evaluation.
BOARD APPROVAL: ____________________________