Director, Substitute & Seasonal Staffing

We need to output HTML fragment with sections for headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. The posting includes Salary Range: $91,317 - $143,730. So Pay section should be included. Schedule? It mentions "Primary Location Talent Operations (940F) Job Central Office Schedule Regular". So schedule: Regular. So include Schedule section. Benefits? Not mentioned explicitly. No benefits details. So omit Benefits. About the role: we have Job Summary paragraph. Could be About the role. Responsibilities: Essential Functions list. Requirements: Minimum Requirements. Qualifications: maybe Demonstrated Knowledge Of and Demonstrated Ability To? Those could be Skills. But we have Skills section: we can put Demonstrated Knowledge Of and Demonstrated Ability To as Skills. Qualifications maybe education and experience? Actually Minimum Requirements includes education and experience; that could be Qualifications. But we already have Requirements. The instruction: use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We need to decide mapping. Typically Requirements = minimum requirements. Qualifications = preferred qualifications (maybe Master's preferred). Skills = knowledge, skills, abilities. We'll include all that have content. We must not repeat job title as heading. No Job ID etc. Remove boilerplate: disclaimer, nondiscrimination, primary location? Actually primary location is metadata; we could fold into short p or drop. The instruction: "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it." So we can include a short p for location and schedule? But schedule we already have a section. Location maybe we can include in About the role? Better to drop or include as a short p before sections? The instruction: output only HTML fragment; we can include a

for location and maybe union info? But union info is minor metadata. Could include a short p at top: "Location: Talent Operations (940F), Central Office. Union: Not represented by a union." But they said fold minor metadata into a short

or drop it. We'll include a short p. Now we need to preserve all substantive information; do not invent or summarize away detail. Must not omit details. So we need to include all essential functions, minimum requirements, demonstrated knowledge/skills, etc. We must use

for section headings. Use

• for any list of duties/requirements/benefits, and

  for prose. We need to decide what is list vs prose. Essential Functions is a list of duties; we can make each bullet as

• . However the essential functions are long sentences; we can still list each as
• . Similarly Minimum Requirements can be list. Demonstrated Knowledge Of and Demonstrated Ability To can be list under Skills. Pay: we have salary range; we can put in

  . Schedule: we have Regular; we can put in

  . About the role: Job Summary paragraph(s). We'll put as

  . Now we need to ensure we don't create sections with filler like "commensurate with experience". Not present. Now produce HTML. Let's extract content. Job Summary: multiple paragraphs. We'll combine into maybe two

  but can be one

  with line breaks? Better to keep as separate

  for each paragraph. Paragraph 1: "The Director of Substitute and Seasonal Staffing provides strategic and operational leadership for the School District of Philadelphia's substitute workforce and seasonal staffing programs, including the comprehensive planning, recruitment, selection, placement, and deployment of staff required to support summer programming. Ensures that schools and offices have access to a qualified, appropriately credentialed, and responsive substitute workforce across multiple employee groups, including teachers, school leaders and administrators, paraprofessionals, and other classifications as assigned. Develops strategies to maintain adequate substitute pools, monitors daily and long-term staffing needs, analyzes utilization and vacancy trends, and partners with school and District leaders to address emerging workforce needs. Leads the District's annual summer staffing operation. This includes developing and executing a comprehensive staffing plan in partnership with Academic Services, Student Support Services, Special Education, Operations, Payroll, Budget and Management Services, and other offices responsible for summer programs. The Director ensures that summer positions are identified, posted, filled, processed, and ready for employees to begin work according to established program timelines. Leads the T-IV process and T-IV committee and ensures that postings are reviewed by the unions prior to the opportunity being advertised. Serves as the Office of Talent's subject matter expert for substitute and seasonal staffing and is responsible for developing scalable systems, processes, and service standards that ensure continuity of instruction and operations throughout the year" Paragraph 2: maybe none; the rest is Essential Functions. We'll treat that as About the role. Now Responsibilities: Essential Functions list. Let's extract each bullet: - Provides strategic leadership and day-to-day oversight of the District's substitute staffing program across assigned employee classifications. - Develops and implements comprehensive strategies to recruit, select, onboard, deploy, and retain a qualified substitute workforce. - Oversees substitute staffing for teachers, administrators, paraprofessionals, and other employee groups as assigned. - Establishes appropriate substitute pool targets based on historical utilization, employee absences, vacancies, leave trends, school needs, and anticipated workforce demand. - Monitors substitute fill rates and identifies schools, positions, and geographic areas experiencing persistent coverage challenge. - Develops targeted interventions to improve substitute availability and fill rates. - Establishes processes for long-term substitute assignments and other extended coverage needs in accordance with applicable collective bargaining agreements, District policies, and regulatory requirements. - Partners with school leaders and Talent staff to respond to urgent and emerging staffing needs. - Develops strategies to reduce reliance on emergency staffing solutions and improve continuity of instruction and services. - Leads the District's comprehensive annual summer staffing process from workforce planning through employee placement and payroll readiness - Increases employee engagement and fosters collaboration. - Develops an annual summer staffing project plan with clearly established milestones, responsibilities, deadlines, and escalation protocols. - Partners with District offices to identify anticipated summer programs, staffing models, position requirements, work locations, schedules, and projected staffing need. - Coordinates the creation and posting of summer employment opportunities. - Oversees application, eligibility, selection, placement, and notification processes for summer employees. - Establishes centralized tracking mechanisms to monitor staffing progress across all summer programs - Ensures employees meet applicable certification, clearance, qualification, and employment requirements before beginning assignments. - Partners with Payroll, Budget and Management Services, HRIS, and program offices to ensure assignments, compensation, funding, and employee records are accurately established before programs begin. - Leads troubleshooting and escalation of summer staffing issues. - Conducts a post-summer review to evaluate staffing outcomes, identify operational challenges, and recommend improvements for the following year. - Develops year-round recruitment strategies to maintain robust substitute talent pipelines. - Develops targeted recruitment strategies for hard-to-fill subjects, certifications, employee classifications, and geographic areas. - Collaborates with the Talent Acquisition team on recruitment marketing, hiring events, referral strategies, and candidate engagement. - Develops strategies to convert high-performing substitutes into permanent District employees when appropriate. - Establishes and monitors key performance indicators for substitute and seasonal staffing, including fill rates, pool size, utilization, time-to-fill, candidate conversion, assignment acceptance, and school-level staffing trends. - Uses workforce data to forecast staffing demand and recommend changes to recruitment and deployment strategies. - Develops dashboards and regular reports for Talent and District leadership. - Ensures substitute and seasonal staffing transactions are accurately reflected in applicable HR'S, applicant tracking, absence management, and payroll systems. - Leads the T„IV Committee weekly meetings; follows up with the unions and offices requesting the T-IV and resolves concerns in a timely manner; works with Recruitment for the posting of positions for summer programs and throughout the year. - Partners with the Director of Talent Support Services to identify system improvements, data-quality concerns, automation opportunities, and process efficiencies. - Conducts regular audits to ensure staffing records are complete and accurate. - Establishes clear service standards for substitute and seasonal staffing. - Serves as a primary escalation point for complex substitute and summer staffing concerns. - Develops clear communications, guidance, timelines, and resources for principals, hiring managers, program leaders, employees, and candidates. - Builds strong partnerships with Academic Services, Special Education, Student Support Services, Operations, Payroll, Budget and Management Services, Information Technology, Employee and Labor Relations, Certification, and other offices necessary to successfully execute substitute and seasonal staffing. - Ensures school leaders receive timely information regarding substitute availability, staffing processes, and available supports. - Supervises assigned professional and support staff responsible for substitute and seasonal staffing. - Establishes performance expectations and ensures accountability for service delivery and operational outcome. - Develops standard operating procedures, calendars, workflows, and escalation protocols. - Manages assigned budgets, contracts, vendors, and resources. - Provides regular updates to the Deputy Chief of Talent Acquisition and Chief Talent Officer regarding staffing trends, risks, and recommended actions. - Performs other duties as assigned. We'll list each as

• . Now Requirements: Minimum Requirements. Let's extract: - Bachelor's degree from an accredited college or university in Human Resources, Business Administration, Education, Public Administration, Organizational Leadership, or a related field. - Seven years of full-time, paid, professional, progressively responsible human resources, talent acquisition, staffing, workforce planning, school district administration, or a related field. at least three of which have been in an administrative or supervisory capacity. - Master's degree preferred. - OR Master's degree from an accredited college or university in Human Resources, Business Administration, Education, Public Administration, Organizational Leadership, or a related field. - Five years of full-time, paid, professional, progressively responsible human resources, talent acquisition, staffing, workforce planning, school district administration, or a related field. at least three of which have been in an administrative or supervisory capacity. We need to preserve the OR condition. Could present as two alternative paths. We'll keep as list items but note OR. Now Qualifications: maybe we could include "Demonstrated Knowledge Of" and "Demonstrated Ability To" as Skills. But Qualifications could be education/experience? However we already used Requirements for that. Qualifications could be preferred qualifications (Master's preferred). But we already have Master's preferred in Requirements. Might be redundant. Perhaps better to treat Requirements as minimum, Qualifications as preferred (Master's degree preferred). But we already have that. Let's think: The instruction says use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). They are examples; we can choose which to include based on content. We have content for Requirements (minimum). We have content for Skills (knowledge, skills, abilities). We have content for Pay (salary range). We have content for Schedule (Regular). We have content for About the role (Job Summary). We may not need Qualifications separate if we already covered in Requirements. But we could put Qualifications as "Master's degree preferred" but that's already in Requirements. To avoid duplication, we could omit Qualifications section. The instruction: "Prefer a few substantive sections over many thin ones." So we can omit Qualifications if it's thin. We'll include only About the role, Responsibilities, Requirements, Skills, Pay, Schedule. Now Skills: Demonstrated Knowledge Of and Demonstrated Ability To. Demonstrated Knowledge Of list: - high-volume recruitment and staffing practice. - workforce planning and staffing forecasting. - substitute and contingent workforce management. - applicant tracking and Human Resources Information Systems. - public education staffing practices and certification requirements. - collective bargaining agreements and their impact on staffing and employee assignments. - project and program management. - data analysis and performance measurement. - supervisory methods and techniques. Demonstrated Ability To list: - lead complex, high-volume staffing operations involving multiple employee groups and stakeholders. - develop and execute