District Performance Management Liaison (SY26-27)

POSITION OVERVIEW

The District Performance Management Liaison position resides in the Office of Human Resources within the Operations Division of the Boston Public Schools, reporting to the Director of Evaluation and Performance Management. The District Performance Management Liaison is responsible for providing direct implementation support and customer service to school-based and central office leaders and leadership teams; developing and enhancing resources and professional learning opportunities; promoting district-wide coherence through cross-functional collaboration; and promoting higher levels of clarity, support, accountability, and equity district-wide to improve educator performance and learning outcomes for all students while closing opportunity gaps. The District Performance Management Liaison will serve in a mid-level manager role within the Office of Human Resources.

RESPONSIBILITIES

• Direct Support to Leaders and Leadership Teams
• Provide targeted and intensive support to school-based and central office leaders and their leadership teams.
• Ensure equitable implementation of performance management.
• Facilitate evaluator calibration activities within and across schools.
• Create, share, and norm on a vision of effective practice.
• Develop and use effective systems and structures for supervision.
• Build supervisor capacity.
• Provide executive coaching and consultation to leaders.
• Coordinate and consult with leaders/supervisors on under-performing employee support and evaluation, and on Performance Improvement Plan (PIP) implementation.
• Developing and Delivering High-Quality Professional Learning and Resources
• Support the improvement and calibration of district-wide performance management practices.
• Collaborate with the Performance Management Team to focus intensive performance management support to schools at risk for moving into Turnaround Status.
• Develop and deliver professional learning opportunities to educators, administrators, and non-instructional district staff.
• Collaborate with the Performance Management Team to focus intensive performance management support in central office departments, leading to improved services to schools.
• Direct Supervision and Evaluation of Educators
• Manage a caseload of teachers, implementing BPS’ performance management system, including:
• Review, assess, and approve teachers’ self-assessments and goals.
• Create and oversee Educator Development Plans according to state regulations.
• Use BPS’ rubrics to observe educator practice (through classroom observations) and submitted artifacts.
• Deliver ongoing written and verbal feedback to educators about their performance.
• Regularly track, measure, and communicate educator growth and development outcomes through the district’s online performance management system and to authorized BPS staff and constituencies when necessary.
• Support teacher growth through planning and modeling in identified areas of need.
• Participate in co-observations and norming activities to ensure accuracy and validity of evaluation process.
• Communicate regularly with school leaders regarding educators’ practice.
• Manage and coordinate complex scheduling, deadlines and necessary paperwork.
• Human Resources Cross-Functional Teams
• Supporting and managing the growth, retention, and placement of permanent educators without positions.
• Other cross-functional activities and projects as assigned or approved by the Director.

QUALIFICATIONS

• Required:
• Master’s Degree in Education or related field.
• Active and valid MA DESE Educator license.
• SEI Endorsement or MA DESE licensure in ESL, or ability to obtain one of these within one year of start.
• Deep knowledge of content and instruction, with at least three years of PreK-12 teaching experience, preferably in high-need schools or with high-need populations, and a proven track record of raising student achievement.
• Significant experience observing and providing direct and actionable feedback to teachers, both written and verbal, that leads to immediate teacher improvement.
• Significant experience improving teacher performance as a school administrator, instructional coach, or teacher mentor.
• Significant experience with teacher evaluation systems in Massachusetts or elsewhere.
• Significant experience providing professional development to teachers or other staff.
• Outstanding critical thinking skills, attention to detail, and organization skills.
• Excellent oral communication and writing skills.
• The ability to communicate compelling feedback that motivates others, impacts instruction and accelerates student achievement.
• The ability to work independently and manage multiple responsibilities simultaneously.
• A commitment to constant learning and improvement, in both your own work and the work of others.
• Outstanding interpersonal, communication and teamwork skills, including the ability to collaborate, attain and grow effective partnerships to meet common goals.
• Preferred:
• Masters or advanced graduate study in Education Administration.
• Active and valid MA Principal/Assistant Principal, Superintendent/Assistant Superintendent, or Director/Supervisor license.
• Excellent analytical skills, including experience working with qualitative and quantitative teacher performance data.

Terms

Managerial, C53.

Compensation Range

$121,748 (starting) to $125,478 (max)

(Full time, 246 days, July 1 through June 30).

See Superintendent’s Circular #HRS-HS05, Managerial Conditions of Employment for more details.