Managing Director of Classroom Management and Culture

About the role

The RMP Promise

Rocky Mountain Prep is a diverse and dynamic community of educators, families, scholars, and advocates committed to reimagining what excellent public education looks like in Colorado. We are a network of 12 rigorous and loving schools serving children from 12 weeks through 12th grade across the Denver metro area. Grounded in our PEAK values—Perseverance, Excellence, Adventure, and Kindness—we work relentlessly to ensure every student, especially those historically marginalized by systemic inequities, is prepared to thrive in college, career, and life. At RMP, we draw strength from the diversity of our racial, cultural, linguistic, and lived experiences, equity is our commitment, and inclusion is our daily practice. We believe that by combining high expectations with deep belonging, we can create joyful, affirming spaces where every child and adult can realize their full potential.

Responsibilities

• Analyze daily and weekly ADA data by grade level and classroom to identify gaps, trends, and root causes.
• Coach deans to build and run daily attendance routines (morning sweeps, real-time family outreach, late-arrival protocols).
• Coach deans to train and calibrate front-office and culture staff on accurate, timely attendance coding.
• Partner with Operations and Schools teams to resolve systemic barriers to attendance (transportation, scheduling, communication).
• Model and co-facilitate family-outreach conversations for chronically absent students alongside deans.
• Analyze regular-attendance trends (students attending ≥90% of school days) to identify early-warning patterns by grade and cohort.
• Coach deans to prioritize coaching and family-engagement supports based on data-driven problem solving.
• Manage design, administration, and analysis of quarterly family and student perception surveys.
• Coach deans to plan and promote school events and routines that build family trust and connection to campus.
• Partner with the regional Schools team to align tracking mechanisms and campus-level regular-attendance strategy.
• Analyze enrollment, withdrawal, and re-enrollment data to identify persistence gaps, trends, and patterns by campus and grade band.
• Coach deans to interpret the Code of Conduct, apply consequences consistently, and implement a campus-wide rewards system.
• Coach deans to build and execute tiered behavior support plans for students with the highest persistence risk.
• Track student participation in clubs, extracurriculars, and belonging-building activities as leading indicators of persistence.
• Partner with the Schools team and campus leadership to align persistence tracking and intervention strategy across the network.
• Coach deans to design and run a structured new-teacher onboarding and check-in cadence through the first 90 days and beyond.
• Coach deans to deliver real-time, in-classroom feedback to new teachers using RMP’s coaching cycle, and to calibrate on what “good” looks like.
• Observe dean–new-teacher check-ins and coach deans on clarity, directness, and warmth of feedback delivery.
• Partner with the People and the Schools team to review new-teacher engagement and retention data quarterly and adjust support plans.
• Coach deans on motivation and influence strategies so they understand what their new teachers need to stay and grow.
• Coach deans to plan events and routines that build connection and belonging among new teaching staff.
• Partner with campus principals and the Achievement team to sequence dean development priorities and adjust based on data.
• Model classroom management and culture practices in-field, engage deans in the coaching cycle, and assess — with principal input — dean mastery of core levers (e.g., classroom observation and accurate diagnosis, follow-up and coach-to-mastery, monitoring student culture, preventing and responding to misbehavior, building trust and team).
• Schedule monthly performance conversations with the principal and dean to review driving-goal progress.
• Partner with FACE and Achievement Teams to design and facilitate cohort professional learning (e.g., a Dean/New Teacher Coaching Institute) grounded in campus and student data.

Qualifications

• Bachelor’s degree required; Master’s degree preferred.
• Teaching experience required; dean, assistant principal, or other school-based culture/behavior leadership experience required; enterprise-level experience required with a record of results.
• Mastery of a classroom management and culture coaching framework (e.g., Leverage Leadership, Get Better Faster, or RMP’s internal equivalent).
• Ability to coach and influence deans and school leaders without direct authority over them.
• Ability to coach new teachers using a developmental, asset-based coaching model.
• Ability to coach deans to establish and run a campus-wide behavior management system.
• Familiarity with the Colorado Department of Education (CDE) accountability framework and School Performance Framework (SPF), including how attendance, persistence, and growth metrics roll up to a campus’s rating.
• Comfortable and skilled at managing others to results through motivation and influence rather than positional authority.
• Exceptional design and facilitation of adult professional learning programs and sessions.
• Successful experience with project planning and execution of multi-session professional development sequences.
• Ability to execute organizational strategy at the campus and network level.

Benefits

• Paid Time Off – including vacation, personal, and sick days
• 5 Weeks of Paid Organizational Holidays – including Winter and Summer breaks
• Comprehensive Health Insurance – medical, dental, and vision coverage, with 100% of medical coverage for employee-only plans.
• Retirement Through PERA – Public Employees' Retirement Association of Colorado
• Paid Leave of Absence Options – including parental, medical, and disability leave
• Mental Health & Wellness Support – to help you thrive personally and professionally
• Pre-Tax Accounts – flexible spending accounts (FSA), dependent care accounts, and health savings accounts (HSA)

Pay

$120,000 - 170,000 annually. This range reflects the full growth potential of the role over time. Rocky Mountain Prep typically expects to place candidates in the lower- to middle-range, depending on experience, qualifications, and internal equity considerations.