The Manager of Employee Effectiveness leads strategic planning, development, and implementation of key initiatives connected with performance management of staff who serve in various district office and school non-instructional assignments. The Manager will lead the design of employee evaluation models, rubrics, and processes to support the authentic assessment of professional performance and impact of staff across various roles in the district, in such a way that they inform systemic leadership development and employee career development. The Manager will also focus on support for people managers so that employee evaluations drive a cycle of performance management to support staff professional growth and success in their roles. Key initiatives include, but are not limited to: (1) the implementation of 360 feedback surveys to assess people manager performance with feedback from those team members whom they support; (2) the design of competencies to reflect professional standards across various roles and levels of leadership within the district; and (3) professional learning and calibration of evaluators in district and school-based roles to support consistency in evaluation implementation and meaningful feedback experiences of team members.
Essential Functions
- Leads initiatives to build and maintain alignment of evaluation model and implementation experiences with district policy, state requirements (where applicable), and research-based practices.
- Coordinates the development and communication of guidelines, expectations, and opportunities for professional learning related to the implementation of employee evaluations in such a way that aligns with district initiatives, leverages existing professional development and career pathway structures, and that supports student success.
- Conducts research and data analysis regarding best practices for urban district leadership, employee performance development, evaluator calibration, employee retention, and employee career development. Prepares statistical and/or narrative reports surfacing key policy questions for senior leadership (e.g., chief officers, executive directors) based on such research and analysis.
- Analyzes student and district outcome and employee evaluation data to identify challenges and successes in implementing employee evaluations and to support various stakeholders in the strategic use of performance data to support professional development and increase student success.
- Prepares statistical and/or narrative reports surfacing key policy questions and recommendations for senior leadership (e.g., chief officers, executive directors) based on such analysis.
- Plans and implements stakeholder engagement initiatives to inform development and implementation of evaluation initiatives and activities. This engagement should inform new evaluation design work as well as to iterate upon existing evaluation models and resources.
- Prepares materials for and delivers presentations to key stakeholder groups. This includes facilitating decision-making processes with senior district leaders and adapting project plans based on their decisions.
- Creates and disseminates resources that are differentiated for people managers and individual contributors and develops and provides professional and technical assistance for various district and school stakeholders to ensure evaluation components are completed with fidelity and in accordance with Board policy and district guidance.
- Leads the development and maintenance of training resources for professional development or evaluator calibration and assessment in the use of professional practice frameworks. This includes but is not limited to refining guidance, tracking completion of professional development and/or calibration assessment results, developing and monitoring the use of training materials and videos, and evaluating quality of professional development and employee evaluation implementation.
- Adjusts the professional practice framework development process by collecting frequent feedback from the field and leads quality control and protocol compliance efforts related to the use of professional practice frameworks.
- Plans and delivers professional development activities for people managers and individual contributors during typical work hours, after a typical workday, in the evening, on Saturdays, and during the summer.
- Establishes and maintains strong, positive working relationships with state, district, school, and community stakeholders, as well as counterparts in other LEAs.
- Represents Baltimore City Public Schools to stakeholders across the district, serving as a key ambassador and conveying the district's strategies, priorities, and core values always.
- Manages internal and external facilitator relationships and vendor relationships, including onboarding/ orienting third party partners to City Schools' educator leadership, retention, and development approaches.
- Quickly builds trust, credibility, and goodwill with a wide range of diverse employees.
- Ensures all aspects of development incorporate and strengthen the district's commitment to racial equity and inclusion.
- Recommends new approaches, policies, and procedures to effect continual improvements in efficiency of department and services performed.
- Keeps abreast of changes in City Schools' policies, procedures, and negotiated agreements.
- Performs and promotes all activities in compliance with equal employment and nondiscrimination policies; follows federal laws, state laws, school board policies and the professional standards.
Maximum Salary
106872.00
Minimum Salary
94997.00
Desired Qualifications
- Bachelor's degree required. Degree must be from an accredited college or institution.
- Minimum of five years of related professional experience in evaluations or performance management required, ideally in a school, district office, or education-related organization, with two years serving as a people manager or a team member with team leadership role preferred.
- Experience creating and/or implementing structures to ensure employees receive feedback on their practice and impact, connected with support and strategic retention strategies required.
- Proven track record of stakeholder engagement in establishing goals and designing strategies to meet goals.
- Ability to communicate effectively verbally and in writing, with technical and non-technical audiences, including when conducting formal presentations and preparing reports.
- Exceptional research and project management skills.
- Excellent interpersonal and organizational skills with demonstrated ability to identify, prioritize, and organize tasks to accomplish assigned and self-generated tasks efficiently and effectively.
- Demonstrated ability to work collaboratively with teams and independently.
- Ability to remain flexible in a creative and challenging work environment.
- Advanced skills in the use of Windows environment and applications including Microsoft Word, Excel, PowerPoint, and Outlook.
Full time or Part time
Full time
Additional Details
Qualified candidates for the above position must submit the following:
- Completed online application
- Resume that clearly demonstrates the above minimum qualifications. It is important that you include all experiences and education related to the position to which you are applying.
- Upload copies of all transcripts -undergraduate, graduate and all MSDE Certifications
- Must provide three (3) professional references to include: name, title, business address, e-mail address and phone number
- All documentation/certification necessary (scanned copies accepted) to substantiate minimum qualifications; must be uploaded into application
- All documentation must be scanned and uploaded to application
Benefits -- This position is eligible for benefits. To review the available options please see the information relevant to the union for this position by viewing the following link: http://www.baltimorecityschools.org
- Baltimore City Public Schools ("City Schools") does not discriminate in its employment, programs, and activities based on race, ethnicity, color, ancestry, national origin, nationality, religion, sex, sexual orientation, gender, gender identity, gender expression, marital status, pregnancy or parenting status, family structure, ability (cognitive, social/emotional, and physical), veteran status, genetic information, age, immigration or citizenship status, socioeconomic status, language, or any other legally or constitutionally protected attributes or affiliations. Discrimination undermines our community's long-standing efforts to create, foster, and promote equity and inclusion for all. Some examples of discrimination include acts of hate, violence, harassment, bullying, or retaliation. For more information, see City Schools' City Schools also provides equal access to the Boy and Girl Scouts and other designated youth groups.
For inquiries regarding the nondiscrimination policies, please contact the Equal Employment Opportunity Manager, 200 E. North Avenue, Room 208, Baltimore, MD 21202; 410-396-8542 (phone); 410-396-2955 (fax). This position is not affiliated with any bargaining unit. This position is affiliated with the City Retirement Plan.
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