Assistant Principal of Culture - Camden

Job Description

Here's what you need to know:

We are hiring for Assistant Principals of Culture across all grade-bands (ES, MS, and HS) for next school year. The Assistant Principal of Culture is the ultimate conduit between all stakeholders - and their utmost priority is to enhance a culture of safety, achievement, respect, and well-being of the campus community, while building a model that instills strong and mutually respectful relationships with students, staff, and the network at large.

In addition to serving on the leadership team, the AP of Culture will work closely with the School Leader to set the school’s vision, design systems and structures, and assist in key hiring for school needs. This will include spearheading performance management of all culture team members, teachers, and related staff. The AP of School Culture must have the ability to collaborate with other leaders in the building, and provide effective professional development, in order to drive outcomes for all. Other responsibilities include ensuring all compliance deadlines are met, while also leading school-wide plans for rituals, traditions, celebrations, and other duties as assigned.

Here's what you'll be doing:

Serve as a key member of the school’s leadership team:

Actively engages with the entire team to problem solve and operationalize whole school management decisions

Promotes focused alignment between their teams and the priorities of both the school and the region

Co-own the vision for school culture, alongside the school leader, and invest the LT in the vision and systems for culture

Design and drive key school culture systems, priorities, and initiatives, and progress monitor outcomes

Monitor, analyze, interpret and share school culture data and ensure that the leadership team problem solves culture data

Recommends hiring and termination decisions for school staff

In partnership with the school leader, develop vision for school culture and conduct professional development on the routines, procedures, and structures that support that vision:

Actively develops healthy school culture, grounded in safety and kindness, where students are able to engage and find joy in learning

Develop school-wide proactive and reactive procedures and routines; incentives, rewards, and consequences for student behavior; and data tracking such that the team can collect and analyze key culture data

Craft and lead professional development on the school's vision for student culture and the corresponding routines, procedures, and consequences

Consistently reinforce high expectations for all students and all staff - all the time

Creates a culture in which teachers build strong and lasting relationships with all students

Celebrates and shows appreciation regularly for teammates

Actively develops school culture where teachers find joy in teaching and student learning

Builds an inclusive student environment, ensuring that all student voices are heard and incorporated

Speaks to violations of culture and holds staff accountable to values / professional infractions with interactions with kids

Lead a team of culture leaders, support staff, and instructional staff to develop skills, competencies, and drive toward ambitious outcomes:

Build strong teams characterized by trust, investment in goals, and ownership

Work with members of culture team to set individual goals based on school-wide goals and student data;

Manage the performance of culture teammates to get outcomes for kids through O3s, observation/feedback, and professional development;

Conduct weekly O3s with direct reports and hold them accountable to goals

Conduct regular classroom observations with members of culture team

Identify high potential talent and develop accordingly, manage performance with the support of the school leader, manage the growth and capacity building of next-ready leaders

Develop intentional opportunities to engage families:

Lead and drive vision for proactive and reactive family engagement

Oversee proactive school-wide family engagement structures (family events, volunteer opportunities, etc.)

Create and teach staff to use consistent family communication systems

Facilitate family meetings with teachers and families of students to highlight strengths and strategically plan to support improvement in areas of challenge for students

Handle culture-based concerns brought to school leadership by families, community, or community agencies

Communicate with families to provide updates/feedback of behavior plans for our students who need additional or targeted supports

Attend and support at-risk for retention conferences as needed

Oversee reactive discipline policies and decisions:

Lead and drive vision and systems for reactive discipline, including student consequences and restorative practices

Act as final decision-maker, in collaboration with school leader, for all out-of-school suspensions

Spot trends in removals and suspension and work with culture team, classroom teachers and support staff to reduce that student's referrals and increase his/her ability to meet the school-wide culture expectations

Oversee State Compliance Expectations:

Ensures that all records for state SSDS system and harassment, intimidation, and bullying investigations are thorough and completed in a timely manner

Ensures that culture team members maintain thorough and up-to-date records in response to student disciplinary incidents and teacher referrals

Drives instructional vision through instructional coaching:

Develops the capacity of teachers in achieving results through observations, walkthroughs, real time coaching, and data analysis through O3s focused on student data and coaching towards goals

Audits, analyzes, and progress monitors data weekly

Designs and leads high quality professional development such that it results in improved teacher effectiveness

Ensures there’s an effective testing environment, investment, and procedures for testing

Ensures each direct report has a high quality performance management process including regular observations, assignment of micro-goals, and thoughtful, written evaluations

Identifies top performing teachers at regular points throughout the school year and works strategically to retain them

Manages struggling performers through goal setting and increased support. Manages out low performers when necessary