] Office of Human Resources - Montgomery County Public Schools

OFFICE OF HUMAN RESOURCES AND DEVELOPMENT → CLASSIFICATION → COORDINATOR, TEACHER STAFFING

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Coordinator, Teacher Staffing

MONTGOMERY COUNTY PUBLIC SCHOOLS CLASS DESCRIPTION
OFFICIAL TITLE: Coordinator CODE: 0660 SQ/OQ: Not Applicable
WORKING TITLE: Coordinator, Teacher Staffing GRADE: N MONTHS: 12
SUMMARY DESCRIPTION; PHYSICAL DEMANDS; AND SPECIAL REQUIREMENTS: Summary Description: Establishes and maintains a strong, positive working relationship with school principals and central office staff to support the sourcing, assignment, induction, retention, development and performance of high-quality candidates for all school based and central office teacher positions. Responsible for the administration and coordination of staffing and related Human Resources (HR) programs such as promotions, transfers, demotions, employee counseling, adverse actions, and terminations. Supports hiring managers in the planning for and assignment of educational staff including projected vacancies, transfer actions, long-term substitute teacher assignment and other HR implications that support the decision making process about the human capital management of a worksite. Assists hiring managers with analyzing relevant human capital data, make-up of the staff, teacher quality, teacher retention, absenteeism and other significant areas to improve in workforce excellence. Coordinators may supervise and assign work, develop and implement work plans and processes that focus on diversifying the teacher workforce. Supporting the screening and interview process to meet MCPS^s staffing needs with some support of recruitment activities. Collaborates with the Recruitment and Retention Team to source and qualify pools of candidates to address critical shortage areas. Collaborates with coordinators, supervisors, and directors within MCPS to achieve system^s hiring needs. Implements activities to attract and grow a diverse workforce. Must be able to develop and carry out required staffing plans and assignments collaboratively and independently. Physical Demands: Lifting of recruitment materials, 15- 25 pounds. Special Requirements: Frequent unpaid overtime and night/weekends. Light local and non-local travel required during the recruitment season. Limited use of leave during summer and peak months of and the recruitment and hiring season.
MINIMUM QUALIFICATION STANDARDS
KNOWLEDGE SKILLS ABILITIES: Thorough knowledge of Montgomery County Public School (MCPS) organization and the Board of Education. In depth knowledge of State and Federal laws, and rules and regulations governing employment, MCEA, MCAASP, and SEIU Local 500 agreements. Thorough knowledge of the principles, practices, and techniques of public personnel administration including recruitment, interviewing, placement, and counseling. Thorough knowledge and skill with electronic applicant and employee tracking systems. Knowledge of a variety of occupations and associated terminology. Considerable ability to objectively analyze and make recommendations on a variety of personnel actions. Exceptional interpersonal skills, customer service skills, interviewing, oral and written communications, leadership and supervisory skills, and the ability to maintain confidentiality. Ability to multi-task and work under tight deadlines. Knowledge of the Professional Growth Systems.
EDUCATION, TRAINING AND EXPERIENCE; CERTIFICATE AND LICENSE REQUIREMENTS: Education Training Experience:Master^s degree from an accredited college or university with course work in personnel administration, administration and supervision. At least three years of experience as a classroom teacher, administrator, or central office staff member, in a school system preferred. Other combinations of applicable education, training and experience which provide the knowledge, abilities and skills necessary to perform effectively in the position may be considered.Certificate License:Advanced Professional Teaching Certification with an Administrator I endorsement. Completed Observation and Analysis of Teaching (OAT) I or would complete OAT within one year of hire into the position.
OVERTIME ELIGIBLE: No

DUTIES AND RESPONSIBILITIES:

Example Duties:Keeps current with school student achievement data to ensure human capital needs are met to continually improve student outcomes. Analyzes hiring projections, MCPS^s operating budget, to identify strategies based on data from staff and student statistical profiles, Division of Long Range Planning and ERSC, and hiring statistics to project the number of candidates to recruit, interview, pre-qualify, and hire for the coming school year. Cultivates and maintains a strong, positive working relationship with hiring managers to support the assignment, onboarding, and induction, of high-quality candidates. Assists principals with finding high-quality candidates to meet individual school needs. Partners with and coaches hiring managers around their human capital analysis, including projected retirements, vacancies, shifts in enrollment, negative variances, new programs, long-term substitute teacher assignments, and creation of hiring plans to meet goals. Enhances principals^ abilities to effectively and efficiently manage human capital within their school by providing human resources data, related training, coaching, and best practices associated with recruitment, selection, hiring, and retention of staff that will allow principals to more effectively manage human capital issues within their schools. Advises and informs hiring managers on staffing policies and procedures pertaining to personnel/leave issues, position management, reduction in staffing, voluntary and involuntary transfers, and the priority placement of employees to ensure compliance with the MCEA negotiated agreement. Adheres to local, state, and national human resources policies, regulations, practices, and expectations to ensure district compliance and to manage the human capital needs of MCEA employees, applicants, and hiring managers in response to school staff and community inquires. Manages the employee life cycle for MCEA central office and school based employees. Ensures all contracted, professional employees are appropriately assigned to a position within their field of certification and placed on the correct salary schedule in accordance with their experience and credentials. Advises and informs employees on staffing policies and procedures pertaining to voluntary and involuntary transfers and the priority placement of employees to ensure compliance with the MCEA negotiated agreement, Human Resources laws, and MCPS policies. Screens, interviews, evaluates, and hires highly qualified candidates in alignment with staffing needs of the system. Establishes and monitors candidate pools for all subject areas, including advertised positions for promotional opportunities. Counsels and informs applicants on status of hiring profile according to local and state mandates recommending alternative routes to certification as appropriate. Evaluates candidates^ qualifications for hiring and decides which applicants to offer employment/open contracts. Determines and makes salary offers based on evaluation of credentials. Collects data and provides statistical analysis and information for reports requested by the executive staff member. Supervises position management of staff, resolves negative variances, and prepares transactions to ensure accuracy of employee work hours, location, and assignments. Collaborates cross office to support effective strategies to utilize human capital management to meet school, department, office, and district needs. Collaborates with multiple offices and hiring managers to make employee placements of involuntary transferred staff, staff returning from leave, and administrative placements. Collaborates with the Recruitment and Retention Team to identify critical needs areas, ^^keeping them warm^^ strategies, and structures the recruitment to hire processes. Participates in recruitment activities through job fairs and other recruitment events. Collects and analyzes job fair, recruitment activity, and hiring data to ensure there is a contiExample Duties2:nuous supply of talent. Leads or serves on Department of Certification and Staffing Project Teams. Networks with other school districts, businesses, and organizations to implement best practices. Supervises and evaluates staffing assistant for staffing team and staffing specialists according to negotiated contract. Performs related duties consistent with the scope and intent of this position.--Divyesh

This description may be changed at any time.