Framingham Schools Advertising For Coordinator of Talent Acquisition, Learning & Growth at $110,000

FRAMINGHAM – The Framingham Public School District is advertising for a Coordinator of Talent Acquisition, Learning & Growth. The position was posted on January 21, 2022.[broadstreet zone=”53230″]FRAMINGHAM – The Framingham Public School District is advertising for a Coordinator of Talent Acquisition, Learning & Growth. The position was posted on January 21, 2022.

This was an Assistant Director of Talent Acquisition, Learning & Growth, but when the former individual in the position left the district “then took the opportunity to reduce the position to a Coordinator position,” said Framingham Assistant Superintendent for Human Resources Inna London.

London said Brenda Maurao was in the position.

She left the district in December for the Belmont Public School System.

The full-time position is advertised with a salary of $110,086.

The Coordinator “supports the district with the development of a comprehensive professional learning and talent acquisition plan for each school year.  Elements of this plan will include in-service programs of general interest to staff, extension courses, new staff orientation, guided practice & reflection, and opportunities for individual, collaborative, or peer modeling involvement in District initiative. The Coordinator also supports the district with acquisition of talent through the development of local and statewide recruiting plans, employing traditional sourcing strategies and resources as well as developing new, creative recruiting ideas. The Coordinator should be well-versed in performance and operations management and competent in assuming delegated duties. They are a leader and critical thinker, ready to solve problems before they become obstacles. The goal is to provide the staff with the tools and foundational knowledge they need to support an engaging, high quality, and equitable learning model,” according to the job posting.

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Applicants will have a Master’s Degree in a relevant background. Current and valid MA DESE license as a Director, Principal/Assistant Principal, and/or Superintendent/Assistant Superintendent.  

The Coordinator will have the “ability to plan, organize, and direct a comprehensive professional development  program aimed at preparing every staff member for success.  Ability to lead improvement efforts toward identified instructional targets by motivating and mentoring building-level administrators and facilitating systemic change strategies, with an emphasis on progressive educational practices. Commitment to equity in educational opportunities for students and leadership opportunities for staff, especially with regard to members of traditionally underserved and underrepresented groups. Excellent interpersonal and communication skills, with the ability to establish and maintain effective working relationships with parents/guardians, the community, institutions of higher education, business leaders, and administrative staff. Strong knowledge of best practices in adult learning, curriculum and instruction, program evaluation, leadership development, school improvement, budget management, and data analysis. Demonstrated knowledge of state/federal regulations and accreditation requirements governing public education programs,” according to the job posting.

Applicants should have at “least five years of experience as a classroom teacher; some experience in leadership is strongly preferred.  Demonstrated knowledge of talent development, best practices in instruction, school operations and management, and leadership development.” 

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ESSENTIAL DUTIES AND RESPONSIBILITIES:  

1. TALENT ACQUISITION 

• Build and support an administrative pipeline to provide staff with professional growth opportunities.
• Collaborate with other members of the Office of Human Resources as well as the Office of Equity, Diversity & Community Engagement on recruitment and retention efforts, including job fair events, to ensure highly qualified candidates are available to serve in the capacity of school and district leaders.
• Plan and coordinate all job fairs for FPS participation.
• Develop working relationships within colleges to aid in recruiting.
• Report on recruiting metrics after every careers event, including number of candidates interviewed and hired, demographics of those candidates, etc.
• Contact university career counselors as well as university affinity groups and provide informative materials about FPS.
• Liaise with team leaders to define hiring needs.
• Build and maintain good relationships with universities and other educational institutions as well as clubs and organizations that advance underrepresented populations.
• Prepare recruitment materials.
• Coordinate and implement college recruiting initiatives.
• Research and recommend new sources for active and passive candidate recruiting.
• Develop, facilitate, and implement all phases of the recruitment process.
• Identify and implement efficient and effective recruiting methods and strategies based on the available role, industry standards, and the needs of the organization.
• Collaborate with FPS leadership to develop a homegrown pipeline for talent development.
• Proactively develop a pool of qualified candidates regardless of need.
• Serves as a resource to teachers, administrators, and other staff to identify and access professional literature, training materials, and training opportunities.

2. TALENT LEARNING & GROWTH

• Collaborate with district leaders, principals, directors, committees and community organizations for the purpose of identifying and anticipating professional learning needs throughout the district.
• Form and chair a professional development committee with representation of all stakeholders (staff members, Office of Equity, Diversity and Community Engagement, Office of Teaching and Learning, and union leadership, etc) to develop strategic professional development experiences to address needs, challenges, racial equity, inclusion, etc on an ongoing basis.  
• Develop annual and long-range comprehensive talent learning programs and processes through the use of collaborative problem solving and data-driven decision-making that would include options for in-service offerings (district-wide, departamental, and school based), professional development days, new talent orientation and onboarding programs for all staff, early release days and extension courses. 
• Design talent development programs to different employee groups covering specific areas such as equity, diversity & inclusion, leadership development, instructional best practices, school improvement initiatives and support with all aspects of school operations (custodians, food services, administrative support, etc).
• Research, select and/or develop a variety of information (e.g. courses, materials, hand-outs, training consultants, community partners, professional associations such as MSAA.) for the purpose of developing new programs that meet talent training needs as well as equity, diversity and inclusion education for all.
• Determine the most appropriate instructional method, utilizing knowledge of specified training needs, and effectiveness of methods such as individual coaching, large and small group instruction, lectures, interactive training, and transfer techniques.
• Facilitate school, department, and district planning sessions as requested (e.g. site improvement plans, strategic planning, goal setting, etc.) for the purpose of meeting district objectives and ensuring the availability of professional development programs.
• Collaborate with directors, principals, and supervisors to coach and support employees with developing their skills and improving job performance.
• Promote, communicate, and encourage participation in upcoming staff development initiatives and activities.
• Assess the success of each training session or program, review follow-up evaluations, prepare related reports, and recommend improvements.
• Maintain contact with other school districts, governmental agencies, and professional management associations to keep abreast of any relevant laws, regulations, statutes, policies, current research, and best practices related to leadership and talent development.
• Assists with advising employees on re-licensure guidelines and arranges, through human resources, for re-licensure professional development points for those employees attending professional development activities.

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3. OPERATIONS

• Create and implement professional learning policies in collaboration with appropriate personnel, including the protocol to request professional development day and use of substitute teachers. 
• Create and monitor budgets assigned to professional development programs and initiatives as well as all the related financial activity for the purpose of ensuring that expenses are within budget limits and/or fiscal practices are followed.
• Monitor professional development services (e.g. consultants, course outcomes, staff training, etc.) for the purpose of ensuring that performance outcomes are achieved within budget, department, and district objectives.
• Schedule training sessions, develop registration procedures, coordinate regarding facility set up, ensure employee notification, and manage other practical and logistic elements involved with planning professional development activities.
• Inform and advise employees about tuition reimbursement and other professional development benefits.
• Oversee the maintenance of a database containing records of professional development  & performance management systems
• Approve course approval requests for the purpose of salary movement. 
• Approve out of district professional development requests. 

The Coordinator reports to the  Assistant Superintendent for Human Resources and/or Associate Director of Human Resources and Talent Development.

There was no deadline for applications, but postings are typically up for a minimum of 30 days.