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

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Coordinator, Office of Human Resources and Development

MONTGOMERY COUNTY PUBLIC SCHOOLS
CLASS DESCRIPTION
OFFICIAL TITLE: Coordinator CODE: 0660 SQ/OQ: Not Applicable
WORKING TITLE: Coordinator, Office of Human Resources and Development GRADE: N MONTHS: 12
SUMMARY DESCRIPTION OF CLASSIFICATION: Under the direction of the associate superintendent of the Office Human Resources and Development (OHRD) oversees and executes a comprehensive recruitment and staffing strategy for Administration and Supervisory staff ensuring there is a robust and high quality pipeline, that aligns with the overall strategic plan of Montgomery County Public Schools (MCPS). Assists the associate superintendent¿s office in analyzing relevant human resource (HR) data regarding administrator quality, turnover, absenteeism and other significant levers in improving workforce excellence. 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 administration and supervisory positions. Designs, and implements creative recruiting strategies to attract top administrative and supervisory talent. Collaborates with MCAAP and MCBOA to promote equality and diversity through recruitment, selection, and retention of administrative and supervisory staff. Supports hiring managers in the planning for and assignment of staff including projected vacancies, transfer actions, temporary higher level assignments and other human resources implications of staffing and decision-making. Establishes and maintains a strong, positive working relationship with central office departments to support the sourcing, assignment, onboarding, induction, retention, development, and performance of high-quality administrative and supervisory candidates for all positions. Plans, implements, supports the Support Professional Staff to Teacher Pathway Initiative. Communicates the vision, data with stakeholders to support the mission of recruiting qualified and competent talent from the support service ranks. Collaborates with SEIU Local 500 and MCEA to recruit and select high quality candidates. Identifies key data to monitor progress toward the goal to have quality candidates in the program each year. Builds MCPS¿s professional network through relationships with HR professionals, colleges and other partners.
MINIMUM QUALIFICATION STANDARDS
KNOWLEDGE, SKILLS, AND ABILITIES: Thorough knowledge of Montgomery County Public School (MCPS) organization and the Board of Education. Thorough knowledge of State and Federal laws, and rules and regulations governing employment, MCEA, MCAAP/MCBOA, and SEIU Local 500 agreements. Thorough knowledge of the principles, practices, and techniques of public personnel administration including recruitment, interviewing, placement, and counseling. Thorough understanding of the MCEA, MCAAP/MCBOA, and SEIU Professional Growth Systems. Thorough knowledge and skill with electronic applicant and employee tracking systems. Strong skills in collecting, analyzing and using key human capital metrics in understanding trends and root causes. Considerable ability to objectively analyze and make recommendations on a variety of personnel actions. Knowledge of social media networks. 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. Ability to develop and carry out required staffing plans and assignments independently.
EDUCATION, TRAINING, AND EXPERIENCE: Masters degree from an accredited college or university in School Administration and Supervision or Human Resources Management. A minimum of five years of experience as a school-based or central office administrator, preferably in a school system, and experience utilizing strategic models for developing and monitoring key work processes and key performance indicators. Experience with Applicant Tracking Systems (ATS) and HR databases such as Lawson. 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 AND LICENSE REQUIREMENTS: Administration I or II Certification or Human Resource Management certification. Observing and Analyzing Teaching (OAT) 1 and 2, or related training, required or obtained by the end of the first year in the position.
PHYSICAL DEMANDS: (Special requirements such as lifting heavy objects and frequent climbing.) None
SPECIAL REQUIREMENTS: (Frequent overtime or night work required, etc.) Some unpaid overtime and night/weekends. Limited use of leave during spring and summer and peak months of recruitment and hiring season.
OVERTIME ELIGIBLE: No

EXAMPLES OF DUTIES AND RESPONSIBILITIES:

Evaluates the A&S staffing process to identify trends for best practices and improvements.

Collects and analyzes data to understand the landscape for succession of key school-based and central office administrative positions.

Provides strategic direction for succession planning of key school-based and central office administrative positions.( e.g. time-to-hire)

Utilize new sourcing methods (e.g. social recruiting tools, indeed, glassdoor, etc.) and recruiting strategies such as A & S Job Fairs, inviting select candidates in for a group session, where you and current employees can engage with them, and targeted recruitment activities for potential candidates.

Establishes a strong A & S recruitment program.

Identifies and analyzes key data to provide information about the effectiveness of school-based and central office administrators.

May supervise and assign work, develop and implement work plans and processes to develop a robust and high quality pipeline for school-based and central office administrators including recruitment and sourcing strategies.

Leverages technology (e.g. applicant tracking systems, database mining, social networks, etc.) to support recruitment and sourcing requirements and maintain up-to-date candidate statuses.

Prepares agendas and data reports for the weekly appointments committee meetings. (Weekly reports include: Timeline data and Applicant data for all A&S vacancies.)

Works with hiring managers (central office and school based) to manage the advertising, posting, and applicant review of all A&S positions. Screens applicants, as requested, for hiring manager.

Coordinates the interview process for select A&S positions. Including, but not limited to, updating the on-line timeline, contacting applicants with interview times, developing interview packet for panel members and coordinating HR candidates for interviews.

Works with hiring managers and OHRD office staff to ensure all paperwork is completed for board of education appointments.

Processes transactions on ATS and in the HRO system for appointed administrators.

Works with OSSIs Leadership Development Team to review Assistant Principal/Administrative School Administrator (AP/ASA) process and pool requirements for upcoming year. Once changes have been approved, prepares memo to principals documenting process for upcoming year.

Updates OHRD website with current processes for pools.

Creates requisitions for pools (AP internal & external, ASA, P-external).

Monitors requisitions to ensure candidates have met requirements for pools.

Coordinates interview panels for external AP candidates.

Manages the Support Professional Staff to Teacher Pathway Initiative rollout.

Communicates the vision, data with stakeholders to support the vision and mission of acquiring qualified and competent talent from the support service ranks.

Benchmarks with other districts who have an approved Teacher Residency Program.

Plans, develops and implements a MCPS Teacher Residency Program aimed at developing a robust pipeline of support staff to become Teachers.

Coordinates and schedules all recruitment activities for the project.

Plans and coordinates the Administration and supervisory appointments retreat.

Coordinates and cultivates university partners for the Support Staff to Teacher Project.

Identifies key data to monitor that will support providing awareness and next steps with building and implementing the Support Staff to Teacher Project.

Utilizes metrics and analytics to assess, report, and deliver critical data related to the Support Staff to Teacher Project to key leaders and stakeholders across the district.

Collaborates with key departments to support the development of our support staff to Teacher Project.

Performs related duties consistent with the scope and intent of the position.

Class Established: 3/2017
Date(s) Revised:
Last Reviewed:

This description may be changed at any time.

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