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 OF CLASSIFICATION: 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 programs such as promotions, transfers, demotions, employee counseling, adverse actions, and terminations. Supports principals in the planning for and assignment of educational staff including projected vacancies, transfer actions, long-term substitute teacher assignments and other HR implications of the principal¿s staffing and decision-making. Assists principals in analyzing relevant HR data regarding teacher quality, teacher turnover, absenteeism and other significant levers in improving workforce excellence. Coordinators may supervise and assign work, develop and implement work plans and processes that are aligned with MCPS¿s Strategic Plan Core Strategy III, Human Capital Management Strategy III with the focus area on the Teacher Workforce Diversity Initiative. Supporting all recruitment activities required to meet MCPS staffing needs. Collaborates with the Talent Acquisition unit to support activities with colleges and universities designed to address critical shortage areas. Collaborates with coordinators, supervisors, and directors within MCPS to achieve systems hiring needs. Implement activities to attract and grow a diverse workforce. Must be able to develop and carry out required staffing plans and assignments independently.
MINIMUM QUALIFICATION STANDARDS
KNOWLEDGE, SKILLS, AND 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: Masters 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, preferably 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 AND LICENSE REQUIREMENTS: Advanced Professional Teaching Certification or Certification as a HR Professional. Completed Observation and Analysis of Teaching (OAT) I or would complete OAT within one year of hire into the position.
PHYSICAL DEMANDS: (Special requirements such as lifting heavy objects and frequent climbing.) Lifting of recruitment materials, 15- 25 pounds.
SPECIAL REQUIREMENTS: (Frequent overtime or night work required, etc.) Frequent unpaid overtime and night/weekends. Local and non-local travel required during recruitment season. Limited use of leave during summer and peak months of recruitment and hiring season.
OVERTIME ELIGIBLE: No

EXAMPLES OF DUTIES AND RESPONSIBILITIES:

RScreen, interview, evaluate, and hire highly qualified candidates in alignment with on staffing needs of the system.

Keep current with school student achievement data to ensure human capital needs are met to continually improve student outcomes.

Participate in recruitment activities through job fairs and other recruitment events and collaborates with the recruitment team on best matches for vacancies.

Collect and analyze recruitment and hiring data from recruitment trips in order to ensure that there are quality pipelines for talent.

Analyze hiring projections 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.

Evaluate candidates qualifications for hiring and decide which applicants to offer employment/open contracts. Determine and make salary offers based on evaluation of credentials.

Assist principals with finding high-quality candidates to meet individual school needs

Enhance principals¿ abilities to effectively and deficiently 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.

Establish and monitor candidate pools for all subject areas including advertised positions for promotional opportunities.

Establish and maintain a strong, positive working relationship with assigned principals and/or central office staff to support the assignment, onboarding, induction, of high-quality candidates for all positions.

Support hiring managers in the planning for and assignment of staff, including projected vacancies, negative variances, long-term substitute teacher assignments, and other human resources implications of the hiring manager¿s staffing decision making

Conduct school/office site visits to meet with administrators to increase OHRDs awareness of changing staffing need and create solutions to match the instructional needs and goals.

Advise and inform 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.

Ensure 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.

Advise and inform 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 and MCPS policies.

Review vacancies and collaborate with OSSI, OCAO, OCOO, and hiring managers to recommend the placement of involuntary transferred staff and staff returning from leave (priority placements).

Maintain a system of position management for staffing schools, field offices and central office for ten- and twelve-month teacher level positions.

Supervise position management of staff, resolve negative variances, and prepare transactions to ensure accuracy of employee work hours, location, and assignments.

Establish and maintain a strong, positive working relationship with assigned principals and/or central office staff to support the assignment, onboarding, induction, of high-quality candidates for all positions.

Support hiring managers in the planning for and assignment of staff, including projected vacancies, negative variances, long-term substitute teacher assignments, and other human resources implications of the hiring manager¿s staffing decision making.

Collect data and provide statistical analysis and information for reports requested by the Executive Staff member.

Supervise the implementation of federal, state, and local Human Resources policies, regulations, and procedures to ensure compliance with the staffing of schools.

Interpret federal, state, and local Human Resources policies, regulations, and procedures in response to school staff and community inquires.

Collaborate with the Talent Acquisitions Initiatives Unit to design, plan and implement recruitment job fairs for candidates outside of MCPS Research and develop recruitment materials

Collaborate with universities and colleges to create, develop and implement partnerships to meet critical shortage areas and increase pool of diverse candidates

Network with other school districts, businesses, and organizations to implement best practices.

Counsel and inform applicants on status of hiring profile according to local and state mandates recommending alternative routes to certification as appropriate.

Establish and monitor candidate pools for all subject areas including advertised positions for promotional opportunities.

Lead or serve on Department of Certification and Staffing Project Teams.

Supervise and evaluate in collaboration with the director of certification and staffing the Staffing Assistant for staffing team according to negotiated contract.

Serve as HR representative for A & S panel interviews.

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

Class Established: 7/92
Date(s) Revised: 8/93, 8/97, 6/01, 3/07. 7/2008, 7/2016
Last Reviewed:

This description may be changed at any time.

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