Director 1, CTE Work Based Learning & Careers

JOB SUMMARY

This position is primarily responsible for ensuring that CTE work based learning is impactful and that all practicum courses have high-quality work-based learning, including increasing access to pre-apprenticeships, apprenticeships, and internships so that an increasing percentage of alumni earn a living wage. This position ensures that middle school students have strong career exposure, partners with other teams to ensure appropriate enrollment in CTE programs of study, is responsible for all MS CTE programming, and ensures that career centers provide strong programming.

MAJOR DUTIES & RESPONSIBILITIES

1.        Ensure that all high schools with level 3 and 4 courses offer high-quality work based learning that is in compliance with all federal and state requirements.
2.        Ensure that all MS CTE teachers and administrators have access to high-quality curricular materials, including supporting curriculum adoption, creation and vetting for any MS CTE or career exploration courses.
3.        Supports career centers in ensuring that students are increasing their IBC attainment and that career center students are accessing internships, pre­apprenticeships and apprenticeships.

MAJOR DUTIES & RESPONSIBILITIES CONTINUED

4.        In partnership with ED, sets expectations for MS career exposure and school support, sets metrics for MS career exposure, and partners across teams to ensure systems exist to increase enrollment into career centers.
5.        In partnership with other CTE leaders, ensures that all professional learning experiences for MS and practicum CTE teachers (including, but not limited to, monthly PDs and PLCs) are high quality, vetted, and aligned to CTE team metrics.
6.        Ensures that there are clear systems to track all work-based teaming requirements and ensures all work-based teaming experiences are held to the highest standards.
7.        Other duties as assigned.

EDUCATION

Bachelor’s Degree

WORK EXPERIENCE

5+ years teaching experience required. 
3+ years as a campus or district leader preferred
Ability to implement effective workflow processes and procedures and stay updated on changing requirements Willingness to take initiative, have a high level of self-motivation, and easily work independently or as part of a team.

SKILL AND/OR REQUIRED LICENSING/CERTIFICATION

Microsoft Office
Office equipment (e.g., computer, copier)

LEADERSHIP RESPONSIBILITIES

Manages. Accomplishes the majority of work objectives through the management of direct reports. Provides day-to-day direction to staff; may become directly involved, as required, to meet schedules and resolve problems. Responsible for assigning work, meeting completion dates, interpreting and ensuring application of policies and procedures. Receives assignments in the form of objectives, with goals and the process by which to meet goals. Provides input to hiring, performance and budget.

WORK COMPLEXITY/INDEPENDENT JUDGMENT

Work is substantially complex, varied and regularly requires the selection and application of technical and detailed guidelines. Independent judgment is required to identify, select, and apply the most appropriate methods as well as interpret precedent. Position regularly makes recommendations to management on areas of significance to the department. Supervision received typically consists of providing direction on the more complex projects and new job duties and priorities.

BUDGET AUTHORITY

Compiles and organizes data and figures.
Analyzes and interprets data and figures.
Specifies requirements for a plan and/or budget.
Participates in a group plan and/or budget development.

PROBLEM SOLVING

Decisions are made on both routine and non-routine matters with some latitude but are still subject to approval. Job is occasionally expected to recommend new solutions to problems and improve existing methods or generate new ideas.

IMPACT OF DECISIONS

Decisions have moderate impact to the facility/department or division, causing increased satisfaction or dissatisfaction; producing efficiencies or delays; promoting or inhibiting personal intellectual or professional development; and/or contributing to financial gain or expense. Errors may be serious, usually not subject to direct verification or check, causing losses such as improper cost calculations, overpayment or improper utilization of labor, materials, or equipment. Effect usually confined to the organization itself and is short term.

COMMUNICATION/INTERACTIONS

Negotiate and influence - interprets department strategies and services, resolves conflicts, influences outcomes on matters of significance for the division, conducts final negotiations and coordinates approvals/decision making below the executive level. Interactions are typically with customers and Top Management.

CUSTOMER RELATIONSHIPS

Follows through with customer inquiries, requests, and complaints. Forwards difficult and non-routine inquiries or requests to appropriate level for resolution.
Takes routine or required customer actions to meet customer needs. Responds promptly and accurately to customer complaints, inquiries and requests for information and coordinates appropriate follow-up. May handle escalated issues passed on from coworkers or subordinates.
Regularly assesses and diffuses complex, and escalated customer issues. Takes personal responsibility and accountability for solving systemic customer service problems. Regularly explores alternative and creative solutions to meeting the needs of the customer within HISD's policies and guidelines.
Leads others in the resolution of highly sensitive and confidential issues on behalf of the department. Acts as a trusted advisor and becomes involved in the customer's decision-making process including presenting alternatives and information and applying persuasion and negotiation skills in the resolution of problems. Monitors customer service standards.
Anticipates customer needs, identifies, and champions opportunities for the development and implementation of new services and methods to meet or exceed customer needs. Establishes customer service standards and feedback mechanisms across departments.

WORKING/ENVIRONMENTAL CONDITIONS

Work is normally performed in a typical interior work environment which does not subject the employee to any hazardous or unpleasant elements.
Bending and Stooping: Bending body downward and forward by bending spine at waist.
Mobility Requirement: If essential, please describe for this position 
(ex. ability to get from one office location to another).
Visual Requirement: Must be able to see and read computer screens.
Hearing Requirement: Must be able to detect specific noises.