Senior Project Director, Appraisal and Development Design – Policy Team

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We are currently seeking a Senior Project Director, Appraisal and Development Design for our Policy Team. The Senior Project Director will design and develop the models and protocols for teacher appraisal for an initiative with our partner district, Houston Independent School District (HISD) and will be based in the school district office in Houston. This position is available immediately. HISD’s Teacher Human Capital Management Transformation HISD employs approximately 12,700 teachers who teach in 296 different schools. In the 2007–2008 school year, HISD launched ASPIRE (Accelerating Student Progress. Increasing Results and Expectations), its educational-improvement and performance-management model. ASPIRE comprises four key components, including Developing Human Capital. Since the launch of ASPIRE, the district has garnered national attention for its use of value-added data to guide instructional decision-making and drive a system of differentiated compensation. The district is now seeking to leverage these reform efforts to maximize its impact on student achievement by reaching these student outcomes. 1. Becoming the first district in the country to eradicate the racial achievement gap 2. Having 100 percent of students reading and doing math on grade level as measured by Stanford 10 in all grades tested 3. Leading the nation in NAEP reading and math scores in grades 4 and 8 among all districts across America Research underscores the impact a teacher can have on student success and reinforces why HISD must continue to transform is human capital systems by focusing on four key strategies to reach the bold student outcomes outlined above. These strategies are as follows: • Strengthen recruiting and staffing policies and practices to attract top talent • Establish a rigorous and fair teacher-appraisal system to inform key decisions • Provide effective individualized support and professional development for teachers • Offer meaningful career pathways and differentiated compensation to retain and leverage the most-effective teachers TNTP will support HISD’s human capital transformation through a five-year initiative to drive the strategic direction of the transformation effort; develop new tools and processes; coordinate and monitor school-level implementation activities; and build stakeholder buy-in for reform. Role and Responsibilities The Senior Project Director will design and develop the models and protocols for incorporating measures of student learning into teacher appraisal. Specifically, he or she will work closely with the Project Director and Analyst to develop a customized teacher appraisal model for HISD. Specific responsibilities will include but are not limited to: • Overseeing the customization of TNTP’s framework for teacher evaluation and support for use in HISD • Customizing TNTP\'s models and protocols for incorporating measures of student learning into teacher appraisal for HISD • Customizing TNTP\'s models for incorporating teacher appraisal results into key decisions (contract granting, dismissal, certification) • Leading efforts to secure Board and state approval of new systems, including development of materials and strategies for those approvals • Managing annual efforts to monitor implementation outcomes and user feedback, and to use this information to refine appraisal and support systems • Ensuring all relevant stakeholders are involved in key meetings and discussions on model design • Managing the Project Director and Analyst to implement the pilots of new systems and relevant trainings for relevant district staff • Ensuring the Appraisal and Development Design team has access to student achievement and HR data The Senior Project Director will report to the Senior Partner and will manage a Project Director and Analyst.

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