Primary Purpose

To support the vision, mission, and strategic priorities of ESC Region 12. The Regional Assistant Superintendent of Talent is a high-level executive role dedicated to the planning and implementation of the Texas Strategic Compensation for ESCs Grant (TSCEG). This position serves as a strategic architect for human capital, working to transition traditional compensation systems into robust, performance-based models. A primary focus of this role is to increase capacity in ESCs to support strategic compensation systems and TIA, and 2) to support the identified district(s) as they transition from a traditional compensation system to a robust, high-quality strategic compensation system based on teacher and instructional leader effectiveness.

Qualifications 

Education/Certification 

• Master’s Degree 
• Minimum of three years of experience in a senior district leadership role
• Prior experience working with talent and/or budget systems
• Prior experience engaging school community members
• Previous experience with state accountability and assessments preferred
• Previous experience in project management preferred

Special Knowledge/Skills 

• Ability to lead a team of individuals with diverse needs and perspectives
• Ability to effectively communicate with a wide variety of stakeholders
• Strong long-term planning and project management skills, including establishing outcomes,
• Determining evaluative measures, and tracking progress
• Excellent written and oral communication skills
• Results orientation coupled with a strong work ethic
• Excellent organization, coordination, and time management skills
• Deep understanding of talent and budget systems, with the ability to transition traditional pay scales to effectiveness-based models.
• Exceptional ability to communicate complex financial and evaluative concepts to a wide variety of stakeholders, from classroom teachers to Board members.
• Outstanding interpersonal and management skills, with a proven ability to build consensus and drive results in high-stakes environments.
• Ability to translate complex data sets into actionable insights for the District Guiding Coalition and executive leadership.
• Exceptional comfort with ambiguity and the flexibility to navigate the shifting landscape of state-level educational grants.

General Responsibilities 

• Provide leadership in the design, development, and implementation of a robust, high-quality strategic compensation system based on teacher and instructional leader effectiveness to support the district in earning an Enhanced TIA designation.
• Support districts with adopting, expanding, and implementing the Teacher Incentive Allotment.
• Coordinate the implementation of other strategic state initiatives such as HQIM, LIFT, Mentor Programs, Teacher Residencies, Teacher Pipeline, and Texas Strategic Leadership.
• Collaborate with a Technical Assistance Provider identified by TEA to coordinate an action plan that results in the creation of a strategic compensation model for either principals or teachers by the end of Year 1.
• Serve as an officio or ex officio member of the assigned district’s executive leadership team.
• Support the effective development and use of a District Guiding Coalition to develop the strategic compensation plan.
• Coordinate, track, and present project information to maintain stakeholder engagement and shared understanding across district teams, ESCs, and other stakeholders.
• Develop and sustain deep partnerships with internal and external stakeholders.
• Establish systems and structures to support planning that aligns with all grant deliverables.
• Ensure grant compliance by collaborating within the district, the ESC, other Regional Assistant
• Superintendents of Talent, and with TEA and communicate those expectations to all stakeholders of the initiative.
• Develop a system for tracking strategies, identifying best practices, and supporting broader
• dissemination.
• Serve as an ambassador for strategic compensation work throughout the state.
• Support the development and expansion of strategic compensation and Enhanced TIA throughout the Region according to developed timelines.
• Ensure TIA, strategic compensation, and related initiatives are intentionally connected to district instructional priorities, leadership development, and long-term workforce development.
• Facilitate cross-departmental collaboration (e.g., HR, curriculum and instruction, finance) to promote shared ownership of district talent systems.
• Build district capacity to use talent system data to monitor effectiveness, equity, and return on
• investment across initiatives.
• Identify misalignments across talent initiatives and support district(s) in developing solutions that increase coherence and sustainability. 
• A collaborative team player committed to fostering a positive workplace culture and driving continuous improvement through the implementation of Quality Management System (QMS) initiatives.
•  This position requires a high degree of district-level integration, with a requirement to spend a minimum of 80% of each week engaged directly on-site with the assigned district. (Connally ISD)

Supervisory Responsibilities 

No supervisory responsibilities 

The applicant needs to possess these core values through words and actions to build positive, long term relationships with customers by demonstrating:

• Professionalism while demonstrating integrity, respect for others, expertise, and credibility at all times
• Quality in delivering what I promise and help create superior programs and services that add value beyond what is expected
• Teamwork by working cooperatively with others to promote a positive and fun work environment
• Adaptability by being flexible, attentive to change and ready to move quickly and decisively in response to the needs of customers
• Innovation by contributing to the implementation of new or significantly improved services and delivery methods
• Superior Service by providing personable, direct attention that delivers customer satisfaction beyond what is expected

Security Requirements 

All positions at ESC 12 are defined as security-sensitive. Security-sensitive positions are those which require employees to be entrusted with certain types of data, whether electronic or in paper form. Those data elements, as defined by the ESC 12 Data Classification and Handling Policy may include, but not limited to: 

• Sensitive Personal Information (SPI)
• Personally, Identifiable Information (PII)
• Protected Health Information (PHI)
• Family Educational Records (FERPA Data)
• Federal Tax Information (FTI)

All employees must adhere to all security-related policies, standards, and procedures. This includes actively safeguarding data and immediately reporting any suspected loss or theft.

Mental Demands/Physical Demands/Environmental Factors

Travel

• Travel within the region, state, and nation when appropriate

Tools/Equipment Used

• Standard office equipment, including a personal computer and peripherals

Posture

• Prolonged sitting, occasional bending/stooping, pushing/pulling, and twisting

Motion

• Repetitive hand motions, including frequent keyboarding and use of a mouse; occasional reaching

Lifting

• Occasional light lifting and carrying (less than 15 pounds)

Environment

• May work prolonged or irregular hours, frequent regional travel, occasional statewide travel, and out-of-state travel

Mental Demands

• Manage multiple tasks and work cooperatively with others,
• Maintain a calm attitude in demanding situations,
• Make changes and adapt to various responsibilities on an ongoing basis, and
• Work with frequent interruptions, tight deadlines, and limited office space.

Benefit Information

• ESC Region 12 provides a monetary contribution up to $575 per month to use for employee/family healthcare and supplemental benefits.
• Employee earns state personal, sick, and vacation leave.
• All employees contribute to both: Teachers Retirement System (TRS) and the Social Security retirement programs

Salary : $8,333 - $10,400