Highly effective interpersonal, communication, and relationship-building skills.
Organizational Mastery:
Strong organizational, logistical, and time management skills.
Pedagogical Expertise:
Defined experience with collective efficacy, adult learning principles, and educator development.
Presentation Skills:
Excellent presentation, facilitation, and professional development delivery skills.
SC Certification:
Active South Carolina Certification in one or more of the following areas: Early Childhood, Elementary, Middle Level, Secondary, K-12 areas, Speech, Media, Guidance, or Administration. SC Certified Mentor..
SCTS 4.0
Evaluator Trained.
Education:
Master's Degree preferred. Experience Minimum of 5 years of successful teaching and/or educational leadership experience. Successful prior experience coaching, mentoring, and developing novice and early career educators (years 0-5). Successful prior experience as an Induction Mentor or Lead Mentor preferred. Experience as an
SCTS 4.0
evaluator preferred. Reports To Director of Educator Effectiveness Assistant Superintendent for HR and Educator Effectiveness Objective Under the general supervision of the Director of Educator Effectiveness, the Educator Effectiveness Specialist is responsible for strategically leading, executing, and refining programs that support educator growth, performance, and retention. While the primary focus of this role is maximizing the development and retention of early career educators (years 0-5), including designing and executing the district's Induction and Mentoring Plan, the Specialist also provides targeted developmental support to educators at all stages of their careers. Through cross-departmental collaboration, professional development, and rubric calibration, this role ensures system-wide instructional excellence.
Facilitate, execute, and continuously improve the district's formal Induction and Mentoring Plan to ensure compliance and high-impact support for early career educators.
PGDP Support:
Guide and support the development, implementation, and monitoring of Professional Growth and Development Plans (PGDP) for educators, ensuring goals align with student needs and professional growth targets.
Evaluation Calibration:
Facilitate and support the ongoing calibration of the
SCTS 4.0
rubric among school-level evaluators and administrators to ensure district-wide instructional alignment and evaluation reliability.
Targeted Professional Development:
Plan, design, and engage early career (EC) educators in targeted professional development, while also designing growth opportunities accessible to the broader educator population.
Collaborate regularly with building-level administration, Office of Educator Effectiveness (OEE) supports, and other district departments to ensure a cohesive support network for educators.
Mentor Support:
Partner with and support school-based mentors to ensure the fidelity of the mentoring cycle and the health of school-level support structures.
High-Trust Partnerships:
Establish and maintain trusting, non-evaluative relationships with induction-level and mentor educators alike to develop their professional autonomy and resilience. Instructional Coaching & Growth (
Primary Focus:
Years 0-5)
Data-Driven Reflection:
Assist educators in reflecting on and analyzing their instructional practice, reviewing student work, and using relevant data to inform instruction.
Instructional Design and Execution:
Support educators' instructional development through lesson planning/pacing, culturally responsive teaching practices, differentiation, and effective classroom management.
Non-Evaluative Feedback:
Conduct informal, non-evaluative classroom observations and provide actionable, growth-oriented feedback.
Community Building:
Promote collegiality and build a strong professional community among early-career educators (e.g., by managing new-educator roundtables and summer orientations). Extended Responsibilities Co-facilitate district mentor and evaluator certification training. Provide data-driven input on the design of future educator effectiveness and professional growth programs. Oversee and develop the district's Induction educator recognition process. Model innovative teaching methodologies, technology integration, and data analysis through co-teaching and demonstration lessons when appropriate. Co-facilitate Induction and Mentoring orientations, Ed-Camp, Advanced Mentor Training, and generalized Educator Support Trainings.
Terms of Employment Compensation:
Compensated from the FMSD Teacher Salary Schedule.
Calendar:
200 days yearly.
Hours:
7.5 hours per day.
Status:
Exempt. Evaluation Job performance will be evaluated annually in accordance with board policy for professional staff.
